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].

Core Points - The company has established a remuneration management system for directors and senior management to create an effective incentive and restraint mechanism [1] - The remuneration system is based on national laws, regulations, and the company's articles of association, tailored to the company's actual situation [1] Group 1: Remuneration Structure - The remuneration for directors is proposed by the remuneration and assessment committee, approved by the board, and submitted for shareholder approval [2] - Independent directors receive an annual allowance determined by the board and approved by the shareholders, disclosed in the annual report [2] - Senior management remuneration consists of a basic salary and performance bonus, with the basic salary reflecting industry standards and job responsibilities [2] Group 2: Performance Bonuses - Performance bonuses are linked to the company's annual operational performance and are settled based on annual assessment results [2] - The company deducts personal income tax and social insurance fees from the basic salary and performance bonuses according to national regulations [2] Group 3: Remuneration Management - The company pays basic salaries in cash on a monthly basis [2] - The remuneration and assessment committee organizes and implements annual performance assessments for senior management based on the board-approved annual operational plan [2] Group 4: Remuneration Adjustment - The company may adjust remuneration standards periodically based on operational performance, market salary changes, and business development strategies [3] Group 5: Implementation and Compliance - The remuneration management system takes effect after being approved by the shareholders and will be modified similarly [4] - In case of inconsistencies with applicable laws and regulations, those regulations will take precedence [4] - The board of directors is responsible for interpreting the remuneration management system [4]

Core Points - The company has established a compensation management system for its directors and senior management to enhance governance structure and align with market standards [2][4][6] - The compensation principles include competitiveness, alignment with responsibilities and market conditions, performance-based incentives, and a balance of rewards and penalties [2][4] - The compensation structure consists of a base salary and a variable annual salary, with the latter linked to the company's performance [4][6] Compensation Structure - Non-independent directors receive a pre-tax allowance of 12,000 yuan per year, while independent directors receive 80,000 yuan per year [4] - Senior management compensation is divided into base salary and floating annual salary, with the floating portion being 40% of the base salary [4][6] Performance Assessment - The compensation and assessment committee supervises the salaries of senior management and can adjust compensation based on external market conditions [6][8] - Annual salary payments are made monthly based on attendance, while the floating salary is awarded annually based on individual and company performance [6][7] Salary Adjustment - Salary adjustments are based on industry salary growth, inflation, company profitability, organizational changes, and individual role changes [7][8] - The compensation system will be continuously improved to align with the company's development and governance standards [8]

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].