Remuneration Committee

　　The Compensation Committee was established on December 22, 2021. The committee is composed of  4  independent directors authorized by the Board of Directors. The responsibilities of the remuneration committee include “implementing recommendations, evaluating, and supervising the company’s overall compensation policies, executive and manager compensation levels, employee stock option plans, employee bonus plans, or other employee incentive plans.” Since its establishment, the remuneration committee has operated in accordance with the regulations of the “Remuneration Committee Regulations” of our company, and its operation complies with the “Corporate Governance Best Practice Principles for Listed and OTC Companies” and the “Regulations on the Establishment and Exercise of Remuneration Committees.”

Members’ professional qualifications and experiences are as follows：

●Attendance of Remuneration Committee Members
（1）The Remuneration Committee consists of three members, all of whom are independent directors.
（2）Term of the current committee: From June 18, 2024, to June 17, 2027.
（3）Attendance: From June 18, 2024 to July 31, 2024, the Remuneration Committee held a total of 1 meetings.

5th term of office: August 4, 2021, to June 17, 2024.
The Remuneration Committee held 2 meetings during the fiscal year 2024, with an average attendance rate of 83.33%. The attendance of committee members is as follows：

●Information on Remuneration Committee Authority

The function of our company’s Remuneration Committee is to evaluate the salary and compensation policies and systems of our company’s directors, supervisors, and managers in a professional and objective manner. The committee meets at least twice a year and may convene meetings as needed to provide recommendations to the board of directors for their decision-making reference.

1.Authority of the Remuneration Committee

（1）Regularly review and propose revisions to this regulation.

（2）Regularly review the annual and long-term performance goals of the company’s directors, supervisors, and managers, as well as the policies, systems, standards, and structures of salary and compensation.

（3）Regularly evaluate the performance goals of the company’s directors, supervisors, and managers and recommend the content and amount of individual salary and compensation.

2.When executing the aforementioned authority, the committee shall follow the following principle：

（1）Ensure that the company’s salary and compensation arrangements comply with relevant laws and regulations and are sufficient to attract excellent talents.

（2）The performance evaluation and salary and compensation of directors, supervisors, and managers should refer to the usual practice in the industry and consider the time invested, job responsibilities, personal goals achieved, performance in other positions, and the salary and compensation of equivalent positions given by the company in recent years, as well as the individual performance evaluation based on the company’s short-term and long-term business objectives, financial condition, and the reasonable correlation between performance and future risks.

（3）Do not guide directors and managers to engage in risky behavior to pursue salary and compensation.

（4）Regarding the proportion of short-term performance bonuses and the timing of partial variable salary and compensation payments to directors and senior executives, it should be determined based on the characteristics of the industry and the nature of the company’s business.

（5）Committee members may not participate in discussions or vote on their own salary and compensation decisions. The aforementioned salary and compensation include cash compensation, stock options, bonus shares, retirement benefits or severance payments, various allowances, and other substantial reward measures. Their scope should be consistent with the criteria for disclosure in the annual report of a publicly-traded company regarding director, supervisor, and manager compensation.

If the compensation of directors and managers of our subsidiary companies is a decision that is subject to approval by the board of directors of our company based on the company’s hierarchical responsibility, the committee shall first provide recommendations and then submit them to the board of directors for discussion.

●Meeting Information

The dates of the two meetings held by the Remuneration Committee in the most recent fiscal year (2024), the matters discussed, and the resolutions adopted are as follows：