upay钱包

凝心方能聚力，笃行才可致远。为倾听一线心声、补齐治理短板、凝聚发展合力，助力公司在战术转型关键期提质增效，持续提升员工中意杜纂归属感，upay钱包通讯于2026年1月21日隆沉召开2025年度员工代表座谈会。董事长李越伦、公司高层治理人员与来自集团各子公司、各岗位、各工龄段的员工代表齐聚一堂，以坦诚对话搭建连心桥，以集思广益汇聚新动能，在盛开包涵的氛围中共话企业发展蓝图，彰显出upay钱包人安身岗位、心系大局的责任担任与奋进姿势。各职能部门代表也列席了本次座谈会。

Unity builds strength, and decisive action leads the way forward.To listen closely to frontline voices, address management gaps, and foster collective momentum—while supporting efficiency enhancement during a critical phase of strategic transformation and continuously improving employee satisfaction and engagement—SUNWAVE Communication convened its 2025 Annual Employee Representatives Forum on January 21, 2026, as part of its annual review cycle.

Chairman Li Yuelun, members of the Company’s senior management team, and employee representatives from various subsidiaries, functions, and tenure groups gathered for open and candid dialogue. Through constructive discussion and collective insights, participants worked to build shared understanding, generate new momentum, and explore the Company’s future development path in an open and inclusive atmosphere. The forum reflected SUNWAVE employees’ strong sense of responsibility, commitment to their roles, and dedication to the broader mission of the Company. Representatives from relevant functional departments also attended the meeting.

深耕通讯领域三十余载，upay钱包通讯正从传统设备商向“通讯设备+卫星运营+数字营销”协同发展的综合解决规划提供商稳步逾越，并凭借战术沉心聚焦，迎来高质量发展拐点。2025上半年，公司全球化布局与主题业务拓展获得多点突破。通讯海表业务维吃旖稳增长态势，无线覆盖系列产品凭借优异阐发赢得客户青睐，为业务持续发展筑牢根基。无线网络业务凭借持续的技术研发与市场深耕，成功突破海表主流运营商主题业务场景，品牌市场影响力正加快构建
；子公司新展科技的铁塔租赁业务一连高质量发展态势，依附创新正朝着民营领域前三强指标稳步迈进。子公司矩阵的主题竞争力持续开释，成为公司增长新引擎。海卫通已稳步发展为覆盖全球的海事卫星综合服务商，累计接入商船超5000艘，服务船员超百万人次。构建了覆盖全球重要港口的7×24幼时运维网络，其自主研发的SeaCube
；教ㄕ涌煸诳突禾逯型乒憷。

下半年以来，公司各业务板块在强烈的市场竞争中阐扬自身优势，亮点纷呈：数字DAS技术优化网络覆盖解决规划，亮相拉美Futurecom展会并全球首发新品，在巴西、智利等市场的写字楼、轨路交通等大型项目中实现不变部署。海卫通荣获“2025浙江省服务业领军企业”、《浙江省工业新产品证书》等多项荣誉与认证，提供更高品质、更具前瞻性的卫星通讯与船舶智能解决规划。巨网科技则以AI技术赋能业务升级，布局AI漫剧新赛路，打造智能化、规
；⒏鲂曰穆剧出产与营销解决规划，推动AIGC与内容创作深度融合，实现从数字营销服务商向"AI+内容服务"企业的战术转型。

With over three decades of expertise in the communications industry, SUNWAVE Communication is steadily transforming from a traditional equipment manufacturer into an integrated solutions provider spanning communications equipment, satellite operations, and digital marketing. A focused strategic direction is positioning the Company at a key inflection point of high-quality growth.

In the first half of 2025, SUNWAVE achieved multiple breakthroughs in global expansion and core business development. Its overseas communications business maintained steady growth, while wireless coverage products gained strong market recognition. Continuous technological innovation enabled the wireless network business to enter core application scenarios of leading international operators, accelerating global brand presence. Meanwhile, subsidiary Xinzhan Technologies sustained high-quality growth in its tower leasing business and continues progressing toward a top-three position among private-sector players.

