Chapter One General Principles
Article 1
To standardize the compensation management for directors and senior management of Shandong Haike New Source Material Technology Co., Ltd. (hereinafter referred to as "the Company"), establish a scientific and effective incentive and restraint mechanism, fully motivate the work enthusiasm and creativity of directors and senior management, enhance the Company's management level and core competitiveness, ensure sustainable development, and protect the legitimate rights and interests of shareholders, the Company, and stakeholders, this system is formulated in accordance with the "Company Law of the People's Republic of China (2023 Revision)", "Securities Law of the People's Republic of China", "Code of Corporate Governance for Listed Companies (2025 Revision)", "Shenzhen Stock Exchange GEM Listing Rules", and "Articles of Association" and other relevant laws, regulations, and normative documents, combined with the actual development of the Company's dual main business strategy in new energy materials and fine chemicals.
Article 2
This system applies to the Company's directors (including non-independent directors and independent directors) and senior management (including the general manager, deputy general managers, board secretary, financial director, and other senior management recognized by the board of directors).
Article 3
This system adheres to the following core principles:
- Compliance Principle: Strictly comply with national laws and regulations, relevant regulations of regulatory authorities, and the requirements of the Articles of Association to ensure that the entire process of compensation decision-making, assessment, and information disclosure is legal and compliant.
- Unity of Rights, Responsibilities, and Benefits Principle: Compensation levels match the value of the positions, responsibilities, and risk-bearing of directors and senior management, with assessment results directly linked to performance.
- Market Adaptation Principle: Reference the compensation levels of listed companies in the domestic new energy materials and fine chemicals industries and key industrial enterprises in Shandong Province, balancing market competitiveness with controllable company costs.
- Balance of Incentives and Constraints Principle: Consider both short-term performance and long-term development, constructing a compensation system that binds short-term performance payouts with medium- and long-term incentives, strengthening assessment constraints, and eliminating short-term profit-seeking behavior.
- Fairness and Justice Principle: Compensation determination and assessment implementation adhere to openness, transparency, and objectivity, ensuring fair and reasonable returns for similar positions and contributions, subject to supervision by shareholders, regulatory authorities, and the public.
- Internal Equity and Common Development Principle: Reasonably control the compensation gap between directors, senior management, and ordinary employees, promoting compensation distribution towards key positions, frontline production, and high-level, high-skill talents, facilitating reasonable growth in employee compensation levels.
- Performance Linkage Principle: Compensation is strongly linked to the Company's operating performance and individual performance, with performance compensation adjusted in sync when the Company transitions from profit to loss or when losses expand.