(As adopted on 10 September 2007 and revised on 22 March 2012)
1. Constitution
     1.1 The remuneration committee (the “Remuneration Committee”) is a committee 
            of the board of directors (“Board”).
2. Membership
    2.1 The Remuneration Committee members shall be appointed by the Board. A 
           majority of the Remuneration Committee members should be independent 
           non-executive Directors.
    2.2 The chairman of the Remuneration Committee shall be appointed by the 
           Board and must be INED.
3. Secretary of the Remuneration Committee
    3.1 The company secretary shall be the secretary of the Remuneration Committee.
4. Attendance and frequency of meetings
    4.1 Meetings shall be held not less than once a year. The Remuneration 
          Committee members may call any meetings as and when necessary.
    4.2 Unless otherwise agreed by all the members of the Remuneration Committee, 
          notice of at least 7 days shall be given for a meeting of the Remuneration 
    4.3 A quorum shall be 3 members.
    4.4 Other Directors, apart from the Remuneration Committee members, have the 
            right to attend any Committee meetings, though they shall not be counted in 
            the quorum.
5. Authority
    5.1 The Remuneration Committee is authorised by the Board to seek any 
           necessary information which is within the Remuneration Committee’s scope 
           of duties from the employees.2
    5.2 The Remuneration Committee is authorised by the Board to obtain outside 
           independent professional advice, and to secure the attendance of outsiders 
           with relevant experience and expertise if it considers necessary.
    5.3 The Remuneration Committee should be provided with sufficient resources to 
           perform it duties.
6. Duties
    6.1 The duties of the Remuneration Committee shall be:
          (a) to make recommendations to the Board on the Company’s policy and 
                structure for all Directors and senior management remuneration and on 
                the establishment of a formal and transparent procedure for developing 
                remuneration policy;
          (b) to review and approve the Director’s remuneration proposals with 
               reference to the Board’s corporate goals and objectives;
          (c) either (i) to determine, with delegated responsibility, the remuneration 
                packages of individual executive Directors and senior management, or 
                (ii) to make recommendations to the Board on the remuneration 
                packages of individual executive Directors and senior management. This 
                should include benefits in kind, pension rights and compensation 
                payments, including any compensation payable for loss or termination of 
                their office or appointment;
         (d) to make recommendations to the board on the remuneration of 
               non-executive directors;
         (e) to review and approve compensation payable to executive Directors and 
               senior management for any loss or termination of office or appointment 
               to ensure that it is consistent with contractual terms and is otherwise fair 
               and not excessive;
         (f) to consider salaries paid by comparable companies, time commitment and 
               responsibilities, and employment conditions elsewhere in the group;
         (g) to review and approve compensation arrangements relating to dismissal 
               or removal of Directors for misconduct to ensure that they are consistent 
               with contractual terms and are otherwise reasonable and appropriate; 3
         (h) to ensure that no Director or any of his associates is involved in deciding 
               his own remuneration; and
         (i) to advise shareholders on how to vote with respect to any service 
             contracts of Directors that require shareholders’ approval under Rule 
             17.90 of the GEM Listing Rules.
7.Reporting procedures
    7.1 The Remuneration Committee should report to the Board after each meeting.
    7.2 The secretary shall circulate the minutes of meetings of the Remuneration 
           Committee to all members of the Board.
           “Senior management” refers to the same category of persons as referred to in
           the Company’s annual report. It is the responsibility of the Board to 
           determine which individual or individuals constitute senior management. 
           Senior management may include directors of subsidiaries, heads of divisions, 
           departments or other operating units within the group as, in the opinion of the 
            Board, is appropriate.