Chapter 1 General Provisions
Article 1 To regulate the compensation management of Shenzhen Langke Technology Co., Ltd. (hereinafter referred to as the "Company"), establish an incentive and restraint mechanism closely linked to the company's development strategy and business performance, ensure compliance with national laws, regulations, and regulatory requirements, optimize human resource allocation, effectively attract, motivate, and retain core talents, and promote the sustained and healthy development of the company, this system is formulated in accordance with the "Company Law of the People's Republic of China," the "Code of Corporate Governance for Listed Companies," and other laws, regulations, and the company's articles of association.
Article 2 This system applies to all employees of the company. The compensation management of the company's directors and senior management shall follow the company's "Compensation Management System for Directors and Senior Management."
Article 3 Basic Principles
- Compliance and Legality Principle: Strictly abide by national laws, regulations, and state-owned asset supervision and listed company supervision requirements to ensure that compensation management is compliant and orderly.
- Strategic Principle: The company's compensation system should reflect the needs of the company's strategic development and effectively guide employee performance to achieve the company's strategic goals.
- Fairness Principle: Under the guidance of the compensation strategy, the company's compensation policy adheres to the principles of fairness and justice, adopting a transparent, competitive, and fair compensation system to ensure internal fairness.
- Effective Competitiveness Principle: The company's compensation level should be benchmarked against the overall compensation and incentive levels for talents in the region and industry to effectively attract high-quality talents and management personnel, while also ensuring overall human cost efficiency.
- Incentive Principle: Employee compensation levels are closely linked to employee performance and job capabilities, and the income gap is appropriately widened based on employee capabilities and performance.
- Performance-Oriented Principle: Employee compensation issuance is closely linked to employee performance, and compensation adjustments are determined based on performance.
Chapter 2 Total Salary Budget Determination Mechanism
Article 4 Total salary budget refers to the total labor remuneration paid by the company to all employees in monetary form within a certain period, including basic salary, performance salary, bonuses, and various allowances and subsidies.
Article 5 The total salary budget is determined based on the approved staffing and human resource plan, and is comprehensively determined according to the following factors: