Document:

Exhibit 4.4

 

Nayax Ltd.

 

(Hereinafter: the
 “Company”)

 

Remuneration
Policy for Officers of the Company

 

(Hereinafter: the
 “Policy” and/or the “Remuneration Policy”)

 

    

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Remuneration
Policy for Officers

 

of Nayax Ltd.
(the “Company”)

 

		1.	Purposes
                                            of the Remuneration Policy

 

		1.1	This document
                                            constitutes the Remuneration Policy for the officers of the Company,1
                                            as defined in the Companies Law, 5759-1999 (the “Companies Law”).

 

		1.2	This Remuneration
                                            Policy is a multi-year policy that shall remain valid for a period of five years from its
                                            approval date, pursuant to Section 1 of the Companies Regulations (Easements Regarding
                                            the Obligation to Establish a Remuneration Policy), 5773-2013.

 

		1.3	This Remuneration
                                            Policy includes details regarding the remuneration components that the Company’s Officers
                                            may be entitled to (all or part thereof) under the employment agreements or the management
                                            services agreements (as relevant) signed or to be signed with them. It should be emphasized
                                            that this Policy does not grant rights to Officers of the Company, and the Officers of the
                                            Company shall have no vested right, by virtue of adopting this Remuneration Policy alone,
                                            to receive any of the remuneration components described in the Remuneration Policy. The remuneration
                                            components to which an Officer shall be entitled, shall only be those that are specifically
                                            approved by the competent organs of the Company and subject to the provisions of any law.

 

		2.	Definitions

 

	“Base
    Index”	 	The consumer
    price index known for April 2021. It is clarified that the amounts set forth in this Remuneration Policy shall be linked to
    increases in the Base Index, and shall be no less than the amounts set forth in this Policy.
	 	 	 
	“Officer”	-	As such term is defined
    in the Companies Law.
	 	 	 
	“Terms of Office
    and Employment”	-	As such term is defined
    in the Companies Law, as it may be from time and time, and as of the date of adopting this Remuneration Policy: the terms of office
    or employment of an Officer, including granting an exemption, guarantee, undertaking for indemnification or indemnification under
    an indemnification permit, retirement bonus, and any benefit, other payment or undertaking for such a payment, that are granted due
    to such office or employment.

 

 

1 The term “Officer”
in this Policy shall have the same meaning as defined in the Companies Law.

 

    

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		3.	Purposes
                                            of the Remuneration Policy and Underlying Considerations

 

		3.1	The following
                                            considerations, inter alia, underlie the Remuneration Policy:

 

		3.1.1	Promoting
                                            the Company’s objectives, its work plan and its policy in the long term;

 

		3.1.2	Creating
                                            a reasonable and appropriate system of incentives for the Company’s Officers, inter
                                            alia considering the Company’s nature, its business activity, its risk management
                                            policy and the Company’s employment relationship;

 

		3.1.3	The Company’s
                                            size and the nature of its activity;

 

		3.1.4	On the
                                            matter of terms of office and employment that include variable components - the Officer’s
                                            contribution to the achievement of the Company’s targets and maximizing its profits,
                                            in the long term, according to the Officer’s position;

 

		3.1.5	Providing
                                            the required tools for hiring, incentivizing and retaining talented and skilled Officers
                                            of the Company, who may contribute to the Company and maximize its long term profits;

 

		3.1.6	Tying
                                            the Officers’ remuneration to the Company’s performance, while adjusting the
                                            remuneration of the Officers to their contribution in achieving the Company’s targets
                                            and maximizing its profits, in the long term and in accordance with their position;

 

		3.1.7	Creating
                                            a proper balance between the various remuneration components (fixed components vis-a-vis
                                            variable components).

 

		3.2	The underlying
                                            purposes of the Remuneration Policy:

 

		3.2.1	Improving
                                            the business results and increasing the Company’s revenues and profitability over time;

 

		3.2.2	Supporting
                                            the implementation of the Company’s business strategy;

 

		3.2.3	Increasing
                                            Officers’ sense of identification with the Company by creating a common interest;

 

		3.2.4	Creating
                                            a direct connection between performance and remuneration;

 

    

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		3.2.5	Increasing
                                            motivation, level of ambitiousness and striving for excellence;

 

		3.2.6	Increasing
                                            satisfaction and retaining Officers over time.

 

		4.	Parameters
                                            for Determining the Terms of Remuneration

 

		4.1	Below are
                                            the general parameters that shall be taken into account when examining the remuneration terms
                                            of the Officers of the Company:

 

		4.1.1	The education,
                                            qualifications, expertise, professional experience, seniority (at the Company in particular
                                            and in their profession generally) and achievements of the Officer;

 

		4.1.2	The Officer’s
                                            position, areas of responsibility, and terms of employment under previous salary agreements
                                            signed with the Officer and/or, if relevant, with the Officer that preceded him in the position;

 

		4.1.3	The Officer’s
                                            contribution to the Company’s performance, to achieving its strategic targets, to implementing
                                            its work plans, and to its profits, resilience and stability;

 

		4.1.4	The degree
                                            of responsibility imposed on the Officer for his position at the Company;

 

		4.1.5	The Company’s
                                            need to retain the Officer in light of his qualifications, his knowledge and/or his unique
                                            expertise.

 

		4.1.6	The existence
                                            or absence of any material change in the position or function of the Officer or in the demands
                                            of the Company from the Officer;

 

		4.1.7	The complexity
                                            and nature of the Company’s activity;

 

		4.1.8	Market
                                            conditions, competition and the regulatory environment in which the Company operates;

 

		4.1.9	The ratio
                                            between the fixed component in the Officer’s terms of office and employment and variable
                                            components, according to the definitions set forth in the framework of this Policy;

 

		4.1.10	The ratio
                                            between the cost of the terms of office and employment of the Officer and the salary cost
                                            of all other Company employees and contractor workers2
                                            who are employed with the Company, in particular the ratio to the average and
                                            median salary of such employees, and the effect of the differences between them on labor
                                            relations at the Company;3

 

 

2
                                            In this respect: “Contractor employees who
                                            are employed by the Company” - employees of a manpower contractor of whom the Company
                                            is the actual employer, and employees of a service contractor who are employed in providing
                                            services to the Company; in this respect “Manpower Contractor”, “Service
                                            Contractor”, “Actual Employer” - as such are defined in the Employees Employed
                                            by Manpower Contractors Law, 5756-1996; “Cost of salary” - any payment for employment,
                                            including employer’s provisions, payment for retirement, vehicle and vehicle use expenses
                                            and any other benefit or payment.

3
In this respect, “average salary” - the average salary level, calculated by calculating
the amount of all payments to people employed in the Company (whether as employees or as consultants, including contractor workers employed
by the Company) and dividing this amount by the number of people employed in the Company, whether as employees or as consultants, including
contractor workers employed by the Company; “median salary” - the salary level that half of the people employed in the Company
(whether as employees or as consultants, including contractor workers employed by the Company) earn more than, and half earn less than.

 

    

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		4.1.11	The reasonableness
                                            of the remuneration mechanisms and the scopes of the amounts also relative to the customary
                                            conditions on the market for Officers serving in similar positions in similar companies.

 

		4.1.12	With
                                            respect to terms of office and employment that include variable components - the possibility
                                            of reducing the variable components at the discretion of the board of directors, and the
                                            possibility of determining a maximum amount for the realization value of variable equity
                                            components that are not cleared in cash.

 

		4.1.13	With
                                            respect to terms of office and employment that include retirement bonuses - the Officer’s
                                            period of office or employment, terms of office and employment in this period, the Company’s
                                            performance in the foregoing period, the Officer’s contribution to the achievement
                                            of the Company’s targets and maximizing its profits, and circumstances of retirement.

 

		5.	The Ratio
                                            Between the Remuneration to Officers and the Remuneration to the Other Company Employees
                                            and Remuneration of Officers in Similar Companies

 

		5.1	In determining
                                            the remuneration terms of the Officers of the Company, the following, inter alia,
                                            shall be examined - the ratio between the average cost of the terms of office and employment
                                            of each Officer of the Company and the average and median salary cost of the other Company
                                            employees.4
                                            As of the date of adopting the Remuneration Policy, the ratio between the average cost of
                                            the terms of office and employment of each Officer of the Company and the average and median
                                            salary cost of the other Company employees is 3.8 and 4.5, respectively. In the estimate
                                            of the Company’s board of directors, this ratio is reasonable and does not adversely
                                            affect labor relations at the Company.5

 

 

4
                                            On this matter, see Footnote 3.

5
In this regard see Footnote 3; it is clarified that for purpose of calculation said ratio:
(a) we examined the terms of service and employment of officers and employees of the Company and of its subsidiaries incorporated in
Israel (not including hourly employees and part-time employees); (b) the salary that is taken into account for purpose of the calculation
is for March 2021; (c) the bonus that is taken into account for purpose of the calculation is the expected bonus for 2021 according to
the Company’s estimates, and (d) the options calculated as part of the costs of the terms of service and employment of the officers
of the Company are the options granted in 2019 and 2020, while this calculation did not take into account the options to be allocated
to Mr. Yair Nechmad and Mr. David Ben-Avi on the closing date of the IPO of the Company’s shares (see Section ‎13.5
below).

 

    

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		5.2	Benchmark
                                            salary comparison

 

Before
approving an Officer’s remuneration terms, the Company shall act inasmuch as possible to prepare a salary survey, which shall be
prepared internally or through an external consultant, or shall be based on an existing salary survey, which shall compare and analyze
the overall remuneration level offered to the Officer of the Company compared to overall remuneration packages of Officers in positions
similar to the position of the relevant Officer, in other companies of the same type as the Company and/or which operate in the Company’s
field of business, and inasmuch as possible, with a scope of activities that is similar to that of the Company. For the avoidance of
doubt it should be clarified that using the benchmark salary survey is not mandatory, and in any case, if such a comparison is made,
its results shall not be binding upon the Company when making decisions pertaining to the remuneration of Officers in accordance with
the Remuneration Policy.

 

		6.	Remuneration
                                            Terms - General

 

		6.1	The
                                            remuneration terms that are offered to Officers of the Company shall be determined while
                                            referring to the parameters set forth in Section ‎4
                                            above, noting the salary survey as foregoing in Section 5.2 above.

 

		6.2	In general,
                                            the Company shall act to have the remuneration terms of new Officers approved before the
                                            date of commencing employment at the Company, and not retroactively. Retroactive approval
                                            of remuneration terms shall only be performed in special cases.

 

    

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		7.	Remuneration
                                            Package Components

 

The
Remuneration of Officers of the Company shall be based on all or part of the following remuneration components:

 

		7.1	Base
                                            salary - base salary or management fees.

 

		7.2	Employment
                                            benefits - as detailed in Section 9 below.

 

		7.3	Exemption,
                                            indemnification and/or insurance - as detailed in Section ‎10.

 

		7.4	Terms
                                            of termination of office - as detailed in Section ‎11
                                            below.

 

		7.5	Variable
                                            remuneration (bonuses) - short- and medium-term remuneration, which includes inter alia
                                            management and business target-oriented bonuses and discretionary bonuses.

 

		7.6	Variable
                                            equity remuneration - long-term remuneration, designed to create common interest between
                                            maximizing value for the Company’s shareholders, as expressed in the increase of the
                                            value of the Company’s shares, and the remuneration given to the Company’s Officers.

 

The remuneration
components listed in Section 7.5 above and this Section ‎7.6
shall be termed “variable components”.

 

		8.	Base Salary
                                            (Fixed Component)

 

The
base salary to Company officers (fixed salary only, without variable components) shall be determined pursuant to the parameters listed
in Section ‎4 above, noting the salary survey as provided in
Section 5.2 above, subject to the annual cost limit of the fixed component, as detailed below.

 

For
the matter of this Remuneration Policy, “Fixed Component Cost” - the fixed component in the remuneration terms of
the officer, in terms of employer costs, gross (for the avoidance of doubt, excluding employment benefits as detailed in Section 9
below, and excluding variable components).

 

		8.1	Company
                                            CEO and CTO

 

The annual
cost of the fixed component in the terms of office and employment of the Company CEO and the Company CTO shall not exceed ILS 2,160,000
for a 100% position.

 

		8.2	CEO
                                            subordinates

 

The annual
cost of the fixed component in the terms of office and employment of the Officers subordinate to the CEO (excluding the CTO) shall not
exceed ILS 1,500,000 for a 100% position.

 

    

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Notwithstanding
the foregoing, in special cases, with respect to Officers subordinate to the CEO (excluding the CTO), whose place of residence is outside
Israel, the Company’s competent organs shall be allowed to determine that the annual cost of the fixed component in the terms of
office and employment of the Officers subordinate to the CEO as foregoing shall not exceed ILS 2,160,000 per annum for a 100% position.

 

		8.3	Chairman
                                            of the Board of Directors

 

The annual
cost of the fixed component in the terms of office and employment of the Chairman of the Board of Directors shall not exceed ILS 1,800,000
for a 100% position. It is clarified that a Chairman of the Board of Directors who serves as an Officer in another position at the Company
shall not be entitled to any additional remuneration for his service as the chairman of the board.

 

		8.4	General

 

		8.4.1	The limit
                                            amounts detailed in this Section 8 above shall be linked to increases in the Base Index.
                                            In addition, the limit of the fixed component cost, set forth in this Remuneration Policy,
                                            shall be increased each year at a nominal rate of 5%.

 

		8.4.2	In case
                                            of a scope of position of less than 100%, the maximum annual cost of the foregoing fixed
                                            component shall be calculated relatively to the Officer’s scope of position in practice.

 

		8.4.3	The salary
                                            component set forth in the Officer’s individual employment agreement may be linked
                                            to increases in the consumer price index.

 

		9.	Benefits
                                            Attached to Officers’ Remuneration

 

		9.1	Officers
                                            who are the Company’s employees shall be entitled (at the least) to social benefits
                                            by law, such as pension savings, severance pay provisions, loss of working capacity insurance,
                                            vacation days, sick leave, convalescence, travel expenses etc.

 

		9.2	In addition,
                                            Officers’ remuneration package may include additional employment benefits (including
                                            grossing up of expenses for them), including:

 

		9.2.1	Entitlement
                                            to receive a Company vehicle (including by way of leasing), pursuant to the customary standard
                                            for Officers of their rank at the Company and/or at companies in the Company’s field
                                            of activity, or in companies with a scope of activity similar to that of the Company, including
                                            participation in vehicle, fuel and related expenses, including, as the Company decides, grossing
                                            up of the value of the vehicle and attached expenses.

 

		9.2.2	Communications
                                            and media (such as landline telephone, mobile telephone, computer, internet, newspaper subscriptions).

 

    

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		9.2.3	Holiday
                                            gifts.

 

		9.2.4	Provisions
                                            for Managers’ insurance/pension fund (including provisions for remunerations, severance
                                            pay and provision for loss of working capacity) and provisions for study fund.

 

		9.2.5	Vacation
                                            days also beyond the provisions of the law, up to a maximum of 28 vacation days per year.

 

		9.2.6	Professional
                                            seminars.

 

		9.2.7	Reimbursement
                                            of expenses in the framework of their position (including, but not only, reimbursement for
                                            meals, travel expenses, hosting expenses and stays abroad and in Israel).

 

		9.2.8	Participation
                                            in the cost of meals.

 

		9.2.9	Relocation
                                            expenses.

 

		9.2.10	Participation
                                            in private health insurances.

 

		9.3	The employment
                                            benefits for Officers of the Company who are employed as freelancers and not as employees
                                            shall be depicted in the management fees, except for reimbursements of expenses that were
                                            made in the framework of their position as customary at the Company.

 

		10.	Release, Indemnity
                                            and Insurance of Officers

 

		10.1	Letters
                                            of indemnity for Officers: The Company shall be allowed to undertake to grant letters
                                            of indemnity to Officers of the Company to be granted to them in a form to be approved from
                                            time to time by the Company’s competent organs, subject to receiving the approvals
                                            required by law, the provisions of any law and the provisions of the Company’s Articles
                                            of Association.

 

		10.2	Release
                                            for Officers: The Company shall be allowed to undertake to grant Officers of the Company
                                            a release, in advance, from liability for the violation of the duty of care against the Company,
                                            subject to receiving the approvals required by law, the provisions of any law and the provisions
                                            of the Company’s Articles of Association.

 

    

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		10.3	Officers’
                                            insurance: Subject to the provisions of the law, the Officers shall be entitled to benefit
                                            from coverage of a directors’ and officers’ insurance liability insurance policy,
                                            including from coverage of a POSI (Public Offering of Securities Insurance) policy, which
                                            the Company shall acquire from time to time. Without derogating from the foregoing, the Company’s
                                            engagement in a directors’ and officers’ liability policy and/or POSI insurance
                                            policy shall be subject to the approval of the Remuneration Committee only (and the approval
                                            of the Company’s board of directors - as required pursuant to any law), insofar as
                                            the insurance policy meets the conditions detailed below, as long as the engagement is under
                                            market conditions and may not materially affect the Company’s profitability, assets
                                            or liabilities:

 

		10.3.1	The insurer’s
                                            liability limit in the framework of each insurance policy as foregoing shall not exceed USD
                                            35 million per event and for the insurance period.

 

		10.3.2	The cost
                                            of the annual premium to be paid by the Company to the insurance company for each insurance
                                            policy as foregoing, as well as the deductible amounts to be determined in the framework
                                            of each policy as foregoing, shall be in accordance with market conditions at the time of
                                            preparing each policy, as long as the cost is immaterial to the Company.

 

		10.3.3	The policy
                                            may include insurance for the Company’s own liability (entity cover) against claims
                                            pursuant to securities laws filed against it (whether such claims are filed against it alone
                                            or they are filed against both the Company and an Officer of the Company).

 

		10.3.4	In addition,
                                            the Company shall be allowed to acquire, at its discretion, a run-off insurance policy for
                                            directors, Officers and officeholders of the Company, for a period of no more than seven
                                            years, as long as the cost of the annual premium to be paid by the Company to the insurance
                                            company for a policy as foregoing, as well as the deductible amounts to be determined in
                                            the framework of the policy as foregoing, shall be in accordance with market conditions at
                                            the time of preparing the policy.

 

		11.	Terms
                                            of Termination of Office

 

		11.1	Severance
                                            pay

 

		11.1.1	Officers
                                            who are employees of the Company shall be entitled to severance pay (insofar as they are
                                            dismissed not under circumstances for which it is possible to revoke severance pay in Israel
                                            - at an amount that shall not exceed the product of multiplying the relevant Officer’s
                                            gross monthly salary at the time of the termination of employment at the Company by the number
                                            of years of employment at the Company, and insofar as they resigned - in an amount that shall
                                            not exceed the amounts accumulated in the severance pay fund of such Officer), or compensation
                                            pursuant to Section 14 of the Severance Pay Law, 5723-1963 (both upon the termination
                                            of employment of the Officer at the Company at the behest of the Company and upon the termination
                                            of employment of the Officer at the Company at the behest of the Officer).

 

    

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		11.1.2	Officers
                                            employed at the Company through a service agreement shall not be entitled to severance pay.

 

		11.2	Prior
                                            notice

 

		11.2.1	The prior
                                            notice period shall be determined individually in the employment agreement of each Officer.

 

		11.2.2	The advance
                                            notice period shall not exceed six (6) months, with respect to the Company’s CEO,
                                            with respect to the CTO and with respect to Officers subordinate to the CEO.

 

		11.2.3	In the
                                            advance notice period, the Officer shall be required to continue fulfilling his position,
                                            unless the CEO decides (with respect to an Officer subordinate to the CEO) or the Company’s
                                            board of directors decides (with respect to the CEO) that he shall not continue fulfilling
                                            his role in practice.

 

		11.2.4	In the
                                            advance notice period, the Officer shall be entitled to the base salary and employment benefits
                                            (as detailed in Sections 8 and 9 above, and pursuant to the employment agreement of the relevant
                                            Officer). In addition, the Officer may be entitled, with respect to the period in which he
                                            was employed in practice, also to bonuses, according to his individual terms of employment.

 

		11.3	Adaptation
                                            period

 

		11.3.1	In addition
                                            to the foregoing in Section ‎11.2
                                            above, the Company shall be allowed to determine in the employment agreement of any officer
                                            that he shall be entitled to an adaptation period (this whether as part of a non-compete
                                            obligation or otherwise), which shall not exceed six (6) months, with respect to the
                                            CEO, CTO or any of the Officers subordinate to the CEO.

 

		12.	Bonuses

 

The
remuneration package of an Officer of the Company may include entitlement to bonuses based on measurable targets and discretionary bonuses,
as detailed below:

 

		12.1	Bonus
                                            limit:

 

The amount
of bonuses based on measurable targets (as provided in Section ‎12.2
below) plus the amount of the discretionary bonuses (as provided in Sections ‎12.3
and ‎12.3.2 below) which may be paid to an Officer for any calendar
year, shall not exceed:

 

		(a)	With
                                            respect to the Company’s CEO and CTO - the cost Fixed Component Cost (as this term
                                            is defined in Section 8 above) of each of the CEO and the CTO with respect to a nine
                                            (9) month period. Out of this amount, the discretionary bonus amount (as provided in
                                            Section 12.3 below) shall not exceed the Fixed Component Cost (as this term is defined
                                            in Section ‎8
                                            above) of the CEO or of the CTO (as applicable) with respect to a period of three (3) months;
                                            and

 

    

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		(b)	With
                                            respect to the Officers subordinate to the CEO - the Fixed Component Cost (as this term
                                            is defined in Section 8 above) of the Officer with respect to a nine (9) month
                                            period.

 

		12.2	Bonus
                                            based on measurable targets:

 

The bonus
amount that is based on measurable targets shall be calculated based on measurable criteria, which shall be determined (if at all) by
the Company’s competent organs (and with respect to Officers who are not the Chairman of the Board of Directors or the CEO - after
receiving the CEO’s recommendation), with respect to each Officer, in accordance with the position of the relevant Officer, such
as (but not necessarily only) financial targets (such as EBITDA targets; cash flow targets etc.), operational targets (such as savings
in operating costs and general and administrative expenses), strategic targets (such as meeting timetables, winning tenders and engaging
in significant agreements), sales targets (increase in the quantity of hardware sold or the number of units connected to the Company’s
servers and receiving services) and corporate governance targets and additional general targets of the Company.

 

The targets
shall be defined once annually by the Company’s competent organs, with every target or a number of targets together attributed
a weight out of the target-based remuneration component to which the Officer shall be entitled to, should such target or targets be achieved.
The Remuneration Committee and the board of directors may determine a minimum range for which no bonus shall be paid for any target,
and a numerical target for which the full bonus component for that target shall be paid.

 

		12.3	Discretionary
                                            bonuses:

 

		12.3.1	In addition
                                            to the bonuses based on measurable targets as provided in Section ‎12.2
                                            above, subject to the recommendation of the Company CEO (and with respect to the CEO and
                                            the chairman of the board - subject to the approval of the board of directors), the Company’s
                                            competent organs (subject to the provisions of any law) shall be allowed to grant Officers
                                            of the Company discretionary bonuses on the basis of, inter alia, the following qualitative
                                            criteria:

 

		•	The Officer’s
                                            contribution to the Company’s business, profits, resilience and stability;

 

    

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		•	The Company’s
                                            need to retain an Officer possessing unique qualifications, knowledge or expertise;

 

		•	The degree
                                            of responsibility imposed on the Officer;

 

		•	Changes
                                            to the Officer’s responsibility over the year;

 

		•	Satisfaction
                                            with the Officer’s function (including an assessment of the degree of involvement and
                                            care that the Officer demonstrates when performing his position);

 

		•	Evaluation
                                            of the Officer’s ability to work in cooperation and coordination with the team;

 

		•	The Officer’s
                                            contribution to proper corporate governance and supervision and ethics environment;

 

		•	Personal
                                            evaluation to be given by the Officer in charge of the bonus recipient, detailing the pertinent
                                            reasons at the basis of his recommendation.

 

		12.3.2	Non-recurring
                                            bonus

 

In addition
to the bonuses set forth in Sections ‎12.2 and ‎12.3.1
above, the Company may grant an Officer a non-recurring bonus for a unique contribution and/or considerable efforts and/or special and
exceptional achievements of the Company that the Officer made a significant contribution in achieving and/or upon the occurrence of a
material and exceptional business event that may be beneficial to the Company and/or its strategic plan. The non-recurring bonus shall
be subject to the bonus limits set forth in Section ‎12.1 above.

 

The amount
of the non-recurring bonus to the Company CEO, CTO and chairman of the board (if granted) for a calendar year (for the avoidance of doubt,
in addition to the amount of the discretionary bonus as provided in Section ‎12.3.1
above), shall not exceed the cost of the fixed component (as this term is defined in Section 8 above) of the Company CEO, CTO or
chairman of the board (as relevant) with respect to a period of three (3) months, all subject to the provisions of any law regarding
the remuneration of Officers who are controlling shareholders of the Company.

 

The amount
of the non-recurring bonus to Officers subordinate to the CEO, excluding the CTO (if granted), for a calendar year, shall not exceed
the cost of the fixed component (as this term is defined in Section ‎8
above) of Officers subordinate to the CEO, with respect to a period of six (6) months, all subject to the provisions of any law
regarding the remuneration of Officers who are controlling shareholders of the Company.

 

    

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		12.4	Recovery
                                            of bonuses granted on the basis of misleading financial information (claw back)

 

		12.4.1	Insofar
                                            as it is discovered that an Officer was paid a bonus directly on the basis of data that turned
                                            out to be misleading, and which was restated in the Company’s financial statements
                                            in the three year period following the approval date of the bonus, the Officer shall return
                                            to the Company any amount paid to the Officer in excess (and vice versa) (“Recovery
                                            Amount”).

 

		12.4.2	Such
                                            recovery shall not apply in cases where the Company’s financial statements were restated
                                            as the result of changes in the applicable law or to regulations pertaining to accounting
                                            principles. In exceptional cases (such as the violation of the provisions of law), the Company’s
                                            board of directors shall have the authority to postpone the payment of the bonus or to reduce
                                            the amount of the bonuses that an Officer is entitled to, at the board of directors’
                                            full discretion.

 

		13.	Equity
                                            Remuneration

 

		13.1	Subject
                                            to the existence of an equity remuneration policy for the Company (“Equity Remuneration
                                            Policy”), in effect as of the granting date, and subject to the provisions of any
                                            law, the Company’s competent organs may, from time to time, allocate to Officers of
                                            the Company, as part of the Officers’ remuneration package, option warrants, restricted
                                            stock units, restricted shares and/or other equity instruments of the Company, pursuant to
                                            the Equity Remuneration Policy.

 

		13.2	The quantity
                                            of options, restricted stock units, restricted shares and/or other equity instruments that
                                            is granted to an Officer in practice shall be subject to the decision of the Company’s
                                            competent organs.

 

		13.3	In the
                                            framework of the discussion on granting an equity remuneration, the Company’s Remuneration
                                            Committee and board of directors shall examine the underlying rationale of the grant, and
                                            in particular whether the foregoing grant is an appropriate incentive for maximizing the
                                            Company’s profit in the long term.

 

    

    15

    

 

		13.4	Maximum
                                            value on the granting date - The maximum value on the granting date of equity remuneration
                                            cleared with equity instruments, granted to a single Officer, pursuant to one of the customary
                                            methods of valuations, divided by the number of years of vesting, i.e. the maximum value
                                            of the equity remuneration per year on the granting date, shall be no more than the following
                                            maximum values (it is clarified that such amount is not necessarily consistent with the amounts
                                            of the registration of the expense in the financial statements pursuant to the generally-accepted
                                            accounting principles in Israel):

 

		13.4.1	CEO
                                            and CTO - the Fixed Component Cost (as this term is defined in Section 8 above)
                                            of the Company CEO or CTO (as relevant) with respect to a twenty-four (24) month period;

 

		13.4.2	Officers
                                            subordinate to the CEO - the Fixed Component Cost (as this term is defined in Section 8
                                            above) of Officers subordinate to the CEO (excluding the CTO), with respect to a nine (24)
                                            month period;

 

		13.4.3	Directors
                                            (who do not serve as other Officers of the Company) – Double the Annual Remuneration,
                                            as defined in the Remuneration Regulations (as defined below).

 

		13.5	Special
                                            grant - Notwithstanding the foregoing in Section ‎13.4
                                            above, and in addition to options that may be allocated by virtue of it, on the date of the
                                            first public offering of the Company’s shares, each of Mr. Yair Nechmad, CEO of
                                            the Company, and Mr. David Ben Avi, Chief Technology Officer of the Company, shall be
                                            allocated 7,250,000 options convertible into the Company’s shares, which shall vest,
                                            in five annual portions, subject to compliance with sales growth targets and the rate of
                                            the Company’s gross profit in each calendar year 2021 to 2025 (up to an including),
                                            as determined in the services agreements signed with them (through a company that they own).
                                            The exercise price of the options as foregoing shall be the price set for the Company’s
                                            share in the framework of the first public offering of the Company’s shares, and they
                                            shall be exercisable from their vesting date until the end of five (5) years of the
                                            vesting date of any portion.

 

		13.6	Exercise
                                            price (options) - The exercise price of options to be granted to an Officer after the
                                            closing date of the first public offering of the Company’s shares shall be equal to
                                            the weighted average of the price of the Company’s share on TASE in the last thirty
                                            (30) days before the date of the board of directors’ approval with respect to their
                                            allocation. The exercise price shall be subject to the adjustment provisions set forth in
                                            the equity remuneration plan (according to the formula from time to time) and/or the allotment
                                            letter. Under exceptional circumstances of significant fluctuation in the prices of the Company’s
                                            securities in the period preceding the date of allotment of any warrants by the Company,
                                            the Remuneration Committee and the board of directors may determine a shorter or longer period
                                            for examining the average price of the Company’s shares prior to the grant.

 

		13.7	Vesting
                                            period - Option warrants, restricted stock units, restricted shares and/or other equity
                                            instruments of the Company that are granted to Officers shall vest in a number of portions
                                            (equal or not equal), which shall be determined by the Remuneration Committee and the Company’s
                                            board of directors, and shall vest over at least three years of their granting date. This
                                            shall be subject to adjustment and acceleration mechanisms as determined in the equity remuneration
                                            plan and/or the allocation letter.

 

    

    16

    

 

		13.8	Expiry
                                            date (options) - Options that were allocated and not exercised shall expire within a
                                            period of no more than 10 years of their allocation date.

 

		14.	Provision
                                            of Loans to Officers of the Company

 

		14.1	The Company
                                            shall be allowed, subject to the approvals required pursuant to the Companies Law, to provide
                                            loans to Officers of the Company, as long as in any case, the total unpaid principal amount
                                            of all loans to any Officer shall not exceed an amount equal to 10 times the monthly Fixed
                                            Component Cost (as defined in Section 8 above) of the relevant Officer, that the repayment
                                            period of any loan shall not exceed 5 years of the date of the provision of the loan, and
                                            that the loan shall bear interest at an annual rate that shall be no less than the interest
                                            rate determined from time to time as provided in Section 2(a)(3) of the Income
                                            Tax (Determining Interest Rate) Regulations, 5745- 1985.

 

		14.2	Notwithstanding
                                            Section 14.1, the Company shall not approve, extend or otherwise facilitate any loan
                                            in violation of the Sarbanes-Oxley Act of 2002.

 

		15.	Remuneration
                                            of Directors

 

		15.1	Remuneration
                                            of directors, including outside directors, and excluding the chairman of the board and directors
                                            who receive remuneration for their service as other Officers of the Company, shall be determined
                                            pursuant to the provisions of the Companies (Rules Concerning Remuneration and Expenses
                                            of External Directors) Regulations, 5760-2000 (the “Remuneration Regulations”)
                                            pursuant to the rank in which the Company is classified for time to time pursuant to the
                                            Remuneration Regulations. Accordingly, the directors may be entitled to an “expertise
                                            addition” for an expert director (pursuant to the definition of the term “expert
                                            outside director” in the Remuneration Regulations), according to the “expertise
                                            addition” set forth in Regulation 5A of the Remuneration Regulations.

 

		15.2	In
                                            addition, pursuant to the provisions of the law, the Company shall be allowed to allocate
                                            option warrants, restricted stock units, restricted shares and/or other equity instruments
                                            of the Company to directors (who do not serve as Officers who are not directors of the Company),
                                            pursuant to the provisions of Section ‎13
                                            above.

 

		15.3	Remuneration
                                            for directors pursuant to the Director Remuneration Regulations shall not be paid to directors
                                            who receive remuneration for their service as Officers (who are not directors) of the Company.
                                            However, it is possible that a director would be paid additional remuneration for service
                                            as a director in corporations held by the Company.

 

    

    17

    

 

		15.4	All
                                            members of the board of directors shall be entitled to benefit from officers’ liability
                                            insurance arrangements, indemnification and exemption, as provided in Section ‎10
                                            above and as is customary with the Company and in accordance with the description in this
                                            Policy.

 

		16.	Ratio
                                            Between the Fixed Remuneration Component and Variable Remuneration

 

		16.1	CEO
                                            and CTO - The ratio between the annual cost of the variable components (i.e., the components
                                            set forth in Sections 12 and ‎13
                                            above) in the remuneration package of the Company’s CEO and CTO, and the annual Fixed
                                            Component Cost provided in Section 8 above) in the remuneration package of the Company’s
                                            CEO and CTO shall not exceed 2.75:1. In determining this ratio, the benefit arising from
                                            the non-recurring allocation set forth in Section ‎13.5
                                            of this Policy shall not be taken into account.

 

		16.2	Officers
                                            subordinate to the CEO other than the CTO - The ratio between the annual cost of the
                                            variable components (i.e., the components set forth in Sections and above) in the remuneration
                                            package of the Officers subordinate to the CEO and the annual Fixed Component Cost in their
                                            remuneration package (as provided in Section above) shall not exceed 2.75:1.

 

		17.	Extension
                                            and Change of Existing Agreements with the Officers

 

		17.1	Prior
                                            to the approval of the extension of an Officer’s employment agreement, the existing
                                            remuneration package (insofar as the extension is without any change in the terms) or the
                                            proposed remuneration package (insofar as the extension is with changes in terms) of the
                                            Officer shall be examined, taking into consideration the parameters in Section ‎4
                                            above, and inasmuch as possible also considering the up-to-date salary survey as provided
                                            in Section 5.2 above.

 

		17.2	Subject
                                            to the provisions of the law, nonmaterial changes in the terms of office of the Company CEO
                                            shall require the prior approval of the Remuneration Committee only, if it approved that
                                            this is a immaterial change in the terms of employment.

 

		17.3	Subject
                                            to the provisions of the law, nonmaterial changes in the terms of office and employment of
                                            an Officer subordinate to the Company CEO shall be approved by the Company CEO alone, and
                                            shall not require the approval of the Remuneration Committee, as long as the terms of office
                                            and employment of such Officer are consistent with this Remuneration Policy.

 

		17.4	With
                                            respect to Sections ‎17.2
                                            and ‎17.3 above,
                                            a “nonmaterial change in the terms of office and employment” - a change
                                            of no more than 5% with respect to all terms of office and employment of the officer, in
                                            each calendar year, but cumulatively, no more than 10% with respect to all terms of office
                                            and employment of the Officer, as approved by the Remuneration Committee and the Company’s
                                            board of directors (and the Company’s general meeting, if relevant), and subject to
                                            the remuneration meeting all other provisions of this Remuneration Policy.

 

    

    18

    

 

		18.	General

 

		18.1	Approving
                                            remuneration to an Officer pursuant to this Remuneration Policy, shall be made by the Company’s
                                            competent organs, and subject to the provisions of any law as such shall apply from time
                                            to time.

 

		18.2	The Company’s
                                            board of directors is charged with managing the Remuneration Policy and with its implementation,
                                            and with all the actions required for this purpose, including the authority to interpret
                                            the provisions of the Remuneration Policy in cases of doubt regarding its implementation.

 

		18.3	The Company’s
                                            Remuneration Committee and board of directors shall from time to time examine this Remuneration
                                            Policy, as well as the need to adjust it, inter alia in accordance with the considerations
                                            and principles set forth in this Policy. Such adjustments shall be brought for approval as
                                            set forth pursuant to law.

 

******Exhibit 10.1

 

EMPLOYMENT AGREEMENT

 

This Employment
Agreement (“Agreement”) is entered into as of September 1, 2022 (the “Execution
Date”), by and between RADNET MANAGEMENT, INC., a Delaware corporation (the “Company”), and Mark D. Stolper
(the “Employee”). As of the Execution Date, the Company is a wholly-owned subsidiary of RadNet, Inc., a Delaware
corporation (“RNI” and together with the Company and any RNI or Company affiliated entity is collectively the “Group”).

 

In consideration
of the mutual covenants and conditions set forth herein, and other good and valuable consideration, the parties hereby agree as follows:

 

1. Employment.
The Company hereby agrees to continue to employ Employee in the capacity of Executive Vice President and Chief Financial Officer of RNI
and the Company. Employee accepts such continued employment and agrees to perform such services as are customary to such offices and
as shall from time to time be assigned to him by the Company and which may include services to and positions with other Group entities
for no additional compensation. Employee shall report to the Company’s Chief Executive Officer and shall primarily work at the
Company’s facilities at 1510 Cotner Ave., Los Angeles, California subject to required business travel. Employee’s employment
hereunder shall commence on the Execution Date and shall continue until terminated as provided in Section 4. Employee’s employment
will be on a full-time basis requiring the devotion of such amount of his professional time as is necessary for the efficient operation
of the business of the Company. Employee’s employment with the Company is at-will and either Employee or the Group may terminate
Employee’s employment at any time and for any reason or no reason in each case subject to the terms and provisions of this Agreement.
The at-will nature of Employee’s employment cannot be changed except in a written agreement (that has been approved by the RNI
Board of Directors (“Board”)) which has been executed by the parties and which expressly recites that such at-will employment
is being modified. Notwithstanding the above, and effective as of Effective Date, with prior written notice to the Company Chief Executive
Officer, Employee shall be permitted to provide outside consulting services or hold directorships in companies, and/or positions with
charitable organizations, trusts, passive business interests and personal investments, provided that doing so does not create a conflict
of interest, and as long as such services are not provided to any competitor of the Group and do not materially interfere with Employee’s
performance of services to the Group. Notwithstanding the foregoing, Employee may, without notice, continue after the Effective Date
to provide such activities that Employee provided prior to the Effective Date.

 

2. Compensation
and Benefits.

 

2.1. Salary.
As of the Execution Date, for the performance of Employee’s duties hereunder, the Company shall pay Employee an annual salary of
$575,000 (“Base Compensation”), payable (after deducting required withholdings) in accordance with the Company’s ordinary
payroll practices.

 

2.2. Bonus.
Employee will be eligible to participate in all Group bonus or incentive compensation or nonqualified deferred compensation plans that
are generally available to Group executive officers.

 

2.3. Benefits.
Employee shall be entitled to such medical, disability and life insurance coverage and such sick leave and holiday and vacation benefits,
if any, and any other benefits as are made available to Group executive officers, all in accordance with the applicable benefits policies
and programs in effect from time to time. Employee will accrue paid vacation on a pro-rata basis, in an amount equivalent to six (6)
weeks per calendar year, subject to any and all accrual caps and rules and procedures established by Company policy regarding the use
and accrual of vacation. Employee shall also be covered by any Group directors and officers liability insurance coverage during Employee’s
employment with the Company, as well as such other insurance coverage as the Group approves and/or is required by law.

 

2.4. Reimbursement
of Expenses. Employee shall be entitled to be reimbursed for all reasonable and necessary expenses, including but not limited to
expenses for travel, meals and entertainment, incurred by Employee in connection with and reasonably related to the furtherance of the
Company’s business; provided, however, that the Company requires as a condition to such reimbursements, that Employee comply with
the Company’s expense reimbursement policies. Reasonable and necessary telephone, and internet expenses will be reimbursed in accordance
with Company policy. In an effort to facilitate reimbursement of Employee’s travel expenses, the Company shall provide Employee
with an automobile allowance in the amount of $800 per calendar month.

 

2.5. Annual
Review. The Board or, if delegated by such Board, its Compensation and Management Development Committee, will on an annual basis
review Employee’s performance and compensation hereunder (including salary, bonus and/or equity incentives).

 

 

    	 	1	 

     

    

 

2.6. Change
in Control. Upon a Change in Control, the time-based vesting conditions of Employee’s then-outstanding (if any) unvested Equity
Awards (as defined below) shall be deemed to be fully satisfied.

 

3. Definitions.
This section provides certain definitions that are used in this Agreement.

 

3.1. "Adverse
Change in Duties" means an action or series of actions taken by the Company and/or the Board or Company Board of Directors, without
Employee's prior written consent, which results in any one or more of the following:

 

(i) a change
in Employee's reporting structure, positions, titles, job duties or job functions which results in a material diminution of his status,
control, authority or level of responsibility;

(ii) a requirement
by the Company that Employee be based or perform his duties more than ten miles away from the location specified in Section 1;

(iii) a
reduction by the Company in Employee's Base Compensation; or

(iv) for
a Protected Fiscal Year, Employee’s Post CiC Annual Incentive Compensation is less than the Post CiC Annual Incentive Compensation
Threshold.

 

3.2. “Cause”
shall mean any one or more of the following:

 

(i) Employee's
conviction of (or plea of guilty or nolo contendere to) (A) any felony or (B) any misdemeanor involving fraud or dishonesty in connection
with the performance of his duties hereunder or moral turpitude;

(ii) the
willful and continued failure of Employee to substantially perform his duties with the Company (other than any such failure resulting
from illness or Disability) after a written demand for substantial performance from the Company is delivered to Employee, which demand
identifies the manner in which it is claimed Employee has not substantially performed his duties,

(iii) Employee
has willfully engaged in misconduct which has, or can reasonably be expected to have, a material adverse effect on the Group; or

(iv) Employee's
material breach of this Agreement or any other written agreement with the Group.

 

No act or
failure to act on Employee's part shall be considered "willful" unless Employee acted in bad faith or without a reasonable
belief that Employee's action or omission was in the best interest of the Group.

 

Solely to
the extent that the Board determines in its reasonable discretion that the Cause conduct is curable, Employee shall have ten (10) business
days after receipt of notice that the Group believes it has grounds to terminate Employee's employment for Cause to entirely cure the
Cause conduct under subsections (ii) through (iv) above and its consequences to the satisfaction of the Board and thereby avoid termination
of Employee's employment for Cause if so determined by the Board in its sole discretion. During any time period when the Group believes
that (or is in the process of investigating whether) Employee may have committed an act of Cause (or has committed an act which could
result in constituting Cause under any of the above subsection), the Company may in its discretion place Employee on a leave of absence
and/or preclude Employee from utilizing Group resources or having access to Group premises. If after Employee's Termination Date which
occurred due to a reason other than termination by the Company for Cause, the Group discovers that Employee's employment could have been
terminated for Cause, then the Group may in its discretion recharacterize such termination as a termination for Cause

 

3.3. “Change
in Control” has the same meaning provided to it (as of the Execution Date) in the RNI Equity Incentive Plan, as amended.

 

3.4. “Disability”
shall mean that for a period of at least 120 days during any twelve (12) consecutive month period on account of a mental or physical
condition, Employee is unable to perform the essential functions of his job for the Company, with or without reasonable accommodation.
The determination of Employee’s Disability shall be made by a medical physician selected or agreed to by the Group unless there
is mutual agreement of the Company and Employee or his personal representative. All costs relating to the determination of whether Employee
has incurred a Disability shall be paid by the Company. Employee shall submit to any examination that is reasonably required by an examining
physician for purposes of determining whether a Disability exists.

 

 

    	 	2	 

     

    

 

3.5. “Equity
Awards” means all outstanding stock options, stock appreciation rights, restricted stock, restricted stock units and any other
deferred equity compensation granted to Employee by RNI.

 

3.6. “Fiscal
Year” means the fiscal year for RNI.

 

3.7. “Good
Reason” means any one or more of the following have occurred without Employee's prior written consent:

 

(i) the
Company’s material breach of this Agreement or any other written agreement between the Company and Employee; or

(ii) an
Adverse Change in Duties.

 

In order
for Employee to resign his employment for Good Reason, Employee must provide written notice to the Company within ninety (90) days of
the initial existence of the alleged Good Reason event and such notice must reasonably describe the facts claimed by Employee to constitute
Good Reason and the alleged Good Reason event remains unremedied by the Company for a period of sixty (60) days following the Company’s
receipt of such written notice and Employee must resign his employment for Good Reason within sixty (60) business days after the expiration
of the Company’s sixty (60) day remedy period in which the Company did not cure or remedy the Good Reason event.

 

3.8. “Incentive
Compensation” means, for the applicable Fiscal Year, the sum of Employee’s cash bonus, stock awards, restricted stock units,
performance stock units, option awards, and other equity and non-equity incentive compensation as measured on their respective grant
dates in accordance with the rules of SEC Regulation S-K Item 402(c) (or as described in any successor provision(s) or definition(s)).

 

3.9. “Pre
CiC 3 Year Average Incentive Compensation” means the average of the Incentive Compensation for the three Fiscal Years immediately
preceding the Fiscal Year of a Change in Control. If Employee was employed by the Group for less than such three prior Fiscal Years then
the Pre CiC 3 Year Average Incentive Compensation shall be calculated based only on the prior Fiscal Years in which Employee was employed
by the Group.

 

3.10. “Pre
CiC Year Incentive Compensation” means Incentive Compensation for the Fiscal Year immediately preceding the Fiscal Year of a Change
in Control. If Employee was not employed by the Group in the prior Fiscal Year then the Pre CiC Year Incentive Compensation shall equal
zero.

 

3.11. “Prior
3 Year Average Cash Bonus” means the dollar amount that is equal to the average cash portion of the annual bonus (if any) that
was paid to Employee for the three Fiscal Years immediately preceding the Fiscal Year of the Termination Date. If Employee was employed
by the Group for less than such three prior Fiscal Years then the Prior 3 Year Average Cash Bonus shall be calculated based only on the
prior Fiscal Years in which Employee was employed by the Group.

 

3.12. “Prior
Year Cash Bonus” means the dollar amount that is equal to the cash portion of the annual bonus (if any) that was paid to Employee
for the Fiscal Year immediately preceding the Fiscal Year of the Termination Date. If Employee was not employed by the Group in the prior
Fiscal Year then the Prior Year Cash Bonus shall equal zero.

 

3.13. “Post
CiC Annual Incentive Compensation” means the Incentive Compensation for a Protected Fiscal Year.

 

3.14. “Post
CiC Annual Incentive Compensation Threshold” means, for a Protected Fiscal Year, the lesser of (1) $1,000,000 or (2) the product
of fifty percent (50%) multiplied by the greater of the (i) Pre CiC 3 Year Average Incentive Compensation or the (ii) Pre CiC Year Incentive
Compensation.

 

3.15. “Protected
Fiscal Year” means each of the first two complete Fiscal Years immediately following the Fiscal Year in which the Change in Control
occurs.

 

3.16. “Severance
Bonus” means, as of the Termination Date, the greater of the Prior 3 Year Average Cash Bonus or the Prior Year Cash Bonus.

 

 

    	 	3	 

     

    

 

3.17. “Severance
Pay” means a dollar amount that is equal to: (i) if the Years of Service is less than five, Employee’s Base Compensation
(measured as of the day before the Termination Date), (ii) if the Years of Service is at least five but less than ten, the sum of Employee’s
Base Compensation (measured as of the day before the Termination Date) plus the Severance Bonus, or (iii) if the Years of Service is
at least ten, the sum of 200% of Employee’s Base Compensation (measured as of the day before the Termination Date) plus 200% of
the Severance Bonus.

 

3.18. “Years
of Service” means, as of the Termination Date, the total whole number of years that the Employee had been continuously employed
by the Group. For example, if Employee’s commencement of employment with the Group was January 1, 2020 and the Termination Date
was December 30, 2024, the Years of Service would equal four.

 

4. Termination.

 

4.1. Termination
Events. Employee’s employment hereunder will terminate upon the earliest occurrence of any of the following events (such last
day of employment is the “Termination Date”).

 

(a) Employee
dies.

 

(b) the
Company, by written notice to Employee or his personal representative, terminates Employee’s employment due to Employee’s
Disability.

