Chapter 1 General Principles
Article 1
To further improve the remuneration management of directors and senior management (hereinafter referred to as "senior management") of Shanghai Yutian Guanjia Technology Co., Ltd. (hereinafter referred to as "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," "Code of Corporate Governance for Listed Companies," "Listing Rules for the Growth Enterprise Market of the Shenzhen Stock Exchange," "Self-Regulatory Guidelines No. 2 for Listed Companies on the Shenzhen Stock Exchange - Standardized Operations of Growth Enterprise Market Listed Companies," and other relevant laws and regulations, as well as the provisions of the "Articles of Association of Shanghai Yutian Guanjia Technology Co., Ltd." (hereinafter referred to as "the Articles of Association"), combined with the actual situation of the Company.
Article 2
This system applies to directors and senior management (general manager, deputy general manager, financial officer, board secretary) as stipulated in the Articles of Association. The remuneration referred to for directors and senior management does not include allowances for independent directors and directors who do not receive salaries from the Company (if any).
Article 3
The Company reasonably determines the remuneration distribution ratio for directors, senior management, and ordinary employees based on industry levels, development strategies, and job value, promoting a tilt in remuneration distribution towards key positions, frontline production, and urgently needed high-level, high-skill talents, thereby enhancing the remuneration level of ordinary employees.
Article 4
The remuneration of directors and senior management is linked to the long-term development of the Company and the interests of shareholders, ensuring the long-term stable development of the Company. The remuneration of directors and senior management is closely related to the Company's performance and work objectives, while also aligning with market value laws. The total salary of directors and senior management receiving salaries from the Company is based on the previous year's total salary, and is comprehensively determined based on the Company's operating performance, overall management situation, completion of business plans, personal job responsibility targets, and future development plans. The Company's remuneration system follows these principles:
- Competitive Principle: The Company maintains a remuneration level that is relatively competitive in the market.
- Contribution and Remuneration Correspondence Principle: Remuneration is determined based on job position, work performance, contribution size, and the combination of "power, responsibility, and benefits."
- Personal Remuneration and Long-term Company Interests Principle: Combining short-term and long-term incentives.
- Incentive and Constraint Combination Principle: The remuneration of senior management is linked to the completion of personal job responsibility targets and is related to work innovation and enhancing the Company's overall strength.