Company: DGLY
Filing Date: 2025-02-14
Form Type: 424B4
Source: 0001493152-25-006704
Chunk: 109

Company: DIGITAL ALLY, INC.
Filing Date: 2025-02-14
Form: 424B4
Chunk 109
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 trade secrets and know-how and does not depend heavily on any proprietary technology or patents.

Human Capital

As of December 31, 2023, Digital Ally, and its subsidiaries, had approximately 170 full-time employees spread throughout the country, representing the core values and objectives of the Company. These employees are spread amongst our operating segments as follows:

|                              |     | As of             
 December 31, 2023 |     |
|:-----------------------------|:----|:------------------|----:|
| Employee headcount:          |     |                   |     |
| Video Solutions              |     |                   |  98 |
| Revenue Cycle Management [1] |     |                   |  60 |
| Entertainment                |     |                   |  12 |
| Total Employee Headcount     |     |                   | 170 |

[1] Our revenue cycle management operating segment has no direct employees. Nobility Healthcare, our minority interest partner provides all human capital resources to manage and operate the Company’s revenue cycle management operating segment.

Our employees are our most important assets and they set the foundation for our ability to achieve our strategic objectives. All of our employees contribute to Digital Ally’s success and, in particular, the employees in our manufacturing, sales, research and development, and quality assurance departments are instrumental in driving operational execution and strong financial performance, advancing innovation and maintaining a strong quality and compliance program.

Our employees are not covered by any collective bargaining agreement, and we have never experienced a work stoppage. We strive to create a culture and work environment that enables us to attract, train, promote, and retain a diverse group of talented employees who together can help us gain a competitive advantage. Our key programs and initiatives that are focused to attract, develop and retain our diverse workforce include:

| ● | Compensation                                                                                                                                 
 Programs and Employee Benefits: the main objective of Digital Ally’s compensation program is to provide a compensation package               
 that will attract, retain, motivate and reward superior employees who must operate in a highly competitive and technologically challenging   
 environment. We seek to do this by linking annual changes in compensation to overall Company performance, as well as each individual’s       
 contribution to the results achieved. The emphasis on overall Company performance is intended to align the employee’s financial              
 interests with the interests of shareholders. Digital Ally also seeks fairness in total compensation with reference to external comparisons, 
 internal comparisons and the relationship between management and non-management remuneration. The structure of our compensation programs     
 balances incentive earnings for both short-term and long-term performance