Guizhou Bai Ling Enterprise Group Pharmaceutical Co., Ltd. Management System for Remuneration of Directors and Senior Management
Chapter 1 General Provisions
Article 1 To further improve the remuneration management of directors and senior management of Guizhou Bai Ling Enterprise Group Pharmaceutical 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 ensure the realization of the Company's development strategic goals, in accordance with the "Company Law of the People's Republic of China," the "Corporate Governance Guidelines for Listed Companies," and other relevant laws, administrative regulations, departmental rules, normative documents, and the relevant provisions of the "Articles of Association of Guizhou Bai Ling Enterprise Group Pharmaceutical Co., Ltd.," and in conjunction with the Company's actual situation, this system is hereby formulated.
Article 2 Scope of Application (1) Members of the Board of Directors: including independent directors, non-independent directors (including employee representative directors). (2) Senior Management Personnel: including the General Manager, Deputy General Managers, Secretary of the Board of Directors, Chief Financial Officer, and other senior management personnel as stipulated in the "Articles of Association."
Article 3 The remuneration of the Company's directors and senior management personnel shall follow the following principles: (1) Fairness principle, reflecting that the income level is in line with the Company's scale and performance, and is consistent with external remuneration levels; (2) Principle of unity of responsibility, rights, and interests, reflecting that remuneration is commensurate with the value of the position and the extent of responsibilities undertaken; (3) Principle of reflecting the Company's long-term interests, in line with the goal of the Company's sustainable and healthy development; (4) Principle of balancing incentives and constraints, reflecting that remuneration distribution is linked to assessment, rewards and punishments, and incentive mechanisms.