Kaiser (China) Culture Co., Ltd. Compensation Management System for Directors and Senior Management
Chapter 1 General Provisions
Article 1 To further improve the compensation management of directors and senior management of Kaiser (China) Culture Co., Ltd. (hereinafter referred to as the "Company"), establish a scientific and effective incentive and restraint mechanism, effectively mobilize the enthusiasm and creativity of directors and senior management, and enhance the company's operational and management efficiency, promote the company's healthy, stable, and sustainable development, in accordance with the "Company Law of the People's Republic of China," "Corporate Governance Guidelines for Listed Companies," and other relevant laws, regulations, normative documents, and the "Articles of Association of Kaiser (China) Culture Co., Ltd." (hereinafter referred to as the "Articles of Association"), and in combination with the company's actual situation, this system is hereby formulated.
Article 2 This system applies to the directors and senior management as stipulated in the "Articles of Association."
Article 3 The compensation management system for directors and senior management of the Company follows the following principles: (1) Performance linkage principle: The compensation of directors and senior management shall be commensurate with market development, and matched with the company's operating performance and individual performance; (2) Long-term development principle: The compensation of directors and senior management shall be coordinated with the company's sustainable development; (3) Coordinated consistency principle: The compensation of directors and senior management shall be consistent with their position value, responsibilities, and risks undertaken, and coordinated with the compensation distribution ratio of ordinary employees; (4) Incentive and restraint principle: The compensation of directors and senior management shall be matched with individual performance, with rewards and punishments, and equal rewards and punishments; (5) Market benchmarking principle: The compensation level shall be benchmarked against the standards of similar listed companies in the same industry and region, combined with the company's actual situation, ensuring openness, fairness, transparency, and compensation competitiveness.