Company: RGNT
Filing Date: 2025-02-12
Form Type: DRS/A
Source: 0001213900-25-012299
Chunk: 170

Company: REGENTIS BIOMATERIALS LTD.
Filing Date: 2025-02-12
Form: DRS/A
Chunk 170
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 the relationship between variable and fixed compensation, and the ceiling for the value of variable compensation; |

| ● | the conditions under which an office holder would be required to repay compensation paid to him or her if it was later shown that the data upon which such compensation was based was inaccurate and was restated in the company’s financial statements; |

| ● | the minimum holding or vesting period for variable, equity-based compensation while referring to an appropriate long-term perspective -based incentives; and |

| ● | maximum limits for retirement payments. |

We expect to adopt a compensation
policy after completion of this offering, which will be designed to promote retention and motivation of directors and executive officers.
Additionally, our compensation policy will be designed to align the interests of our directors and executive officers with our long-term
performance and will serve as a risk management tool. Under such compensation policy, a portion of an executive officer’s compensation
package will be targeted to reflect our short- and long-term goals, as well as the executive officer’s individual performance. Our
compensation policy will also include measures designed to reduce an executive officer’s incentives to take excessive risks that
may harm us in the long term. Such measures include limits on the value of cash bonuses and equity-based compensation for executive officers,
limits on the ratio between an executive officer’s variable and total compensation, and minimum vesting periods for equity-based
compensation.

Our compensation policy will
take into account an executive officer’s individual characteristics, such as his or her respective position, educational background,
scope of responsibilities and contributions to the attainment of our goals, as the basis for compensation variation among our executive
officers and will consider the internal ratios between compensation of our executive officers and directors and other employees.

Compensation that may be granted
to an executive officer may include base salary, an annual bonus, other cash bonuses (such as a signing bonus or special bonus for special
achievements, such as an outstanding personal achievement, outstanding personal effort or outstanding company performance), equity-based
compensation, benefits and retirement compensation and termination of service arrangements. All cash bonuses will be limited to a maximum
amount linked to the executive officer’s base salary. In addition, the total variable compensation components (cash bonuses and
equity-based compensation) may not exceed 85% of each executive officer’s total compensation package with respect to any given calendar
year.

The annual cash bonus
that may be granted to our executive officers (excluding our chief executive officer) will be based on performance objectives and a
discretion