Since the second half of the year, SUNWAVE’s business segments have delivered notable highlights amid intense competition. Digital DAS solutions made their global debut at the Futurecom exhibition in Latin America and have been successfully deployed in large-scale projects across Brazil and Chile. Marinesat has grown into a global maritime satellite service provider, serving over 5,000 vessels and more than one million seafarers, while receiving multiple industry recognitions. GiantNet Technology is advancing AI-driven innovation, accelerating its strategic transition toward an “AI + Content Services” model.

这次座谈会以“畅所欲言提建议、凝心聚力谋发展”为主题宗旨，紧扣公司转型发展脉搏，精准聚焦员工工作全场景痛点与需要，萦绕人才造就提升、潜力挖掘复用、跨部门合作优化、工作环境改善、信息系统支持、福利保险升级等关键维度宽泛征集定见，既买通了高低联动的沟通渠路，更让治理层精准捉拿到一线运营中的真实诉求，为后续治理优化、难题破解锚定了清澈方向。

Centered on the theme “Speaking Openly, Building Momentum Together for Growth,” the forum closely aligned with the Company’s transformation agenda and focused on addressing employees’ needs and challenges across the full spectrum of daily work scenarios. Discussions gathered broad input across key areas, including talent development and capability enhancement, identification and reuse of high-potential talent, optimization of cross-functional collaboration, improvement of the working environment, strengthening of information system support, and enhancement of employee benefits and welfare.

The forum not only strengthened two-way communication between management and employees, but also enabled leadership to gain clear and first-hand insights into operational realities at the frontline. These candid exchanges helped define clear priorities for subsequent management optimization and problem-solving initiatives.

互换环节中，员工代表们安身岗位现实，畅所欲言、坦诚建言。从研发岗位对技术培训系统的优化建议，到业务一线对跨部门合作效能的提升思虑
；从职能部门对信息化系统适配的需要反馈，到基层员工对考勤调休政策的疑难探求，每一条建议都承载着upay钱包人对企业发展的深切关切。讲话内容拥有针对性与现实性，如公司信息化水平进一步提升、员工提升通路通顺等问题，既聚焦日常工作中的现实问题，也着眼于公司长远发展的人才储蓄、使用、挖掘与效能提升，充分展示了整个员工与企业同呼吸、共成长的凝聚力。

During the discussion session, employee representatives spoke from their respective roles, sharing candid views and practical recommendations. Suggestions ranged from optimizing technical training systems raised by R&D teams, to improving cross-departmental collaboration efficiency proposed by frontline business staff; from functional departments’ feedback on the adaptability of information systems, to grassroots employees’ discussions on attendance and time-off policies. Each contribution reflected SUNWAVE employees’ deep commitment to the Company’s development.

The discussions were highly focused and grounded in operational realities. Topics such as further enhancing the Company’s digital and information systems and improving the clarity of career advancement pathways addressed immediate workplace challenges while also looking ahead to long-term priorities—including talent development, utilization, capability activation, and overall efficiency improvement. These exchanges demonstrated the strong cohesion of SUNWAVE’s workforce and its shared determination to grow and advance alongside the Company.

针对员工代表提出的每一条定见建议，公司高层及有关部门掌管人逐一耐心回应、详细阐释，以求实态度传递企业温度。治理层明确暗示，将高度器沉员工反映的跨部门合作不畅、查核激励机造脱节、信息系统适配不及等问题。目前人力资源系统优化、治理提升项目已稳步推动。后续将沉点发力三风雅向：一是健全人才发展系统，明确提升通路与岗位职责，强化质量治理培训，让“新员工启航打算”等造就机造持续落地见效，为员工搭建成长成才平台
；二是升级运营支持能力，两全预算推动CRM系统等信息化工具迭代，搭建高效跨部门协同平台，以技术赋能提升工作效能
；三是优化后勤保险与文化建设，美满考勤调休等基础造度，丰硕跨部门文化互换活动，切实将“以报答本”的企业文化融入日常，用实打实的行动回应员工等待。

In response to each suggestion raised by employee representatives, the Company’s senior management and relevant department heads provided patient and detailed feedback, demonstrating a pragmatic and people-oriented approach. Management emphasized that concerns related to cross-functional collaboration inefficiencies, misalignment in performance and incentive mechanisms, and gaps in information system support will be taken seriously. At present, initiatives to optimize the human resources framework and advance management improvement programs are progressing steadily.

