Table of Contents
Chapter 1 General Provisions
Chapter 2 Remuneration Management Organization
Chapter 3 Remuneration Structure and Performance Management
Chapter 4 Remuneration Distribution
Chapter 5 Remuneration Adjustment and Clawback
Chapter 6 Supplementary Provisions
Chapter 1 General Provisions
Article 1 To further improve the remuneration system management for directors and senior management of Hebei Huijin Group Co., Ltd. (hereinafter referred to as the "Company"), establish a scientific and effective incentive and restraint mechanism, effectively mobilize the work enthusiasm of the Company's directors and senior management, enhance the Company's operational and management efficiency, and promote the Company's sustained and healthy development, in accordance with the "Company Law of the People's Republic of China," "Corporate Governance Guidelines for Listed Companies," "Shenzhen Stock Exchange Listed Company Self-Regulatory Supervision Guidelines No. 2 - Standardized Operation of GEM Listed Companies," and other relevant laws, regulations, normative documents, and the "Articles of Association of Hebei Huijin Group Co., Ltd." (hereinafter referred to as the "Articles of Association"), and in conjunction with the Company's actual situation, this system is hereby formulated.
Article 2 This system applies to the following personnel of the Company: (1) Directors, including independent directors and non-independent directors; (2) Senior management personnel, including the general manager, deputy general managers, secretary of the board, financial controller, and other senior management personnel as stipulated in the "Articles of Association."
Article 3 The Company's remuneration system adheres to the following principles: (1) Principle of openness, fairness, and transparency, referencing the current actual income level to determine remuneration, which should both strengthen the incentive and restraint mechanism and be consistent with the Company's actual situation; (2) Principle of combining distribution according to work with responsibility, rights, and benefits, reflecting that remuneration is commensurate with the value of the position and the extent of responsibilities undertaken; (3) Principle of long-term development, reflecting that remuneration is aligned with the goal of the Company's sustained and healthy development, preventing short-term behavior, and promoting the Company's long-term and stable development; (4) Principle of balancing incentives and restraints, reflecting that remuneration distribution is linked to performance appraisal, rewards and punishments, and incentive mechanisms.
Chapter 2 Remuneration Management Organization
Article 4 The Remuneration and Appraisal Committee of the Board of Directors is responsible for formulating the assessment standards for directors and senior management, conducting assessments, and formulating and reviewing the remuneration policies and plans for directors and senior management, clarifying the basis for remuneration determination and its specific composition.