Remuneration Committee
Remuneration Committee
The company's board of directors approved the establishment of the " Remuneration Committee" on December 17, 2009, and formulated the "Organizational Rules of the Remuneration Committee". Currently, the remuneration committee is composed of all independent directors and meets at least twice a year.
Responsibilities Of The Remuneration Committee
The remuneration committee establishes a performance-linked remuneration system for the company from an independent and detached perspective, and faithfully performs the duties assigned by the board of directors.
The company has the right to regularly propose remuneration system plans or suggestions to the board of directors for discussion and resolution. The main powers of this committee are as follows:
- Formulate and regularly review policies, systems, standards and structures for performance evaluation and salary remuneration of directors, supervisors, and managers.
- Regularly evaluate and set the remuneration of directors, supervisors, and managers.
When the Remuneration Committee performs the functions and powers mentioned in the preceding paragraph, it shall do so in accordance with the following principles:
- The performance evaluation and salary remuneration of directors, supervisors and managers should refer to the normal payment situation of peers and consider the reasonableness of the relationship with individual performance, company operating performance and future risks.
- Directors and managers should not be led to engage in activities that exceed the company's risk appetite in pursuit of salary remuneration.
- The proportion of bonuses and the payment timing of partial variable salary remuneration for directors and senior managers based on their short-term performance should be determined by considering the characteristics of the industry and the nature of the company's business.