Document:

Exhibit 10.1

 

At-Will Employment Agreement

 

This At-Will Employment Agreement (hereinafter,
“Agreement”) is made and entered into on April 12, 2016 between Zero Gravity Solutions, Inc. (including its wholly-owned
subsidiaries, Zero Gravity Solutions, Inc. (hereinafter referred to as, “ZGSI”), Zero Gravity Life Sciences, Inc. (hereinafter
referred to as, “ZGLS”), and BAM Agricultural Solutions, Inc. (hereinafter referred to as, “BASI”) whose
principal place of business is located at 190 NW Spanish River Blvd Ste. 101, Boca Raton FL 33431 (hereinafter referred to as,
“Employer”) and ANDREW KOOPMAN whose present address is located at 225 East 26th Street, #6-P, New York,
NY 10010 (hereinafter referred to as, “Employee”).

 

In consideration of the mutual covenants
set forth below, Employer agrees to hire Employee and Employee agrees to work for Employer as set forth in this Agreement.

 

1.     JOB DESCRIPTION (duties):
Responsible for development and execution of a strategic plan of business development for Zero Gravity Life Sciences, Inc., including
complimentary and supportive activities for BASI as well as new corporate initiatives. Duties include but are not limited to:

 

		▪	Managing current intellectual property portfolio;

		▪	Developing intellectual property strategies for current intellectual property portfolio;

		▪	Developing strategies for licensing or acquisition of accretive intellectual property;

		▪	Managing financial operations of ZGLS;

		▪	Developing grant strategies and executing those strategies;

		▪	Participating in acquisition or business venture due diligence;

		▪	Coordinating scientific efforts with companies, academic institutions, federal, state and local
agencies;

		▪	Identifying and coordinating initiatives for research collaboration; and

		▪	Developing ZGLS’ long term business plan relative to both agricultural and space related
activities.

 

A.TITLE to position

 

The Employee shall be employed in the capacity
of: Chief Executive Officer & President of Zero Gravity Life Sciences, Inc.

 

B.Primary Position
Functions and Duties

 

The primary position functions or duties
of this position are as follows: See #1 above.

 

Employee agrees to and shall also perform
any other duties as are customarily performed by other individuals in similar such positions, as well as such other duties as may
be assigned, from time to time, by the Employer.

 

    	 		 

     

    

 

C.Duty of Loyalty
and Best Efforts

 

Employee agrees to and shall devote all
of their working time, attention, knowledge, and skills to Employer’s business interests, and with best efforts shall do
so in good faith, and to the reasonable satisfaction of the Employer. Employee understands that they shall only be entitled to
the compensation, benefits, and profits as set forth in this Agreement. Employee agrees to refrain from any interest, of any kind
whatsoever, in any business competitive to Employer’s business. The Employee further acknowledges they will not engage in
any form of activity that produces a “conflict of interest” with those of the Employer, unless previously agreed to
and in writing.

 

D.Place and
Hours of Employment

 

Employee agrees that, their duties shall
be primarily rendered at Employer’s business premises or at such other places as the Employer shall in good faith require.
Full time service for the Employee for this salaried position, is demanded and requires a minimum of 40 respectively,
hours per week, exclusive of vacation, or any other form of leave as described within this Agreement.

 

2.     PERFORMANCE TERMS AND BONUS TERMS

 

Based upon representations made by the
Employee, as well as expectations of the Employer, the following performance terms are entered into:

 

Upon completion of three (3) months’
employment and a satisfactory review by Harvey Kaye and Glenn Stinebaugh, you will receive a bonus in the amount of $12,500.00
if the Company’s revenue goal of $2,000,000 is attained. Additionally, six (6) months following the commencement of your
employment another bonus in the amount of $12,500.00 will be given to you if the Company’s revenue goal of $4,000,000 is
attained (for a cumulative of $6,000,000).

 

Employee further understands that reaching
these benchmarks or performance terms constitutes a reasonable and substantial condition of employment but does not in any way
guarantee or promise continued employment.

 

3.     COMPENSATION TERMS

 

A.Base Compensation

 

Employee shall receive a salary of $150,000.00
per annum, payable at $6,250.00 twice monthly, payable in equal installments on the 15th and last day of each month,
pending adequate funding of the Employer for “operating” expenses, which may make any and all salaries subject to accrual
for payment at a later date; Employee acknowledges and agrees that their salary may accrue, on a monthly basis, pending said “funding”.
This applies to salaries and/or any applicable commissions. Employer shall deduct or withhold from compensation any and all sums
required for federal income and social security taxes, as well as all state or local taxes.

