Company: EVGN
Filing Date: 2025-03-27
Form Type: 20-F
Source: 0001178913-25-001092
Chunk: 35

Company: Evogene Ltd.
Filing Date: 2025-03-27
Form: 20-F
Item: Item 3
Chunk 35
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 of the ordinary shares present, in person or by proxy, and voting (excluding
abstentions) at a general meeting of shareholders, provided that either:

  such majority includes at least a majority of the shares held by shareholders who are not controlling shareholders and shareholders  

  the total number of shares of non-controlling shareholders and shareholders who do not have a personal interest in the compensation  

Under special circumstances, the board of directors may approve
the compensation policy despite the objection of the shareholders on the condition that the compensation committee and then the board
of directors decide, on the basis of detailed grounds and after discussing again the compensation policy, that, despite the objection
of shareholders, approval of the compensation policy is for the benefit of the company.

The compensation policy must be based on certain considerations,
include provisions and matters specifically set forth in the Companies Law.

89

The compensation policy must serve as the basis for decisions concerning
the financial terms of employment or 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 be determined and later reevaluated according
to certain factors, including: the advancement of the company’s objectives, business plan and long-term strategy; the creation of
appropriate incentives for office holders, while considering, among other things, the company’s risk management policy; the size
and the nature of the company’s operations; and with respect to variable compensation, the contribution of the office holder towards
the achievement of the company’s long-term goals and the maximization of its profits, all with a long-term objective and according
to the position of the office holder. The compensation policy must furthermore consider the following additional factors:

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

  the office holder’s position and responsibilities;  

  prior compensation agreements with the office holder;  

  the ratio between the cost of the terms of employment of an office holder and the cost of the employment of other employees of the        

  relationships in the company;  

  if the terms of employment include variable components — the possibility of reducing variable components at the discretion       

  if the terms of employment include severance compensation — the term of employment or office of the office holder, the terms       

The compensation policy must also include, among other things:

  with regard to variable components:  

  o       with the exception of office holders who report to the chief executive officer, a means of determining the variable