Corporate Governance
Remuneration Committee
The purpose of the Remuneration Committee is to assist the Board of Directors in implementing and evaluating the Corporation's overall compensation and benefits policy, as well as the compensation of directors and executives.
Responsibilities of the Remuneration Committee
Establish and regularly review the policies, systems, standards and structures for performance evaluation and remuneration of directors and managers. Regularly evaluate and determine the remuneration of directors and managers. The members of the Corporation's Remuneration Committee are composed entirely of independent directors. The term of the current Remuneration Committee is from July 1, 2025 to May 27, 2028, with a total of 3 members.
Performance evaluation and remuneration policy for directors and managers
The remuneration of directors of our company shall be within the limit of 3% of the profit of the current year
as the remuneration of directors in accordance with Article 31 of the Articles of Association. The remuneration
shall be reasonable and shall be given in consideration of the company's operating results and their
contribution to the company's performance. The actual allocation ratio and amount shall be proposed by the
Remuneration Committee after reviewing the operating performance and submitted to the Board of Directors for
resolution. However, the remuneration system for independent directors of our company is to pay a fixed
remuneration every month, without variable bonus items, to avoid the loss of independence of the independent
director's function.
The company's policy on remuneration for general managers includes fixed salary and performance bonuses.
Fixed salary is paid based on the salary level of the position in the same industry market, the scope of
responsibilities of the position within the company and the contribution to the company's operating
goals.
Performance bonuses are linked to the company's operating goals and are divided into:
1. Financial goals: including annual operating net profit and annual revenue achievement rate;
2. Non-financial target: Promote the implementation of ESG in the Group in response to regulations (weighted 10%).
Managers are given a linked remuneration policy based on the above-mentioned target performance and contribution to the company's overall operations, and are reviewed from time to time based on actual operating conditions and relevant laws and regulations. The Remuneration Committee deliberates and makes recommendations and submits them to the Board of Directors for resolution.
