Guangdong Meishi Technology Co., Ltd.
Board of Directors and Senior Management Compensation Management System
Chapter 1 General Principles
Article 1 In order to further improve the compensation management of the Board of Directors and senior management of Guangdong Meishi Technology Co., Ltd. (hereinafter referred to as "the Company"), and to establish a sound incentive and restraint mechanism that meets the requirements of modern enterprise systems, effectively mobilize work enthusiasm and creativity, enhance corporate performance, promote standardized operations, and improve the corporate governance level, this system is formulated in conjunction with the "Articles of Association of Guangdong Meishi Technology Co., Ltd." (hereinafter referred to as "the Articles of Association") and the actual situation of the Company.
Article 2 The subjects applicable to this system are:
(1) Directors, including independent directors and non-independent directors, where non-independent directors include employee representative directors;
(2) Senior management personnel, including the General Manager, Deputy General Managers, Secretary of the Board, Chief Financial Officer, and other senior management personnel as stipulated in the Articles of Association.
Article 3 The total salary of the Company's directors and senior management personnel is based on the total salary of the previous year, and is comprehensively determined based on factors such as the Company's operating performance, individual job performance, and future development plans, striving to align compensation with market development, match it with the Company's operating performance and individual performance, and coordinate it with the Company's sustainable development.
The Company shall reasonably determine the salary distribution ratio of directors, senior management personnel, and ordinary employees based on industry levels, development strategies, job value, and other factors.
Article 4 The management of the compensation of the Company's directors and senior management personnel shall adhere to the following principles: (1) The income level should match the scale and performance of the Company, while also aligning with external compensation levels; (2) The principle of equal responsibility, authority, and benefits, linking compensation to the value of the position and the size of the responsibilities undertaken; (3) The principle of long-term interests of the Company, linking compensation to the goals of sustainable and healthy development of the Company; (4) The principle of performance priority, reflecting the value concept of sharing benefits and bearing risks with the Company; (5) The principle of balancing incentives and constraints, with compensation linked to assessments and rewards and punishments.