Company: RGNT
Filing Date: 2025-01-27
Form Type: DRS/A
Source: 0001213900-25-006676
Chunk: 169

Company: REGENTIS BIOMATERIALS LTD.
Filing Date: 2025-01-27
Form: DRS/A
Chunk 169
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 engagement of office holders, including exculpation,
insurance, indemnification or any monetary payment or obligation of payment in respect of employment or engagement. The compensation policy
must relate to certain factors, including advancement of the company’s long-term objectives, business plan and policies, and creation
of appropriate incentives for office holders. It must also consider, among other things, the company’s risk management, size and
the nature of its operations. The compensation policy must furthermore consider the following additional factors:

| ● | the education, skills, expertise and accomplishments of the relevant office holder; |

| ● | the office holder’s roles and responsibilities and prior compensation agreements with him or her; |

| ● | the relationship between the terms offered and the average compensation of the company’s personnel, including those employed through outsourcing firms; |

| ● | the impact of disparities in salary upon work relationships in the company; |

| ● | the possibility of reducing variable compensation at the discretion of the board of directors; |

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| ● | the possibility of setting a limit on the exercise value of non-cash variable equity-based compensation; and |

| ● | as to retirement payments, the period of service of the office holder, the terms of his or her compensation during such service period, the company’s performance during that period of service, the person’s contribution towards the company’s achievement of its goals and the maximization of its profits, and the circumstances under which the person is leaving the company. |

The compensation policy must
also include the following principles:

| ● | the link between variable compensation and long-term performance and measurable criteria; |

| ● | 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,