Chapter 1 Purpose Article 1: In order to pursue the company's sustained, high-speed, stable and healthy development, enhance the company's cohesion, establish a stable workforce, attract high-quality talents, stimulate employees' work enthusiasm, standardize salary management, and reflect humanization

This system is specially formulated for the purpose of management.

Chapter 2 Scope of Application Article 2: This system applies to all employees except members of the company’s shareholders’ meeting and board of directors.

Chapter 3 Cited Documents Article 3: Minimum basic wage standards announced by local and municipal governments.

Chapter 4 Specific Content Article 4: Basic Principles of Salary Distribution 1. Principle of distribution according to work: Employees’ salaries are distributed strictly according to the amount of labor and results provided by each employee for the company, with job responsibilities and work performance as the main factors in salary distribution.

Basis; 2. Input-output principle: the company's salary level should be closely linked to each employee's labor efficiency and results, and the company's economic benefits, and will fluctuate and adjust accordingly; 3. Market adjustment principle: the company determines the employee's salary

When determining the level, the market wage formed by the labor market should be used as the main reference, and timely adjustments should be made according to changes in market wages to enhance the competitiveness of the enterprise; 4. Comply with the principles of laws and regulations: The company's salary system shall strictly abide by the national Labor Law

》and various labor standards and minimum wage standards stipulated by the government as well as regulations on employee social insurance benefits.

Article 5: Salary structure 1. Basic salary, that is, the basic salary paid to employees every month, with reference to the minimum wage level stipulated by local laws; 2. Performance salary and performance appraisal bonus refer to a salary paid through job-related performance appraisal.

kind of wages.

In principle, performance appraisal funds account for 5% to 25% of the total salary. The specific distribution and payment methods are implemented with reference to the "Salary Level Calculation Comparison Table" and the "Performance Appraisal Management Measures"; 3. Employee performance awards are for employees.

Comprehensive assessment of work efficiency and work schedule, a reward issued according to the assessment results, and applied by the department to the company at the end of the assessment of the month. After approval, the finance center will issue the salary together with the salary of the month.

The amount of performance awards and assessment methods shall be implemented with reference to the "Employee Performance Award Level Table" and the department's "Department Performance Appraisal Methods".

4. Bonuses: such as full attendance bonus, year-end bonus, improvement proposal award, performance award, etc.; 5. Job salary: refers to a form of salary set for key positions and different characteristics of the position, and the job salary for each level of salary is

Standards shall be paid with reference to the "Salary Level Calculation Comparison Table" or the regulations on job subsidy payment.

6. Welfare - accommodation subsidy, food subsidy, social insurance, etc. 7. Position allowance: It is a kind of allowance granted to employees who hold management positions at all levels of the company. The position salary standards of each level and salary level refer to the "Salary Level and Salary Scale"

"Accounting Comparison Table" shall be issued; (Note: Employees at the same level, but who do not hold a management position, do not enjoy position allowances, and the wages of position allowances are directly attributed to the position salary.) 8. Perfect attendance award, in order to motivate employees

For rewards set for perfect attendance, please refer to the "Salary Level Calculation Comparison Table" for specific standards; 9. Overtime wages are implemented according to the company's system.

Article 6: The salary level is based on the minimum wage standard promulgated by the government and is reasonably determined according to the company's economic benefits and affordability; the salary level of employees in each position is based on the employee's job evaluation and performance appraisal, with reference to the local labor market

The wages and prices are reasonably determined.

Article 7: The standard working hours for employees’ normal attendance are days. The normal working hours per day are 8 hours. The normal working hours per month are 174 hours (day × 8H). The formula for calculating the basic salary per hour is basic salary ÷ 174. Normal attendance

When the working hours are full (174 hours), the basic salary is paid in full.