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Conveter Lin,
Fong Cheng

Commissioner Commissioner Sustainable TGI
Chen, Hwang,
Ching Chih Tsing Yuan

Remuneration Committee

To establish a healthy remuneration system for the directors and managers in TGI, the Remuneration
Committee was established following the Regulations Governing the Appointment and Exercise of Powers About TGI
by the Remuneration Committee of a Company Whose Stock is Listed on the Stock Exchange or Traded
over the Counter. This committee serves to professionally and objectively evaluate the remuneration policy
and system for TGI§s directors and managers and make suggestions to the Board of Directors as needed.
The committee regularly reviews its organizational procedure, annual/long-term performance objectives

for the directors and managers and their remuneration policy, system, standards and structures and the
performances of the directors and managers. The committee will propose the remuneration for each Quality TGI
director and manager for TGI§s reference in policymaking.
In 2017, two Remuneration Committee meetings were held to discuss "Compensation of the Directors
and Managerial Officers of TGI in 2016", "Cash Capital Increase and Employees Stock Plan of TGI in
2016©, and "Amendment of ¦Regulations Governing Compensation of the Directors and Managerial
Officers".

The committee should manage trust business with great prudence, faithfully perform the following Green TGI
duties, and submit the proposal to the board for discussion:
1. Regularly review the organization procedures of the Committee and propose amendments.
2. To formulate and periodically review the annual and long-term performance targets and
compensation policies, systems, standards and structures of directors and managers.
3. Regularly assess the achievement of performance targets of directors and managers, and
determine the content and amount of their individual compensation.
When the Committee performs the functions and powers mentioned in the preceding paragraph, it Friendly TGI
shall adopt the following principles:

1. Ensure that the company's salary and remuneration arrangements are in compliance with relevant
laws and regulations and are sufficient to attract talents.
2. Performance appraisal of directors, supervisors and managers and salary remuneration should be
based on the usual level of support provided by the industry, and consider the time invested by individuals,
their responsibilities, the achievement of personal goals, the performance of other positions, and the Appendix
company§s performance in recent years. Salary and remuneration of peers in the same position, the
achievement of short-term and long-term business goals of the company, and the financial status of the

company are used to assess the relevance of individual performance and company operating performance

2017 Coporate Social Responsibility Report 43