Company: REE
Filing Date: 2025-11-12
Form Type: 6-K/A
Source: 0001213900-25-108470
Chunk: 1

Company: REE Automotive Ltd.
Filing Date: 2025-11-12
Form: 6-K/A
Chunk 1
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 you. You should read carefully the entire Proxy Statement, as supplemented and modified, as applicable, by this Amendment, before voting on any of the proposals to be presented at the Meeting.

Capitalized terms that appear in this Amendment and are not defined herein have the respective meanings assigned to them in the Proxy Statement.

Supplement to Proposal No. 2 (Approve a Special Cash Bonus Award for 2024 and an Amendment to the Terms of Employment for Mr. Daniel Barel, the Company’s Co-Founder, Chief Executive Officer and a Director of the Company)

Proposal No. 2 is supplemented to add the following after the second paragraph of the Section titled “Special Cash Bonus for 2024”:

Payment Deferral

After taking into account all factors and considerations required under the Company’s Compensation Policy, as amended by Proposal One, and the Companies Law, the Board of Directors approved, and recommend that the shareholders approve, a payment deferral as follows:

Payment to Mr. Barel of the special cash bonus for the year 2024 shall be deferred until the earlier to occur of: (a) the Company receives accumulated cash proceedsexceeding $12 million at any time after the approval of Proposal No. 2 by our shareholders, or (b) the consummation of a merger, acquisition or other “Change of Control” transaction (excluding a complete liquidation or dissolution of the Company), each as determined by the Board of Directors in its discretion.

Proposal No. 2 is further supplemented to modify and restate the prior Section titled “Summary” with the following:

Summary

In
their deliberations regarding the CEO’s compensation, the compensation committee and Board of Directors were advised by Pearl Meyer,
the compensation consultant who prepared the peer group study referred to above. As part of its assessment, Pearl Meyer used its own survey
data survey, along with the Radford Technology Compensation Survey and Towers Watson Executive Compensation Survey. It then collected
market data with respect to the 25, 50, and 75, percentile for each individual component of pay
(i.e., base salary, target annual incentives, long-term incentives, and total cash compensation). Benchmarks were then matched
to organizations of similar revenue size to REE. Market consensus compensation levels for each executive were developed using a (50%/50%)
blend of the peer companies and survey data. The CEO of REE was then compared against the chief executive officer of the Peer Group Companies.

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The
compensation