Looking ahead, the Company will focus on three key priorities. First, it will strengthen the talent development system by clarifying career pathways and role responsibilities, enhancing quality management training, and ensuring the continued and effective implementation of development programs such as the “New Employee Onboarding Program,” thereby providing employees with clear opportunities for growth and advancement. Second, the Company will upgrade its operational support capabilities by coordinating budgets to advance the iteration of digital tools—including the CRM system—and by building an efficient cross-departmental collaboration platform, leveraging technology to improve overall work efficiency. Third, it will further enhance logistics support and corporate culture by refining foundational policies such as attendance and time-off arrangements, enriching cross-functional cultural exchange activities, and embedding a people-oriented corporate culture into daily operations through concrete and practical actions that directly respond to employee expectations.

董事长李越伦在总结讲话中，对本次座谈会网络的定见建议进行了梳理提炼，指出问题集中聚焦人才发展、平台效能、跨部门合作三大主题领域，并明确提出将成立问题整改常态化、造度化机造，对各类诉求分类梳理、分级推动，按轻沉缓急逐项落实解决，持续健全治理系统，为公司战术落地筑牢基础。同时，董事长还回首了2024年员工代表座谈会定见建议的落实情况，用详实数据彰显企业担任：三分之二的问题已妥善解决并回复，70%的建议得到落实和改善，20%列入专项治理项目推动，渣滓10%暂未解决的问题将持续跟踪、关环治理。

In his concluding remarks, Chairman Li Yuelun summarized and distilled the feedback collected during the forum, noting that the issues raised were primarily concentrated in three core areas: talent development, platform efficiency, and cross-functional collaboration. He emphasized that the Company will establish a regularized and institutionalized mechanism for issue rectification, under which employee feedback will be systematically categorized and advanced in a prioritized manner. Actions will be implemented step by step based on urgency and impact, with the ongoing enhancement of management systems to ensure effective execution of the Company’s strategic initiatives.

The Chairman also reviewed the implementation progress of recommendations raised at the 2024 Employee Representatives Forum, underscoring the Company’s strong sense of responsibility with concrete results. He noted that two-thirds of the issues had been properly resolved and responded to, 70% of the proposals had been implemented or improved, 20% had been incorporated into dedicated management improvement programs, and the remaining 10% would continue to be tracked under a closed-loop management approach until fully addressed.

“不怕有问题，就怕未发现问题
；不怕发现问题，就怕没解决问题。”李越伦董事长强调，员工的定见建议是公司迭代升级的贵重财富，更是推动企业在转型海潮中持续前行的沉要动力。在业务转型的关键阶段，公司将始终秉持“世界和你更近”的主题理想，坚守“以报答本”的文化底色，以更盛开的姿势倾听员工心声，以更有力的行动保险员工权利，让每一位upay钱包人都能在企业发展中实现自我价值。将来，公司将持续把员工座谈会常态化、机造化，让沟通渠路始终通顺，让员工诉求件件有回音，凝聚起整个upay钱包人的智慧与力量，在卫星通讯等前沿赛路上并肩奋进，共同谱写企业高质量发展的新篇章。

“We are not afraid of problems—only of failing to identify them; and not afraid of identifying them—only of failing to resolve them,” Chairman Li Yuelun emphasized. He noted that employees’ feedback and suggestions represent a valuable source of insight for the Company’s continuous improvement and a vital driving force for sustained progress amid transformation.

At this critical stage of business transition, the Company will remain committed to its core philosophy of “Keeping You Connected,” uphold a firmly people-oriented culture, and engage employees with a more open mindset and more decisive actions. By listening attentively to employee voices and safeguarding their rights and interests, SUNWAVE aims to ensure that every employee can realize personal value alongside the Company’s growth.

Looking ahead, SUNWAVE will continue to institutionalize employee forums as a regular mechanism, keeping communication channels open and ensuring that every concern is acknowledged and addressed. By uniting the collective wisdom and strength of all SUNWAVE employees, the Company will move forward together in frontier fields such as satellite communications and jointly write a new chapter of high-quality development.