Company: GURE
Filing Date: 2025-07-16
Form Type: PRE 14A
Source: 0001193805-25-001026
Chunk: 17

Company: GULF RESOURCES, INC.
Filing Date: 2025-07-16
Form: PRE 14A
Chunk 17
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The Board of Directors appointed the
Compensation Committee of our Board of Directors to evaluate and determine the compensation programs of the Company’s Named Executive
Officers, including the Chief Executive Officer and the Chief Financial Officer.

Compensation Philosophy and Objectives

Our primary goal with respect to our
compensation programs has been to attract and retain the most talented and dedicated employees in key positions in order to compete effectively
in the market place, successfully execute our growth strategies, and create lasting shareholder value. The Compensation Committee evaluates
both individual and Company performance when determining the compensation of our executives. The Compensation Committee believes that
a significant portion of our executive’s total compensation should be at-risk compensation that is linked to stock-based incentives
to align their interests with those of shareholders.

Additionally, the Compensation
Committee has determined that an executive officer who is a Chinese national and is based in China will be entitled to a locally competitive
package and an executive officer who is an expatriate or who is based in the U.S. will be paid a salary commensurate with those paid to
the executives in the U.S. The Compensation Committee evaluates the appropriateness of the compensation programs annually and may make
adjustments after taking account the subjective evaluation described previously.

We apply our
compensation policies consistently for determining compensation of our Chief Executive Officer as we do with the other executives. The
Compensation Committee assesses the performance of our Chief Executive Officer annually and determines the base salary and incentive compensation
of our chief executive officer.

Our Chief Executive Officer is primarily responsible for
the assessment of our other executive officers’ performance.

Ultimately, it is the Compensation Committee’s
evaluation of the chief executive officer’s assessment along with competitive market data that determines each executive’s
total compensation.

Elements of Our Executive Compensation Programs

Base Salary. All full time
executives are paid a base salary. Base salaries for our named executives are set based on their professional qualifications and experiences,
education background, scope of their responsibilities, taking into account competitive market compensation levels paid by other similar
sized companies for similar positions and reasonableness and fairness when compared to other similar positions of responsibility within
the Company. Base salaries are reviewed annually by the Compensation Committee, and may be adjusted annually as needed.

Annual Bonuses. The Company
does not pay guaranteed annual bonuses to our executives or to employees at any level because we emphasize pay-for-performance. The Compensation
Committee determines cash bonuses towards the end of each fiscal year to award our executive officers including