 

B.Commissions
(if eligible)N/A

 

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C.Exempt Status

 

Employee understands that at all times
they are employed as a salaried/exempt employee and, therefore, not entitled to overtime wages. Employee shall not receive overtime
compensation for the services performed under this Agreement, unless specifically agreed to in writing.

 

D.Incentive
Programs

 

After completion of three (3) months’
employment, you will be eligible to participate in the ZGSI Stock Incentive Plan as adopted by ZGSI effective upon your execution
herein. Restrictions relative to stock options issued will be determined by management/compensation committee as well as the strike
price for stock options awarded to Employees. Employee will be notified by way of a letter from the Company, the terms of stock
option awards.

 

E.Expense Reimbursement

 

Employee shall be entitled to reimbursement
of any or all expenses authorized and reasonably incurred expenses incurred in the performance of the functions and duties under
this Agreement. In order to receive reimbursement, Employee must timely provide Employer with completed “expense report”,
with itemized account of all expenditures, along with original receipts for each expense. Any expenditure over the dollar amount
of $500.00 (includes gas allowance) will require prior written authorization. Expenses will NOT be paid without completed expense
report and original receipts.

 

F.Stock Options,
Profit Sharing, and Retirement

 

Upon your acceptance and execution of this
agreement, ZGSI will issue to you Three Hundred Thousand (300,000) stock options to be issued from ZGSI’s Stock Incentive
Plan to acquire ZGSI Common Stock based upon our current purchase price valuation. A second tranche of Three Hundred Thousand (300,000)
stock options to be issued from ZGSI’s Stock Incentive Plan, at value based upon our current purchase price valuation will
vest six (6) months from the commencement of your employment.

 

G.Salary Adjustments

 

Any salary adjustments will be based upon
the value contributed by Employee to Employer. While salary adjustments are primarily based on merit, Employer may at times adjust
salaries depending on overall company performance, and/or the cost of living changes to salaries of similarly started employees
in the company or same industry.

 

4.     BENEFITS

 

A.Insurance

 

Employer will supply health insurance benefits
to the employee after [901 days of employment to full time, salaried employees payable 100% by ZGSI on behalf of the employee only.
Please refer to the summary plan descriptions for each benefit. Until such time as employee is eligible to participate in the ZGSI
Medical Plan, ZGSI will reimburse employee for his cost of Cobra coverage from his prior employer.

 

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B.Professional
Licenses and Memberships

 

Employee is obligated to maintain any of
those professional licenses necessary for the carrying out the functions and duties set forth in this Agreement. Said licenses
include, but are not limited to, the following: N/A. Employer also encourages Employee to gain membership
in associations related to our industry or that of our clientele. Employer may, at its discretion, assist with payment for those
licenses or memberships which both parties consider to be essential to performance of the job.

 

C.Vacation

 

Your vacation time per year will be fifteen
(15) days per calendar year. This is considered as “PTO” (Paid Time Off) inclusive of your five (5) sick/personal days
off. Employee is eligible for PTO time after the satisfactory completion of a 90-day probation period.

 

D.Education
Reimbursement

 

N/A.

 

E.Additional
Benefits

 

Employee shall be issued by the Company
a “company cell phone” to use for business while under the employ of employer. Employer shall pay the monthly cell
phone bill on behalf of the Employee. Employee agrees to sign a receipt for said company-owned cell phone and agrees to return
said cell phone and the data therein upon termination of his employment.

 

5.     TERMINATION

 

A.“At
Will” Employment

 

Employee’s employment with Employer
is “at will.” “At will” is defined as allowing either Employee or Employer to terminate the Agreement at
any time, for any reason permitted by law, with or without cause and with or without notice.

 

6.     COVENANTS

 

 A. Non-Disclosure of Trade Secrets, Customer Lists and Other Proprietary Information

 

Employee agrees not to use, disclose or
communicate, in any manner, proprietary information about Employer, its operations, clientele, or any other proprietary information,
that relate to the business of Employer. This includes, but is not limited to, the names of Employer’s customers, its marketing
strategies, operations, or any other information of any kind which would be deemed confidential or proprietary information of Employer
including but not limited to:

 

    	 	4	 

     

    

  

Non-Disclosure Agreement executed by
Andrew Koopman on _March 22, 2016____, which remains in full force and effect.

 

Employee acknowledges that the above information
is material and confidential and that it affects the profitability of Employer. Employee understands and that any breach of this
provision, or of any other Confidentiality and Non-Disclosure Agreement, is a material breach of this Agreement. To the extent
Employee feels that they need to disclose confidential information, they may do so only after being authorized to so do, in writing,
by Employer.

 

B.Non-Solicitation
Covenant

 

Employee agrees that for a period of two
(2) years following termination of employment, for any reason whatsoever, Employee will not solicit customers or clients of Employer.
By agreeing to this covenant, Employee acknowledges that their contributions to Employer are unique to Employer’s success
and that they have significant access to Employer’s trade secrets and other confidential or proprietary information regarding
Employer’s customers or clients.

 

C.Non-Recruit
Covenant

 

Employee agrees not to recruit any of Employer’s
employees for the purpose of any outside business either during or for a period of two (2) years after Employee’s tenure
of employment with Employer. Employee agrees that such effort at recruitment also constitutes a violation of the non-solicitation
covenant set forth above.

 

D.Non-Compete
Covenant N/A

 

E.Adherence
to Employer’s Policies, Procedures, Rules and Regulations

 

Employee agrees to adhere to all policies,
procedures, rules and regulations set forth by the Employer. These policies, procedures, rules and regulations include, but are
not limited to, those set forth within the Employee Handbook, any summary benefit plan descriptions, or any other personnel practices
or policies or Employer. To the extent that Employer’s policies, procedures, rules and regulations conflict with the terms
of this Agreement, the specific terms of this Agreement will prevail.

 

F.Covenant to
Notify Management of Unlawful Acts or Practices

 

Employee agrees to abide by the legal and
ethics policies of Employer as well as Employer’s other rules, regulations, policies and procedures. Employer intends to
comply in full with all governmental laws and regulations as well as any ethics code applicable to their profession. In the event
that Employee is aware of Employer, or any of its officers, agents or employees, violating any such laws ethics codes, rules, regulations,
policies or procedures, Employee agrees to bring forth all such actual and suspected violations to the attention of Employer immediately
so that the matter may be properly investigated and appropriate action taken.

 

    	 	5	 

     

    

 

 

7.     PROPERTY RIGHTS

 

A.Existing Customers
or Clientele of Employee

 

Employee agrees that existing customers
and/or clients of Employee will, upon employment, become the property of Employer as a part of condition of employment.

 

B.New Customers
or Clientele Generated While at Work

 

Employee agrees that any customers and/or
clients generated by Employee pursuant to employment with Employer become customers and clients of the Employer and subject to
the non-disclosure and non-solicitation covenants set forth above.

 

C.Records and
Accounts

 

Employee agrees that all those records
and accounts maintained during the course of employment are the property of Employer, shall remain current and be maintained at
Employer’s place of business.

 

D.Return upon
Termination

 

Employee agrees that upon termination they
will return to Employer all of Employer’s property, including, but not limited to, intellectual property, trade secret information,
customer lists, operation manuals, employee handbook, records and accounts, materials subject to copyright, trademark, or patent
protection, customer and Employer information, credit cards, business documents, reports, automobiles, keys, passes, and security
devices.

 

E.Copyrights,
Inventions and Patents

 

Employee understands that any copyrights,
inventions or patents created or obtained, in part or whole, by Employee during the course of this Agreement are to be considered
‘Works for hire” and the property of Employer. Employee assigns to Employer all rights and interest in any copyright,
invention, patents or other property related to the business of the Employer. If Employee is working on any patentable material
a separate patent assignment agreement, in writing, must be struck between the parties hereto.

 

8.     INDEMNIFICATION FOR THIRD PARTY
CLAIMS

 

Employee hereby agrees to indemnify, defend,
save, and hold harmless Employer, its shareholders, officers, directions, and other agents (other than Employee) from and against
all claims, liabilities, causes of action, damages, judgments, attorneys’ fees, court costs, and expenses which arise out
of or are related to the Employee’s performance of this Agreement, failure to perform job functions or duties as required,
or result from conduct while engaging in any activity outside the scope of this Agreement, before, during or after the termination
of this Agreement. Employee understands that this obligation of indemnification survives the expiration or termination of this
Agreement.

 

    	 	6	 

     

    

 

 

9.     MEDIATION AND BINDING ARBITRATION

 

Employer and Employee agree to first mediate
and may then submit to binding arbitration any claims that they may have against each other, of any nature whatsoever, other than
those prohibited by law or for worker’s compensation, unemployment or disability benefits, pursuit to the rules of the American
Arbitration Association. Employee agrees to sign the attached Agreement to Mediate/Arbitrate claims as a condition of employment.

 

10.     LIMITATION OF DAMAGES

 

Employee agrees and stipulates that any
remedies they may have for the breach of any employment related obligation, whether under law or by way of contract, shall be limited
to the equivalent of six (6) months’ salary of Employee where allowed by law. This limitation is inclusive of any claims
for special damages, general damage, compensatory damage, loss of income, emotional damage, or punitive damages.

 

11.     ATTORNEYS’ FEES AND COSTS

 

Employee and Employer agree that should
any action be instituted by either party against the other regarding the enforcement of the terms of this agreement, the prevailing
party will be entitled to all of its expenses related to such litigation including, but not limited to, reasonable attorneys’
fees and costs, both before and after judgment.

 

12.     MISCELLANEOUS PROVISIONS

 

A.Accuracy of
Representations

 

Employee understands that any projections
regarding the financial status or potential for growth of this Employer are matters of opinion only and do not constitute a legally
binding representation. Employee agrees that they have had the opportunity to conduct due diligence of Employer and are satisfied
with the representations that have been made.

 

B.Notices

 

Employee agrees that any notices that are
required to be given under this Agreement shall be given in writing, sent by certified mail, return receipt requested, to the principal
place of business of the Employer or residence of the Employee as set forth herein.

 

C.Entire Agreement

 

This Agreement represents the complete
and exclusive statement of the employment agreement between the Employer and Employee. No other agreements, covenants, representations
or warranties, express or implied, oral or written, have been made by the parties concerning their employment agreement.

 

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D.The Effect
of Prior Agreements or Understandings

 

This Agreement supersedes any and all prior
Agreements or understandings between the parties, including letters of intent or understanding, except for those documents specifically
referred to within this Agreement.

 

E.Modifications

 

Employee and Employer agree that this writing,
along with those Agreements referred to within it, including, but not limited to, the Employee Handbook and [Non-Disclosure Agreement],
constitutes the entirety of the Employment Agreement between the parties. Any modifications to this Agreement may only be done
in writing and must be signed by [an officer] of Employer.

 

F.Severability
of Agreement

 

To the extent that any provision hereof
is deemed unenforceable, all remaining provisions of this Agreement shall not be affected thereby and shall remain in full force
and effect.

 

G.Waiver of
Breach

 

The waiver by Employer of a breach of any
provision of this Agreement by Employee shall not operate as a waiver of any subsequent breach by the Employee. No waiver shall
be valid unless placed in writing and signed by [an officer] of Employer.

 

H.Ambiguities
Related to Drafting

 

Employer and Employee agree that any ambiguity
created by this document will not be construed against the drafter of same.

 

I.Choice of
Law, Jurisdiction and Venue

 

Employee agrees that this Agreement shall
be interpreted and construed in accordance with the laws of the State of Florida and that should any claims be brought against
Employer related to terms or conditions of employment it shall be brought within a court of competent jurisdiction within the County
of Palm Beach. Employee also consents to jurisdiction of any claims by Employer related to the terms or conditions of employment
by a court of competent jurisdiction within the County of Palm Beach.

 

J.Submission
to Drug Testing

 

Employee agrees and understands that it
is the policy of Employer to maintain a drug-free work place. Employee consents to a pre-hire drug test. Employee understands that
Employer has the right, upon reasonable suspicion, to demand that Employee immediately undergo testing for the presence of illegal
or inappropriate drug usage.

 

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K.Statute of
Limitations

 

Employee has a one-year statute of limitation
for the filing of any requests for mediation, or arbitration, or for any lawsuit related to this Agreement or the terms and conditions
of their employment. If said claim is filed more than one year subsequent to Employee’s last day of employment it is precluded
by this provision, regardless of whether the claim had accrued at that time or not.

 

L.Attorney Review

 

Employee warrants and represents that Employee
in executing his Agreement has had the opportunity to rely on legal advice from an attorney of Employee’s choice, so that
the terms of this Agreement and their consequences could have been fully read and explained to Employee by an attorney and that
Employee fully understands the terms of this Agreement.

 

	 	 	 
	/s/ Andrew Koopman	4/12/16	 
	Andrew Koopman, Employee	Date	 
	 	 	 
	 	 	 
	ZERO GRAVITY SOLUTIONS, INC.	 
	 	 	 
	 	 	 
	/s/ Glenn A. Stinebaugh    	4/13/16	 
	Glenn Stinebaugh, CEO & President	Date	 

 

    	 	9Exhibit 10.1

 

ReWalk Robotics Ltd. 

Compensation Policy for Executive Officers
and Non-Executive Directors

 

		1.	Preamble

 

This document
states the terms of the ReWalk Robotics Ltd. ("ReWalk") compensation policy for its Executive Officers and Directors
(the "Compensation Policy").

 

The Compensation
Policy is designed to motivate our Executive Officers to drive ReWalk's business and financial long term goals and to reward significantly
on sustainable performance over the long term. Accordingly, the structure of ReWalk's Compensation Policy ties the compensation
for each Executive Officer, to ReWalk's financial and strategic long term goals and achievements.

 

For purposes
of this Compensation Policy, “Executive Officers” shall mean "Office Holders" as such term is defined in
the Israeli Companies Law, 5759-1999 (as may be amended from time to time) (the "Companies Law"), excluding, unless
otherwise expressly indicated, the non-executive members of ReWalk's board of directors (the "Board").

 

The effective
date of this Compensation Policy is the date of its approval by ReWalks’s shareholders. This Compensation Policy will apply
to any compensation determined after its effective date and will not, and is not intended to, apply to or deemed to amend employment
and compensation terms of Executive Officers existing prior to such date.

 

The adoption
of this Compensation Policy will not grant any of ReWalks’s Executive Officers a right to receive any elements of compensation
set forth in this Compensation Policy. The elements of compensation to which an Executive Officer will be entitled will be exclusively
those that are determined specifically in relation to him or her in accordance with the requirements of the Companies Law, and
the regulations promulgated thereunder.

 

		2.	Compensation policy goals

 

ReWalk’s
goals in setting the Compensation Policy for the Executive Officers is to attract, motivate and retain highly experienced personnel
who will provide leadership for ReWalk’s success and enhance stockholder value, and to promote for each Executive Officer
an opportunity to advance in a growing organization. The primary goals of the Compensation Policy are, therefore:

 

		2.1	Pay for performance

 

To closely align
the interests of the Executive Officers with those of ReWalk’s stockholders in order to enhance stockholder value;

 

To offer a collaborative
workplace environment where each Executive Officer has the opportunity to impact ReWalk’s long-term success;

 

To provide increased
rewards for superior individual and corporate performance, and substantially reduced or no rewards for average or inadequate performance.

 

     

    -2-

    

 

		2.2	Risk management

 

To ensure that
while a significant portion of each Executive Officer’s total compensation is at risk and tied to the achievement of financial,
corporate, functional performance and other goals established by the Board, overall risk taking is managed and maintained;

 

To minimize any
personal incentives for taking high-risks that might potentially imperil the underlying value of ReWalk.

 

		3.	Compensation elements

 

ReWalk aims
to provide its Executive Officers with a structured compensation package, including competitive salaries and benefits, performance-motivating
cash payout and equity incentive programs. ReWalk's Executive Officers' compensation package may be composed of the following elements:

 

		3.1	Base salary;

		3.2	Benefits and perquisites;

		3.3	Cash bonus;

		3.4	Equity compensation; and

		3.5	Retirement and termination of service arrangements.

 

		4.	Base Salary

 

		4.1	A competitive base salary is essential to ReWalk's ability to attract and retain highly skilled
professionals in the long term. The base salary will vary between Executive Officers, and will be individually determined according
to their performance, educational background, prior business experiences, aptitude, qualifications, role, personal responsibilities
and taking into account external salary benchmarking for the specific role using a peer-group of companies. Therefore, ReWalk seeks
to establish such base salary which will allow it to compete for, and retain, senior executive talent worldwide.

 

To that end,
the peer-group companies will be selected and approved by ReWalk's compensation committee, according to part or all of the following
characteristics:

 

Companies that
are direct competitors of ReWalk;

Companies with
a similar revenue turnover as that of ReWalk;

Companies with
a similar market cap as that of the ReWalk;

Companies that
compete with ReWalk for executive talent;

Geographical
considerations.

 

		4.2	In the event that the services of the Executive Officer are provided via a personal management
company and not by the Executive Officer directly as an employee of ReWalk, the fees paid to such personal management company shall
reflect, to the extent determined by ReWalk in the applicable service agreement, the base salary and the benefits and perquisites
(plus applicable taxes such as Value Added Tax), in accordance with the guidelines of the Compensation Policy.

 

		4.3	In addition, Executive Officers may be awarded a fixed one-time cash payment upon recruitment or
promotion.

 

     

    -3-

    

 

		5.	Benefits and perquisites 

 

Benefits and
perquisites for ReWalk's Executive Officers will be comparable to customary competitive market entitlements. Certain benefits and
perquisites are set forth in order to comply with legal requirements, while others serve as an additional component of the Executive
Officer compensation package to attract and retain highly skilled professionals at ReWalk.

 

		5.1	Benefits and perquisites which are required or facilitated under local laws or customary in the
relevant jurisdiction may include, inter alia, the following:

 

		5.1.1	Vacation of up to 30 days per annum;

		5.1.2	Sick days of up to 30 days per annum (or as required by law);

		5.1.3	Annual convalescence pay as required by law;

		5.1.4	Payments to pension funds or other types of pension schemes (e.g. managers' insurance programs,
401K plans in the US);

		5.1.5	Disability Insurance;

		5.1.6	Payments to an advanced study fund as afforded by law;

		5.1.7	Housing (in relevant markets);

		5.1.8	Travel and/or car allowances and/or company car;

		5.1.9	Health coverage plans and medical expenses.

		5.1.10	Relocation costs for Executive Officers (and their families) relocated by ReWalk.

 

		5.2	Such benefits and perquisites may vary depending on geographic location and other circumstances.

 

		5.3	In certain countries, the above benefits will be increased (when applicable) to meet statutory minimum
levels.

 

		5.4	Additional benefits intend to complement cash compensation and offer non-monetary rewards to the
Executive Officers, and may include, inter alia, the following benefits:

 

		5.4.1	Company cellular phone and related expenses;

		5.4.2	Communication equipment and related expenses;

		5.4.3	Company car and related expenses;

		5.4.4	Education allowances;

		5.4.5	Subscriptions to relevant literature.

 

Such additional
benefits will not surpass in value 20% of the base salary of any Executive Officer.

 

		6.	Retirement and termination of service arrangements

 

Providing certain
retirement and/or termination benefits, is designed to attract and motivate highly skilled professionals to join ReWalk and should
also contribute in retaining its current Executive Officers.

 

The retirement
and termination of service arrangements, shall consider the circumstances of such retirement or termination, the term of service
or employment of the Executive Officer, his/her compensation package during such period, ReWalk’s performance during such
period and the Executive Officer's contribution to ReWalk achieving its goals and/or maximization of its profits.

 

     

    -4-

    

 

The retirement
and/or termination benefits may include the following benefits:

 

		6.1	Advance notice - advance notice upon termination of employment for a certain period
of time, which in any case will not exceed a term of 12 months. During such period of time, the Executive Officer may be required
to continue his employment with ReWalk.

 

		6.2	Severance pay - as required or facilitated under local laws in the relevant jurisdiction.

 

		6.3	Transition period - Executive Officers may receive up to 12 months of base salary
and benefits (i.e., excluding cash bonuses and Equity-based Awards as defined herein), taking into account the period of service
or employment of the Executive Officer, his/her service and employment conditions in the course of such period, ReWalk's performance
during such period, the contribution of the Executive Officer to the achievement of ReWalk's targets and profits and the circumstances
of the termination of employment.

 

		6.4	Health insurance for US or other Executive Officers - payment for up to 12
months of post-termination health insurance upon termination of employment.

 

		7.	Cash Bonuses

 

The cash bonus
component aims to ensure that ReWalk's Executive Officers are aligned in achieving ReWalk's long-term strategic, business and financial
objectives. Cash bonuses are, therefore, determined based on both the financial and business results of ReWalk, as well as individual
performance. Cash bonuses are rewarded with distinguishable terms to the following Executive Officer populations:

 

		7.1	CEO 

 

		7.1.1	The cash bonus will be based on the following measurable financial results and business objectives
of ReWalk: revenue, reimbursement and cash usage as compared to ReWalks's budget and work plan for the relevant year (the "Financial
Objectives"), and market development and product development objectives as determined by the Board on an annual basis
(the “Business Objectives”), with the following weight assigned to each of these factors: revenue 25%, market
development 15%, reimbursement 15%, product development 15%, cash usage 10%.”

 

		7.1.2	20% of the cash bonus may be granted based on the evaluation of CEO's overall performance by the
Compensation Committee and the Board.

 

		7.1.3	The annual cash bonus of the CEO shall not exceed in any given year 250% of the CEO's annual base
salary.

 

		7.2	Non-sales Executive Officers

 

		7.2.1	50% of the cash bonus will be based on the measurable Financial Objectives and Business Objectives
of ReWalk as compared to ReWalks's budget and work plan for the relevant year.

 

     

    -5-

    

 

 

		7.2.2	30% of the cash bonus will be based on the achievement and performance of the individual measurable
key performance indicators (KPIs), as initially determined at the commencement of each fiscal year (or start of employment, as
applicable).

 

		7.2.3	20% of the cash bonus may be granted at the discretion of the CEO of ReWalk, based on the evaluation
of the Executive Officer's overall performance, and subject to the approval of the Compensation Committee and the Board.

 

		7.2.4	The annual bonus for the non-sales Executive Officers will not exceed in any given year 200% of
the Executive Officer's annual base salary.

 

		7.3	Sales Executive Officer

 

		7.3.1	The overall compensation of the sales Executive Officers is specifically designed to motivate their
performance. Therefore, the variable element of their compensation (with an emphasis on commission bonuses they receive, as will
be defined below) is relatively larger when compared to the variable element of other Executive Officers' compensation, whereas
the fixed element of their compensation is smaller.

 

		7.3.2	Executive Officer’s targets will be set at the beginning of each year (the "Sales
Targets"). Achieving up to 100% of Sales Targets may correspond to up to 100% of the annual base salary of the sales Executive
Officer.

 

		7.3.3	Up to 25% of the annual base salary of the sales Executive Officer may be granted at the discretion
of the CEO of ReWalk, based on the evaluation of the Executive Officer's overall performance and subject to the approval of the
Compensation Committee and the Board.

 

		7.3.4	The annual cash bonus for the sales Executive Officers will not exceed in any given year 200% of
the Executive Officer's annual base salary.

 

		7.3.5	In the event that all or part of the Sales Targets which were the basis for the payment of the
cash bonus were not collected, the excess corresponding bonus may be deducted from a future payment of a cash bonus.

 

		7.4	Adjustment of Targets and Goals

 

The Compensation
Committee and the Board may approve certain adjustments to the Financial Objectives, Business Objectives, Sales Targets
and KPIs that were set at the beginning of the year in the event of material changes in the business environment of ReWalk, such
as a re-organization of ReWalk, mergers, acquisitions, asset and/or business transfers, and/or material changes to the global business
environment in which ReWalk operates.

 

		7.5	Bonus for an extraordinary transaction or effort

 

In addition to
the bonus payout formulas above, when an extraordinary transaction or effort is expected to take place (e.g. a public offering,
a merger, an acquisition, a spin-off, a specific task), and subject to the approval of the Compensation Committee and the Board,
a special bonus may be determined with respect to all or some of the Executive Officers, provided such special bonus does not exceed
25% of the Executive Officer's annual base salary.

 

     

    -6-

    

 

		7.6	Payout in cash or equity based compensation

 

The Compensation
Committee and the Board will have full discretion to convert a portion of an Executive Officer's annual cash bonus, in lieu of
cash, into Equity-based awards and to specify their vesting (and other) terms.

 

		7.7	Partial Bonus Payout

 

Subject to the
conditions and limitations of this Section 7, an Executive Officer that is employed or provides services to ReWalk for only a portion
of any year may be entitled to receive the pro-rata portion of any bonus described above, which will be calculated relatively to
the period during which the Executive Officer was employed or provided services to ReWalk out of the entire calendar year.

 

		8.	Equity-based Awards 

 

ReWalk's Equity-based
Awards are aimed at enhancing the alignment between the Executive Officers' interests and the long term interests of ReWalk and
its stakeholders, and to promote the retention of Executive Officers for longer terms.

 

Considering
the potential for appreciation in the value of ReWalk’s stock in public trading markets as ReWalk grows, such element of
compensation is regarded as having long-term incentive value. In addition, since these equity-based awards are structured to vest
over several years, their incentive value to recipients is aligned with longer-term strategic plans.

 

The Equity-based
Awards may be in a form of one or more of various types of equity-based instruments, which may include stock options, restricted
stock or restricted stock units in different weights (the "Equity-based Awards"). The weight of each of the equity-based
instruments will be determined periodically by ReWalk's Compensation Committee and Board.

 

ReWalk may
consider arrangements which will enable optimal tax planning for the Executive Officers.

 

		8.1	Executive Officers' Equity-Based Awards

 

		8.1.1	Equity-Based Awards may be granted upon recruitment of an Executive Officer or from time to time,
and while taking into consideration, inter alia, the educational background, prior business experiences, aptitude, qualifications,
role, and personal responsibilities of the Executive Officer.

 

		8.1.2	The Equity-Based Awards which may be granted to an Executive Officer, will not exceed in value
(based on accepted valuation methods), on the date of grant, per vesting annum (calculated on a linear basis), the following amounts:

 

CEO –
500% of the Executive Officer's annual base salary;

 

Other Executive
Officers – 400% of the Executive Officer's annual base salary.

 

However,
the aforementioned restriction will not include a cash bonus which was converted into Equity-based Awards as described above.

 

     

    -7-

    

 

		8.1.3	The Compensation Committee and the Board also considered setting a cap on value for Equity-based
Awards at the time of exercise and concluded that this would not be advisable for ReWalk.

 

		8.1.4	Such Equity-based Awards shall vest over a minimum period of 3 years.

 

		8.1.5	Equity-based Awards will expire within 10 years as of their grant date.

 

		8.1.6	Equity-based Awards in the form of stock options will have an exercise price which is not lower
than the fair market value of ReWalk's share on the date of grant.

 

		8.2	Acceleration of Equity-based Awards 

 

Upon the occurrence
of certain events, such as a change of control or other corporate transaction (as defined in the applicable equity incentive plan),
the vesting of up to 100% of the unvested Equity-based Awards granted to an Executive Officer may be accelerated. Acceleration
of Equity-based Awards may also apply upon certain events of termination of employment or services, all in accordance with the
terms of the applicable equity incentive plan of ReWalk.

