Chapter 1 General Principles
Article 1
To improve the remuneration management of directors and senior management at Caixun Technology Co., Ltd. (hereinafter referred to as "the Company"), establish a scientific and effective incentive and restraint mechanism, maintain the stability of the core management team, fully mobilize their enthusiasm and creativity, enhance the company's operational management level, and promote the healthy, sustainable, and stable development of the Company, this system is formulated in accordance with the "Company Law of the People's Republic of China," "Securities Law of the People's Republic of China," "Shenzhen Stock Exchange GEM Listing Rules," "Self-Regulatory Guidelines No. 2 for GEM Listed Companies," "Corporate Governance Guidelines," and the "Articles of Association of Caixun Technology Co., Ltd." (hereinafter referred to as "the Articles of Association"), as well as the "Working Rules of the Remuneration and Assessment Committee of the Board of Directors," and other relevant regulations, combined with the actual situation of the Company.
Article 2
This system applies to all directors (including non-independent directors and independent directors) and senior management personnel of the Company, as well as other personnel deemed applicable by the Remuneration and Assessment Committee of the Board of Directors.
Article 3
The remuneration management of the Company's directors and senior management shall adhere to the following principles:
- The principle of equivalence of responsibilities, rights, and interests, reflecting the matching of position value, responsibilities, contributions, and benefits;
- The principle of linking remuneration levels to the Company's scale, efficiency, and operational objectives;
- The principle of linking performance assessment to remuneration;
- The principle of combining short-term incentives with long-term incentives, emphasizing both incentives and constraints.
Article 4
The Company will reasonably determine the total annual salary based on development strategies, remuneration strategies, annual operational objectives, and performance, considering factors such as labor productivity improvement, labor cost input-output ratio, market salary benchmarks, and government-issued wage guidelines.
Chapter 2 Remuneration Management Institutions
Article 5
The remuneration plan for directors shall be decided by the shareholders' meeting and disclosed. The remuneration plan for senior management shall be approved by the Board of Directors, explained to the shareholders' meeting, and fully disclosed.
Article 6
The remuneration plans for directors and senior management shall be formulated by the Remuneration and Assessment Committee of the Board of Directors, clarifying the basis for remuneration determination and specific components. The performance evaluation of directors and senior management shall be organized by the Remuneration and Assessment Committee under the Board of Directors, and the Company may entrust a third party to conduct performance evaluations. When the Board of Directors or the Remuneration and Assessment Committee evaluates or discusses the remuneration of an individual director, that director shall abstain.
The performance evaluation of independent directors shall be conducted through self-evaluation and mutual evaluation.