Company: EVGN
Filing Date: 2025-03-27
Form Type: 20-F
Source: 0001178913-25-001092
Chunk: 219

Company: Evogene Ltd.
Filing Date: 2025-03-27
Form: 20-F
Item: Item 6
Chunk 219
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 Companies Law, a public company must have a compensation policy approved by the board of directors after receiving and considering the recommendations of the compensation committee. In addition, our compensation policy must be approved at least once every three years, first, by our board of directors, upon recommendation of our compensation committee, and second, by a simple majority 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
                                    who do not have a personal interest in such compensation policy; or                                
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•   the total number of shares of non-controlling shareholders and shareholders who do not have a personal interest in the compensation
          policy and who vote against the policy, does not exceed two percent (2%) of the aggregate voting rights in the Company.      
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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.
 

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;
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•   the office holder’s position and responsibilities;
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•   prior compensation agreements with the office holder;
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•      the ratio between the cost of the