Company: RGNT
Filing Date: 2025-02-12
Form Type: DRS/A
Source: 0001213900-25-012299
Chunk: 169

Company: REGENTIS BIOMATERIALS LTD.
Filing Date: 2025-02-12
Form: DRS/A
Chunk 169
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 Law, if a company adopts a compensation policy in advance of its initial public offering and describes it in its prospectus,
then the compensation policy shall be deemed a validly adopted policy and will remain in effect for a term of five years from the date
the company becomes a public company. Our compensation policy will be approved by our shareholders prior to the effectiveness of the registration
statement of which this prospectus forms a part and, in accordance with the regulations promulgated under the Companies Law, will be in
effect for a period of five years from the effectiveness of the registration statement of which this prospectus forms a part. The compensation
policy will be reviewed from time to time by our compensation committee and our board of directors, according to the requirements of 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 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; |

| ● |