 

		9.	Overall compensation - Ratio between fixed and variable compensation 

 

		9.1	We believe that the Compensation Policy must motivate our Executive Officers to drive ReWalk's
business and financial results and is designed to reward significantly on sustainable performance over the long term. Accordingly,
the structure of ReWalk's Compensation Policy is established to tie the compensation of each Executive Officer to ReWalk's financial
and strategic achievements and to enhance the alignment between the Executive Officers' interests with the long term interests
of ReWalk and its stakeholders.

 

		9.2	With the above considerations in mind, ReWalk will target a ratio between the fixed compensation
(base salary) and the variable compensation (cash Bonus; Equity-based Awards) of up to 1:7.5 for CEO and 1:6 for other Executive
Officers.

 

		9.3	The ratio above express the targeted range in the event that all performance measures are achieved
at target levels.

 

		10.	Internal Compensation Ratio

 

		10.1	In the process of composing this Compensation Policy, the Compensation Committee and the Board
have examined the ratio between overall compensation of the Executive Officers and the average and median salary of the other employees
of ReWalk (including agency contractors, if any) (the "Internal Ratio").

 

		10.2	The possible ramifications of the Internal Ratio on the work environment in ReWalk were examined,
and will be periodically reviewed by the Compensation Committee and the Board, in order to ensure that levels of executive compensation,
as compared to the overall workforce will not have a negative impact on work relations in ReWalk.

 

     

    -8-

    

 

		11.	Compensation of members of ReWalk's Board 

 

		11.1	Compensation of non-executive directors

 

The non-executive
members of ReWalk's Board may (and, in the case of external directors, shall) be entitled to remuneration and refund of expenses
according to the provisions of the Companies Regulations (Rules on Remuneration and Expenses of Outside Directors), 2000, as amended
by the Companies Regulations (Relief for Public Companies Traded in Stock Exchange Outside of Israel), 2000, as such regulations
may be amended from time to time.

 

In addition,
the non-executive members of ReWalk's Board may be eligible to participate in ReWalk’s equity plans. Such Equity-based Awards
will not exceed in value (based on accepted valuation methods), on the date of grant, $500,000, per vesting annum (calculated on
a linear basis). Equity-based awards will vest over a period of not less than 1 year. The provisions of Section 8.2 above regarding
acceleration of vesting will apply, mutatis mutandis, to Equity-based Awards granted to non-executive members of ReWalk's Board.

 

		12.	Exculpation, indemnification and insurance 

 

		12.1	Exculpation 

 

ReWalk may exculpate
the members of its Board and its Executive Officers from a breach of duty of care, to the extent permitted by applicable law.

 

		12.2	Indemnification

 

ReWalk may indemnify
the members of its Board and its Executive Officers to the fullest extent permitted by applicable law, for any liability and expense
that may be imposed on the Executive Officer, all subject to applicable law.

 

		12.3	Insurance

 

ReWalk will provide
"Directors and Officers Insurance" the members of its Board and its Executive Officers. The maximum aggregate coverage
for any such insurance policy will not exceed USD 50,000,000, and the annual premium payable for such coverage will not exceed
USD 500,000.

 

		13.	Board's discretion to reduce compensation elements

 

		13.1	The Board may, at its sole discretion, approve compensation terms which are lower than the amounts
described herein.

 

		13.2	The Board has the right to reduce any variable compensation to be granted to an Executive Officer
due to special circumstances determined by the Board.

 

     

    -9-

    

 

		14.	Compensation recovery (Claw-back) 

 

		14.1	In the event of an accounting restatement, ReWalk shall be entitled to recover from any Executive
Officer bonus compensation paid, in the amount of the excess over what would have been paid under the accounting restatement, with
a 36 month (three-year) look-back from the date of the restatement.

 

		14.2	The compensation recovery may apply to former Executive Officers of ReWalk. ReWalk will only seek
reimbursement from the Executives to the extent such Executives would not have been entitled to all or a portion of such compensation,
based on the financial data included in the restated financial statements. The Compensation Committee will be responsible for approving
the amounts to be recouped and for setting terms for such recoupment from time to time.

 

		14.3	Notwithstanding the aforesaid, the compensation recovery will not be triggered in the event of
a financial restatement required because of changes in the applicable financial reporting standards.

 

		14.4	Nothing in this Section 14 derogates from any other "Claw-back" or similar provisions
regarding disgorging of profits imposed on Executive Officers by virtue of applicable securities laws.

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