Guangdong Hongchuan Smart Logistics Co., Ltd. Compensation Management System
Chapter 1 General Provisions
Article 1 To further improve the compensation management of Guangdong Hongchuan Smart Logistics Co., Ltd. (hereinafter referred to as the "Company"), establish a scientific and effective incentive and restraint mechanism, effectively mobilize the enthusiasm of directors, senior management personnel, and all employees, 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," the "Shenzhen Stock Exchange Listed Company Self-Regulatory Supervision Guide No. 1 - Normative Operation of Main Board Listed Companies," and other relevant laws, regulations, and normative documents, as well as the "Articles of Association of Guangdong Hongchuan Smart Logistics Co., Ltd." (hereinafter referred to as the "Articles of Association") and other relevant provisions, combined with the Company's actual situation, this system is hereby formulated.
Article 2 This system applies to the Company and its wholly-owned and控股 subsidiaries at all levels.
Article 3 Guiding Principles: (1) The principle of distribution according to work combined with responsibility, rights, and benefits; (2) The principle of linking income levels with company performance and work objectives; (3) The principle of matching income levels with company scale; (4) The principle of matching income levels with the market compensation environment; (5) The principle of clear rewards and punishments, and combined incentives and restraints.
Chapter 2 Compensation Management Organization
Article 4 The Company's shareholders' meeting shall review the compensation management system and the compensation plan for directors. The Company's board of directors shall review the compensation plan for senior management personnel.
Article 5 The Compensation and Assessment Committee of the Company's Board of Directors shall be responsible for formulating the compensation standards and plans for the Company's directors and senior management personnel; reviewing the performance of duties by the Company's directors and senior management personnel and conducting annual assessments; supervising the implementation of the Company's compensation management system; and making recommendations to the Board of Directors on matters related to the compensation of directors and senior management personnel.
Article 6 The Company's Human Resources Department shall be responsible for organizing the preparation of the compensation budget, daily accounting, performance appraisal organization, and compensation ledger management in accordance with the compensation management system and the approved compensation plans.
Chapter 3 Compensation Standards and Composition
Article 7 The Company implements a total payroll determination mechanism. Total payroll refers to the total labor remuneration paid directly in monetary form to all employees of the Company within a certain period. It shall be reasonably determined based on the Company's business objectives, financial situation, development stage, compensation strategy, industry compensation levels, and labor cost bearing capacity, and shall be linked to the Company's performance. The Company's total payroll shall fluctuate reasonably with the increase or decrease of the Company's performance, ensuring that the compensation distribution is matched with the Company's development.