Beijing Liren Technology Co., Ltd. Remuneration Management System for Directors and Senior Management
Chapter 1 General Provisions Article 1 To further improve the corporate governance structure of Beijing Liren Technology Co., Ltd. (hereinafter referred to as the "Company"), strengthen and standardize the remuneration management of the Company's directors and senior management, establish and improve the incentive and restraint mechanisms for operators, effectively mobilize the work enthusiasm of directors and senior management, and promote the healthy, sustainable, and stable development of the Company, this System is formulated in accordance with the "Company Law of the People's Republic of China" (hereinafter referred to as the "Company Law"), the "Securities Law of the People's Republic of China" (hereinafter referred to as the "Securities Law"), the "Code of Corporate Governance for Listed Companies", and other relevant laws, administrative regulations, departmental rules, and the "Articles of Association of Beijing Liren Technology Co., Ltd." (hereinafter referred to as the "Articles of Association"), combined with the actual situation of the Company.
| Article 2 | | The subjects applicable to this System are the directors and senior management as stipulated in the "Articles of Association". | | |---|---|---|---|---| | Article 3 | | The remuneration distribution for the Company's directors and senior management follows the following basic principles: | | | (1) | Principle of Fairness | : The principle that income levels are consistent with the Company's scale and performance, while also considering market remuneration levels; | | (2) | Principle of Unity of Power, Responsibility, and Benefit | : Remuneration is commensurate with the value of the position and the extent of responsibilities and obligations fulfilled; | (3) | Principle of Long-term Development | : Remuneration is consistent with the Company's goals for continuous and healthy development; | (4) | Principle of Equal Emphasis on Incentives and Restraints | : Remuneration payment is linked to performance appraisal, rewards and punishments, and the Company's incentive mechanisms; | (5) | Principle of Openness, Fairness, and Impartiality in Performance Appraisal | : Scientific evaluation and strict implementation.