Shanghai Pulite Composite Materials Co., Ltd.
Management System for Directors' and Senior Management's Remuneration
Chapter 1 General Provisions
Article 1 To further improve the remuneration management of directors and senior management of Shanghai Pulite Composite Materials Co., Ltd. (hereinafter referred to as the "Company"), establish a scientific and effective incentive and restraint mechanism, effectively mobilize the enthusiasm of directors and senior management, and improve the Company's operational and management efficiency, in accordance with the provisions of national laws and regulations and the "Articles of Association of Shanghai Pulite Composite Materials Co., Ltd." (hereinafter referred to as the "Articles of Association") and other relevant requirements, combined with the Company's actual situation, this system is hereby formulated.
Article 2 Directors refer to all incumbent members of the Company's board of directors during the period of implementation of this system. Including the Chairman, other directors nominated by the board of directors, independent directors, etc.
Article 3 Senior management personnel refer to the senior management personnel stipulated in the "Articles of Association" during the period of implementation of this system, including the General Manager, Deputy General Managers, Secretary of the Board, and Chief Financial Officer, etc.
Article 4 The remuneration of directors and senior management personnel shall be linked to the Company's long-term development and shareholder interests, ensuring the Company's long-term stable development. The remuneration of directors and senior management personnel shall be closely linked to the Company's performance and work objectives, and shall also be consistent with market value laws.
Article 5 The Company's remuneration system follows the following principles: (1) Adhere to the principle of distribution according to work and the combination of responsibility, rights, and benefits; (2) The principle that actual income level is linked to the Company's performance and work objectives; (3) The principle that remuneration is linked to the Company's long-term development and interests; (4) The principle that remuneration is consistent with market value laws.
Chapter 2 Remuneration Assessment and Management
Article 6 The Remuneration and Assessment Committee of the Company's Board of Directors shall be responsible for formulating the assessment standards for directors and senior management personnel and conducting assessments, and formulating and reviewing the remuneration policies and plans for directors and senior management personnel. The Company's shareholders' meeting shall review the remuneration of directors, and the Company's board of directors shall review the remuneration of the Company's senior management personnel.