Remuneration Management System for Directors and Senior Management (Revised March 2026)

Chapter 1 General Principles

Article 1

To standardize the remuneration system management for directors and senior management of Shenzhen Taicheng Communication Co., Ltd. (hereinafter referred to as "the Company"), establish a scientific and effective incentive and restraint mechanism, effectively motivate the work enthusiasm of the Company's directors and senior management, improve the operational management efficiency of the Company, and promote the sustainable and healthy development of the Company, this system is formulated in accordance with the relevant laws, regulations, normative documents such as the Company Law of the People's Republic of China, the Code of Corporate Governance for Listed Companies, the Listing Rules for the Growth Enterprise Market of the Shenzhen Stock Exchange, the Self-Regulatory Guidelines No. 2 for Listed Companies on the Shenzhen Stock Exchange - Standardized Operation of Growth Enterprise Market Listed Companies, and the provisions of the Articles of Association of Shenzhen Taicheng Communication Co., Ltd. (hereinafter referred to as "the Articles of Association"), combined with the actual situation of the Company.

Article 2

This system applies to the following personnel:

1. Directors, including non-independent directors (including employee representative directors) and independent directors;
2. Senior management personnel, including the general manager, deputy general managers, board secretary, financial officer, and other senior management personnel as stipulated in the Articles of Association.

Article 3

The Company's remuneration system follows the following principles:

1. Principle of openness, fairness, and transparency, determining remuneration based on current actual income levels, which should strengthen the incentive and restraint mechanism while conforming to the actual situation of the enterprise;
2. Principle of unity of responsibility, authority, and interests, reflecting the correspondence between remuneration and the value of positions and the extent of responsibilities;
3. Principle of long-term development, reflecting the alignment of remuneration with the goals of the Company's sustainable and healthy development;
4. Principle of equal emphasis on incentives and restraints, reflecting the linkage of remuneration distribution with assessment, rewards and penalties, and incentive mechanisms.