Chapter 1 General Principles
Article 1
To further standardize the compensation management for directors and senior management of Ruida Futures Co., Ltd. (hereinafter referred to as "the Company"), establish a scientific and effective incentive and restraint mechanism, effectively motivate the work of the Company's directors and senior management, enhance operational management efficiency, and promote the Company's sustainable, healthy, and stable development, this system is formulated in accordance with the "Company Law of the People's Republic of China," "Guidelines for the Governance of Listed Companies," and other relevant laws and regulations, as well as the provisions of the "Articles of Association," combined with the actual situation of the Company.
Article 2
This system applies to the directors and senior management as stipulated in the "Articles of Association."
- Directors, including independent directors and non-independent directors;
- Senior management, including the general manager, deputy general managers, chief financial officer, board secretary, and other senior management as stipulated in the "Articles of Association."
Article 3
The compensation management for the Company's directors and senior management follows these principles:
- The principle of equal rights and responsibilities and performance-based compensation;
- The principle that compensation levels are consistent with the Company's scale and performance, as well as market compensation levels;
- The principle that aligns with the Company's long-term interests and sustainable development goals;
- The principle of balancing incentives and constraints, with equal rewards and penalties.
Chapter 2 Compensation Management Organization
Article 4
The compensation plan for the Company's directors and senior management is formulated by the Board's Compensation and Assessment Committee, which clarifies the basis for determining compensation and its specific composition.
Article 5
The compensation plan for directors is determined by the shareholders' meeting and disclosed. When the Board or the Compensation and Assessment Committee evaluates or discusses the compensation of an individual director, that director must abstain.
Article 6
The compensation plan for senior management is approved by the Board, explained to the shareholders' meeting, and fully disclosed.