Remuneration Committee

i. In accordance with the “Organization Rules of the Remuneration Committee” of King House, the committee shall exercise the duties with the care of a good manager and faithfully perform the following responsibilities. The recommendations made by the committee shall be submitted to the Board of Directors for discussion：

1. Regularly review the regulation and propose amendments.

2. Establish and regularly review the performance evaluation criteria for the company’s directors, supervisors, and managers, as well as the policies, systems, standards, and structures for annual and long-term performance goals and remuneration.

3. Regularly assess the performance goal achievement of the company’s directors, supervisors, and managers. Based on the evaluation results according to the performance assessment criteria, determine the content and amount of their individual remuneration.

ii. In exercising the functions and powers set forth in the preceding paragraph, the Remuneration Committee shall act in accordance with the following principles：

1. Ensure that the company’s salary and remuneration arrangements comply with relevant laws and regulations and are sufficient to attract talented talents. 

2. The performance evaluation and remuneration of directors, supervisors and managers should refer to the usual level of payment in the industry, and consider the results of individual performance evaluation, time invested, responsibilities and personal goals situation, performance in other positions, salary and remuneration given by the company in recent years to those in equivalent positions, and the achievement of the company’s short-term and long-term business goals, the company’s financial situation, etc., evaluate personal performance and the company’s business performance Reasonableness of the relevance of future risks. 

3. Directors and managers should not be induced to engage in behaviors that exceed the company’s risk appetite in pursuit of remuneration. 

4. The proportion of short-term performance remuneration for directors and senior managers and the timing of payment of part of the change in remuneration shall be determined by considering the characteristics of the industry and the nature of the company’s business. 

5. The content and amount of remuneration of directors, supervisors and managers should be considered in accordance with their reasonableness, and the decision on the remuneration of directors, supervisors and managers should not materially deviate from the financial performance. 

6. Members of the Remuneration Committee shall not participate in the discussion and voting on the decision of their personal remuneration.