Infinite Finance has established an "employee remuneration management method " as the basis for the management of remuneration verification and payment to establish a fair, equal, and competitive remuneration system. This is in an attempt to retain and motivate talents. Moreover, long- and short-term incentive bonuses have been designed, including but not limited to business incentive bonuses, legal collection bonuses, performance bonuses, year-end bonuses, and other project bonuses according to the characteristics of each duty or operational needs.

Salaries are adjusted, and promotion proposals are brought forward yearly based on market conditions, company profit, promotion norms, employee personal performance forms, and other factors to ensure Infinite Finance's competitiveness in the talent market.

The overall salary increase in 2022 was approximately 4.7%. The average and median salary of full-time employees with non-managerial positions increase yearly. According to the salary information platform of the Directorate General of Budget, Accounting and Statistics of the Executive Yuan (Taiwan), the average salary of Infinite Finance is higher than its peers in the same category of "support services" (see note).

Note: According to the salary information platform of the Directorate General of Budget, Accounting and Statistics, Executive Yuan (Taiwan), the average annual salary of employees in the leasing industry in the support services category in 2022 was approximately NTD 534,000.

Ratio of Full-time Male to Female Annual Salaries

An "employee stock warrants" system has been developed to motivate employees and enhance their centripetal force to develop the company, and attract and retain talents. Moreover, it has been stipulated in the articles of association that according to the profit of the current year, after deducting accumulated losses, the remuneration of no less than 1% should be allocated to staff once there is a balance.