证券日报网讯1月5日，格力电器（000651）在互动平台回答投资者提问时表示，公司重视与员工分享企 业发展成果，提高员工积极性和创造力，促进发展战略和经营目标实现。自2021年以来，公司累计推出 三期员工持股计划，覆盖员工超12000人，激励股数超1.8亿股，完善了股东与经营管理层、核心员工之 间的利益共享、风险共担机制。公司将结合实际情况持续优化激励体系，继续推动员工与企业共同成 长。 ...

Core Viewpoint - The company plans to repurchase shares through centralized bidding, with a total amount between 20 million and 40 million yuan, and a maximum repurchase price of 10 yuan per share [1] Group 1 - The repurchase will be used for implementing an employee stock ownership plan or equity incentives [1] - The repurchase period is set to be no more than 12 months from the date of the board's approval of the repurchase plan [1]

百利天恒12月30日公告，公司拟以集中竞价交易方式回购公司股份，回购总金额1亿元-2亿元，回购价 格不超过546元/股。回购股份将用于员工持股计划或股权激励。回购期限为自董事会审议通过回购股份 方案之日起12个月内。 ...

科大讯飞(002230.SZ)公告称，公司拟实施第二期员工持股计划，参与对象为公司（含控股子公司）核 心骨干人员，总人数预计不超过2,000人。该持股计划规模不超过839.41万股，约占公司目前总股本的 0.36%。本次员工持股计划受让公司回购股票的价格为24.59元/股，拟筹集资金总额上限为2.06亿元。 ...

证券日报网12月19日讯 常宝股份在12月17日至12月18日回答调研者提问时表示，公司始终将人才视为 核心发展要素，高度重视人才队伍建设与激励机制优化，公司曾于2021年、2023年两次实施限制性股票 激励计划，并于2023年同步落地员工持股计划，通过多元化激励举措有效激发了核心团队的凝聚力与积 极性。未来，公司将紧密围绕中长期发展战略、业务布局拓展及核心团队建设需求，择机研究并推进符 合公司发展阶段的股权激励相关举措，同时持续优化绩效薪酬体系，建立常态化员工激励机制，以促进 员工与公司共生共长、共同发展。 （编辑 王雪儿） ...

本报（chinatimes.net.cn）记者吴敏 北京报道 "那就像一场梦，工位旁边的同事，昨天还一起加班吃泡面，第二天因为公司上市，突然就成了百万富 翁。"二十年前亲历了所在公司上市造富一幕的张健，至今回忆起来仍觉恍如昨日。员工持股计划，一 度被视为中国保险业激励核心人才、实现利益绑定的"金手铐"，承载着无数人实现财富梦想的期待。 从20世纪90年代首开先河，到2008年监管叫停、行业冰封，再到2015年政策重启、走向规范，三十年 间，员工持股计划既是造富神话的摇篮，也是纠纷不断的战场。 另一位从业者王霞告诉记者："当初说是'合伙'，感觉是把我们当成了自己人，谁能想到现在连本金都 要不回来。"她手持一纸泛黄的"股权"凭证，却已在漫长的维权路上奔波了数年。 近期，随着阳光保险、泰康保险等机构再度推出新一轮持股计划，这一机制重回公众视野。作为一种制 度安排，员工持股计划本质上是将员工从"打工者"转变为"合伙人"，使其在承担风险的同时共享企业成 长的红利。但这副"金手铐"，也在百年人寿等诸多案例中显露出其锋利的一面。它既是公司治理现代化 的标志，也是考验企业长期经营的试金石。 风险伏笔 20世纪90年代初的深圳 ...

Core Viewpoint - Employee stock ownership plans (ESOPs) in the Chinese insurance industry have evolved from a wealth creation mechanism to a complex system that requires careful governance and compliance, reflecting both opportunities and risks for employees and companies alike [3][26][22]. Historical Development - The first ESOP in the Chinese insurance industry was initiated in the early 1990s, aimed at addressing capital shortages and talent retention [4][27]. - By 2007, a notable case saw employees of a leading insurance company become millionaires after the company went public, highlighting the potential of ESOPs to create wealth [5][28]. - The period from 2008 to 2015 was marked by a regulatory freeze on ESOPs due to widespread abuses and governance failures, leading to significant employee disputes [6][30][32]. Regulatory Changes - In December 2008, the China Insurance Regulatory Commission (CIRC) mandated a halt to ESOPs across the industry, citing the need for clearer regulations and oversight [30][31]. - The reintroduction of ESOPs in 2015 was guided by the "56 Document," which established a framework for compliance, emphasizing that employee contributions must come from legitimate salaries and prohibiting companies from providing loans for stock purchases [37][38]. Current Trends - Recent ESOPs are designed to align employee interests with company performance, focusing on long-term value creation rather than short-term gains [19][22]. - Companies like Taikang Insurance and Sunshine Insurance have launched new ESOPs that emphasize risk-sharing and employee engagement, reflecting a shift towards strategic talent retention [16][38]. - The design of ESOPs is increasingly sophisticated, incorporating mechanisms for clear exit strategies and performance-based rewards to mitigate past issues of ambiguity and disputes [12][20][21]. Case Studies - Successful implementations of ESOPs, such as those by ZhongAn Insurance and AIA, demonstrate the effectiveness of aligning employee incentives with company growth, leading to lower turnover rates and enhanced organizational loyalty [38][39]. - Conversely, cases like Bai Nian Life and Fan Hua Holdings illustrate the risks associated with poorly structured ESOPs, which can devolve into illegal fundraising schemes and lead to significant financial losses for employees [10][11][33]. Future Outlook - The insurance industry is expected to continue evolving its approach to ESOPs, focusing on transparency, compliance, and the establishment of independent oversight mechanisms to protect employee interests [20][21]. - As the industry faces challenges such as economic fluctuations and talent competition, ESOPs are being redefined as strategic tools for fostering long-term partnerships between companies and their employees [19][22].

人民财讯12月10日电，星宇股份（601799）12月10日公告，公司拟2亿元至3亿元回购股份用于员工持股 计划，回购价格不高于180元/股。 ...

龙洲股份公告，公司2016年度第一期员工持股计划所持有的公司股票已通过集中竞价方式全部出售完 毕。该员工持股计划最初于2017年3月实施，向计划发行1134.22万股股份募集配套资金，后因2017年年 度权益分派，所持股份变更为1701.32万股。公司后续将根据计划进行资产清算和分配，并终止该计 划。 ...

京基智农12月8日公告，拟以集中竞价交易方式回购公司股份，回购总金额不低于人民币1亿元且不超过 人民币2亿元。回购价格不超过人民币23.70元/股。回购股份将用于股权激励或员工持股计划。回购期 限为自董事会审议通过本次回购股份方案之日起不超过6个月。 ...