Core Viewpoint - The company has approved a new compensation management system for its directors and senior management to enhance motivation and operational efficiency, pending shareholder approval [1][2]. Chapter Summaries Chapter 1: General Principles - The purpose of the new compensation management system is to establish an effective incentive and restraint mechanism for the company's directors and senior management, in accordance with relevant laws and regulations [1]. Chapter 2: Compensation Management Structure - The Compensation and Assessment Committee of the Board is responsible for formulating compensation plans and overseeing the performance evaluation of directors and senior management [2]. - The shareholders' meeting will review the compensation assessment system for directors, while the Board will review that for senior management [2]. Chapter 3: Compensation Standards and Payment Methods - Internal directors receive compensation based on their management roles, while external directors receive an annual allowance [3]. - Independent directors receive an annual allowance and are reimbursed for travel and other reasonable expenses incurred while performing their duties [4]. - Senior management compensation consists of a base salary, performance-based pay, and year-end bonuses, with specific criteria for each component [4][5]. - Compensation adjustments for directors and senior management will be based on industry salary trends, inflation, company performance, and other relevant factors [5]. Chapter 4: Supplementary Provisions - In case of conflicts between this system and existing laws or the company's articles of association, the latter will prevail [5]. - The system will take effect upon approval by the shareholders' meeting [5].

深圳达实智能股份有限公司 董事、高级管理人员薪酬管理制度 二〇二五年八月 第一章 总则 第一条 为进一步完善公司董事、高级管理人员的薪酬管理，建立科学有效 的激励与约束机制，依据国家相关法律、法规及《公司章程》、《董事会薪酬与 考核委员会工作细则》的规定，结合公司实际情况，特制定本制度。 第二条 适用本制度的董事、高级管理人员包括：公司董事、总经理、副总 经理、董事会秘书、财务负责人。 绩效奖金是以年度目标绩效奖金为基础，与公司年度经营绩效相挂钩，年终 根据当年考核结果统算兑付。 第三章 薪酬的发放和管理 第七条 公司按月以现金形式发放基本工资。 第八条 薪酬与考核委员会根据董事会审定的年度经营计划，组织、实施对 高级管理人员的年度经营绩效的考核工作，并对薪酬制度执行情况进行监督。 挂钩。 第二章 薪酬的构成及确定 第四条 公司董事的薪酬由董事会薪酬与考核委员会提出，经董事会审议通 过后，提交股东会审议批准。 第五条 根据《上市公司独立董事管理办法》的有关规定，结合公司实际 情况，公司每年度给予独立董事一定的津贴，具体金额由董事会制订预案，股东 会审议通过，并在公司年报中进行披露，并按《公司法》和《公司章程》 ...

扬帆新材料（浙江）股份有限公司 （2025 年 8 月） （一）竞争力原则：公司支付的薪酬与市场同等职位、区域位置收入水平相 比具有竞争力； （二）基础薪酬确定原则：基础薪酬与各岗位职位价值、责任、个人能力、市场 薪酬行情等相结合，体现各岗位对公司的价值，体现"责、权、利"的统一； （三）绩效薪酬确定原则：与公司的经济效益以及完成目标的效率和质量挂 钩； （四）激励与约束相并重原则：有奖有罚、赏罚分明。 第四条 公司董事会薪酬与考核委员会是对董事、高级管理人员进行考核以及 确定薪酬分配的管理机构。公司人力资源部和财务管理部协助实施。 第一章 总则 第一条 为进一步完善扬帆新材料（浙江）股份有限公司（以下简称"公司" ） 治理结构，加强对公司董事、高级管理人员薪酬的管理，根据《中华人民共和国公 司法》 、《上市公司治理准则》等有关法律、法规和《公司章程》的规定，结合公司 实际情况，特制订本办法。 第二条 本办法所称高级管理人员是指公司的总裁、副总裁、董事会秘书、财 务负责人。 第三条 董事、高级管理人员薪酬的确定遵循以下原则： （一）基础薪酬：由公司董事会薪酬与考核委员会根据公司的规模，按高级 管理人员所承担的 ...

Core Points - The management system for the remuneration of directors and senior management at Shenzhen Jiemite Technology Co., Ltd. aims to enhance work motivation and establish an incentive mechanism aligned with modern corporate governance [1] - The system applies to board members and senior management, including the general manager, deputy general managers, financial director, and board secretary [1] Chapter Summaries Chapter 2: Remuneration Management Organization - The remuneration and assessment committee of the board is responsible for reviewing the remuneration standards and conducting annual assessments of directors and senior management [2] - The human resources and finance departments assist in the implementation of remuneration plans, reporting to the board [2] Chapter 3: Composition of Remuneration - Directors who are employees receive remuneration based on their specific job roles, with the chairman's allowance set between 500,000 to 1,200,000 yuan per year, contingent on participation in daily management [3] - Independent directors receive allowances ranging from 50,000 to 250,000 yuan per year, with expenses incurred during their duties reimbursed by the company [3] - Senior management remuneration consists of a base salary and performance bonuses, with specific salary ranges for positions such as general manager (400,000 to 1,000,000 yuan), deputy general manager (300,000 to 800,000 yuan), board secretary (300,000 to 800,000 yuan), and financial director (250,000 to 700,000 yuan) [3] Chapter 4: Remuneration Distribution - Directors' remuneration is distributed regularly, while senior management's base salary is paid monthly, with performance bonuses distributed at the end of the fiscal year [5] Chapter 5: Remuneration Adjustment and Incentives - The company may propose annual remuneration adjustments based on operational performance, industry standards, and inflation, requiring board and shareholder approval [7] - The remuneration system is designed to support the company's strategic goals and may be adjusted in response to significant changes in the economic environment [7] - Salary reductions or deductions may occur for directors and senior management under specific circumstances, such as serious violations of company policies or causing significant economic losses [7] Chapter 6: Other Provisions - The management system is subject to relevant national laws and regulations, and it becomes effective upon approval by the shareholders' meeting [9]

Core Points - The document outlines the compensation management measures for directors and senior management of Beijing Yuanliuhongyuan Electronic Technology Co., Ltd, aiming to enhance the incentive and restraint mechanism based on company law and internal regulations [1][2]. Group 1: General Principles - The compensation management for directors and senior management follows principles such as aligning compensation with the company's actual operating conditions, integrating rights, responsibilities, and benefits, and balancing incentives with constraints [1][3]. - Adjustments to compensation can be made based on the company's operational development and industry salary levels [1][2]. Group 2: Management Structure - The shareholders' meeting is responsible for reviewing the compensation plans for directors, while the board of directors is responsible for reviewing the compensation plans for senior management [2][3]. - The board's compensation and assessment committee is tasked with establishing assessment standards and conducting annual evaluations of directors and senior management [2]. Group 3: Compensation Standards and Management - Independent directors receive compensation as per the approved plan by the shareholders' meeting, while non-independent directors who also serve as senior management are compensated according to senior management standards [2]. - Senior management operates on a salary system that links compensation to responsibilities, risks, and performance, consisting of a basic salary and performance-based pay [2][3]. - Compensation for directors and senior management is pre-tax income, subject to personal income tax [2]. Group 4: Additional Provisions - The compensation management measures take effect upon approval by the shareholders' meeting and are subject to interpretation by the board of directors [3]. - In cases where the measures are inconsistent with laws, regulations, or the company's articles of association, the relevant laws and regulations will prevail [3].