Introduction

Founded on April 26, 2011, the duty of the Company’s Remuneration Committee is to evaluate the remuneration policy and system of the directors and managers in a professional, objective manner for the sake of materializing corporate governance, strengthening supervision, and management. At least 2 meetings are convened annually, and a meeting can be convened at any time if necessary to propose recommendations to the board of directors to facilitate their decision-making process.

Term of the incumbent Remuneration Committee members

The Company’s 7th Remuneration Committee members serve a term between  2024/6/7, and 2027/6/6.

Powers of the Remuneration Committee

I. Regularly review the regulations and propose revision suggestions.

II. Formulate and regularly reviews the Company’s director and manager's annual and long-term performance evaluation standards, as well as the remuneration policy, system, standards, and structure.

III. Regularly evaluates the target achievement status of the Company’s directors and managers, as well as stipulates the details and amount of their remuneration packages.

The following principles should be complied with when exercising the above authority

I. Make sure the Company’s remuneration arrangements comply with the law and are sufficient to attract outstanding talents.

II. The performance appraisal and remuneration of the directors and managers should be determined according to industry standards and time invested by the individual, responsibilities, personal target achievement, and performance in other job positions. Other factors taken into consideration when evaluating the reasonableness of the personal performance, the Company’s revenue performance, and future risk include the remuneration offered by the Company for the same job position in recent years, achievement of the Company’s short-term and long-term sales targets, and the Company’s financial status.

III. The Committee should not encourage the directors and managers to conduct any activities exceeding the acceptable risk level of the Company in pursuit of higher remuneration.

IV. In respect of the proportion of short-term bonuses and changes in the time of payment of remuneration for directors and high-level managers, the Committee should consider the special characteristics of the industry and the business nature of the Company.

V. The Committee members may not join the discussion and decision-making process concerning their remuneration.

I. Make sure the Company’s remuneration arrangements comply with the law and are sufficient to attract outstanding talents.
II. The performance appraisal and remuneration of the directors and managers should be determined according to industry standards and time invested by the individual, responsibilities, personal target achievement, and performance in other job positions. Other factors taken into consideration when evaluating the reasonableness of the personal performance, the Company’s revenue performance, and future risk include the remuneration offered by the Company for the same job position in recent years, achievement of the Company’s short-term and long-term sales targets, and the Company’s financial status.
III. The Committee should not encourage the directors and managers to conduct any activities exceeding the acceptable risk level of the Company in pursuit of higher remuneration.
IV. In respect of the proportion of short-term bonuses and changes in the time of payment of remuneration for directors and high-level managers, the Committee should consider the special characteristics of the industry and the business nature of the Company.
V. The Committee members may not join the discussion and decision-making process concerning their remuneration.

Attendance of the Remuneration Committee in recent years

Major Resolutions made by Remuneration Committee