Company: ALAR
Filing Date: 2025-03-20
Form Type: 20-F
Source: 0001213900-25-025287
Chunk: 94

Company: Alarum Technologies Ltd.
Filing Date: 2025-03-20
Form: 20-F
Item: Item 6
Chunk 94
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 compensation committee
reviews and recommends to our board of directors: with respect to our executive officers’ and directors’: (1) annual base
compensation (2) annual incentive bonus, including the specific goals and amounts; (3) equity compensation; (4) employment agreements,
severance arrangements, and change in control agreements and provisions; (5) retirement grants and/or retirement bonuses; and (6) any
other benefits, compensation, compensation policies or arrangements.

The duties of the compensation
committee include the recommendation to the company’s board of directors of a policy regarding the terms of engagement of office
holders, to which we refer as a compensation policy. Such policy must be adopted by the company’s board of directors, after considering
the recommendations of the compensation committee. The compensation policy is then brought for approval by our shareholders, which requires
a Special Majority (see “ - Approval of Related Party Transactions under Israeli Law”). Under the Israeli Companies Law,
the board of directors may adopt the compensation policy if it is not approved by the shareholders, provided that after the shareholders
oppose the approval of such policy, the compensation committee and then the board of directors revisit the matter and determine, by detailed
resolutions, that adopting the compensation policy despite shareholders declining the policy, would be in the best interests of the company.
Our current compensation policy was approved by our shareholders on November 2, 2023.

The compensation policy must
serve as the basis for decisions concerning the financial terms of employment or engagement of executive officers and directors, 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 objectives, the company’s business and its long-term
strategy, and creation of appropriate incentives for executives. 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 knowledge, skills, expertise and accomplishments of the relevant director or executive;  

  the director’s or executive’s roles and responsibilities and prior compensation agreements with him or her;            
  the relationship between terms offered and the average and median compensation of the other employees of the company;  

  the possibility of reducing variable compensation at the discretion of the board of directors; and the possibility of setting a limit on the exercise value of non-cash variable compensation; and    
  as to severance compensation, the period