 

(c) Employee’s
employment is terminated by the Company for Cause.

 

(d) Employee’s
employment is terminated by the Company for any reason, other than for Cause or Disability, which the Company may do at any time and
for any or no reason. For the avoidance of doubt, a Change in Control, on its own, shall not constitute a termination, even if Employee’s
employer changes as a result of such Change in Control.

 

(e) Employee
terminates his employment due to Good Reason.

 

(f) Employee
voluntarily terminates his employment for any reason other than Good Reason, which Employee may do at any time with at least thirty (30)
days’ advance notice to the Company. The Company may elect to accept Employee’s voluntary resignation and accelerate the
timing of the Termination Date without any obligation to make any further payments to Employee except for compensation then owed and
due to Employee under Section 4.2(a).

 

4.2. Effects
of Termination.

 

(a) Upon
termination of Employee’s employment hereunder for any reason, the Company will pay Employee all compensation then owed and due
to Employee and unpaid through the Termination Date (including without limitation Base Compensation and Employee’s properly documented
expense reimbursements). Employee may also be eligible for additional compensation as provided below in this Section 4.2.

 

(b) If Employee’s
employment is terminated under Sections 4.1(a) or (b), provided that Employee (or his representative) timely signs and does not revoke
a complete and general release of claims in a form to be reasonably determined by the Company (the “Release”), and is in
material compliance with this Agreement, upon the Termination Date the time-based vesting conditions of Employee’s unvested Equity
Awards shall be deemed to be fully satisfied, and subject to other terms of the Plan and applicable award agreement, Employee (or his
representative) shall have up until the first anniversary of the Termination Date (or the applicable expiration date if earlier) to exercise
his vested stock options including for avoidance of doubt those stock options which became vested pursuant to this Section 4.2(b). Additionally,
if such termination occurred under Section 4.1(b), then not later than the fifteenth (15th) day after the effective date of
the Release, the Company shall also provide Employee with a lump sum payment equal to the sum of Employee’s Base Compensation (measured
as of the day before the Termination Date) plus the Severance Bonus (provided that if Code Section 409A would be violated by the foregoing
timing of payment then the timing of payment shall instead be made as provided in Section 4.2(c)(i)). Notwithstanding the foregoing,
(x) the timing of all payments hereunder is subject to Section 5.16 and (y) the Release must be executed by Employee and become effective
by its own terms within no more than 55 days after the Termination Date. Any outstanding equity compensation awards which had performance
based vesting conditions that had yet to be satisfied shall be forfeited without consideration on the Termination Date.

 

 

    	 	4	 

     

    

 

(c) If Employee’s
employment is terminated under Sections 4.1(d) or (e), provided that Employee timely signs and does not revoke the Release in accordance
with Section 4.2(b) and is in material compliance with this Agreement, then (subject to Section 5.16) (i) the Company shall provide Employee
with the Severance Pay to be paid in a single lump sum during the 15 day period after the effective date of the Release and (ii) the
time-based vesting conditions of Employee’s unvested Equity Awards shall be deemed to be fully satisfied on the Termination Date.
Any outstanding equity compensation awards which had performance based vesting conditions that had yet to be satisfied shall be forfeited
without consideration on the Termination Date.

 

In addition,
conditioned on the timely effectiveness of the Release, the Company shall (1) pay the cost of the premium for Employee to receive continuation
coverage (as defined in the Consolidation Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”)) under the Company’s
(or RNI’s) group medical plan until the earlier of (a) the second anniversary of the Termination Date or (b) the maximum time for
which COBRA continuation coverage is permitted under applicable law or (c) the date on which Employee obtains substantially equivalent
benefits from another party and (2) continue to provide Employee with life insurance coverage in accordance with the Company’s
(or RNI’s) benefits program until the earlier of (d) the second anniversary of the Termination Date or (e) the date on which Employee
obtains substantially equivalent benefits from another party (the foregoing items (1) and (2) are collectively the “Health Benefits”).
If Employee secures other employment and has access to benefits offered by the new employer, Employee agrees that he will promptly notify
the Company in writing of such employment and coverage. In no event will the Company’s payment of the cost for such COBRA premiums
extend beyond the total continuation coverage period for Employee under COBRA. If Employee was not covered under a Company or RNI group
medical plan on the Termination Date and was instead covered under another medical plan (“Other Plan”), then the Company
shall each calendar month provide Employee with a cash payment equal to the lesser of the amount the Company would have had to pay for
COBRA coverage if Employee was covered on a Company or RNI group medical plan or the amount needed to maintain Employee’s coverage
under the Other Plan with any such payments terminating on the earlier occurrence of clause (b) or (c) above.

 

Notwithstanding
the foregoing, if the Company determines, in its sole discretion, that its payment of the premiums on Employee’s behalf would result
in a violation of the nondiscrimination rules of Code Section 105(h)(2) or any statute or regulation of similar effect (including but
not limited to the 2010 Patient Protection and Affordable Care Act, as amended by the 2010 Health Care and Education Reconciliation Act),
then the Company shall instead each month during the period in which Employee is receiving continuation coverage provide Employee with
a taxable payment equal to the amount of the Company-portion of the premiums which Employee may, but is not required to, use towards
the cost of coverage.

 

4.3.
Confidentiality Agreement and Return of Property. During Employee’s employment with the Group, the parties acknowledge that
the Company has provided and will continue to provide to Employee confidential information and trade secrets of the Group and
its business. In connection with such confidential information, Employee acknowledges that has he previously executed the confidentiality
agreement attached as Exhibit A and that he reaffirms his duties and obligations under such agreement and that he will remain in compliance
with this confidentiality agreement as may be amended from time to time by the Company. Upon or before the Termination Date, Employee
shall return to the Company any and all confidential information relating to the Group and its business and shall not retain any copies,
reproductions, summaries, or facsimiles of such confidential information.

 

5. General
Provisions.

 

5.1. Assignment.
Employee shall not assign or delegate any of his rights or obligations under this Agreement without the prior written consent of the
Company, and any attempted assignment without the Company’s consent shall be void ab initio. The Company may assign this
Agreement to any successor of the Company or any purchaser of all or substantially all of the assets of the Company.

 

5.2. Entire
Agreement. This Agreement contains the entire agreement between the parties with respect to the subject matter hereof and supersedes
any and all prior agreements between the parties relating to such subject matter including without limitation the employment agreement
by and between Employee and the Company dated January 1, 2009 as amended effective November 16, 2015. In the case of any conflict between
the terms of this Agreement and any equity compensation award agreement or similar instrument between the Parties, the terms of this
Agreement shall control except in the case of an equity compensation award that is outstanding as of the Execution Date and in such case
the outstanding equity compensation agreement shall control with respect to terms that are more favorable to Employee than under this
Agreement.

 

 

    	 	5	 

     

    

 

5.3. Modifications.
This Agreement may be changed or modified only by an agreement in writing signed by both parties hereto.

 

5.4. Successors
and Assigns. The provisions of this Agreement shall inure to the benefit of, and be binding upon, the Company and its successors
and permitted assigns and Employee and Employee’s legal representatives, heirs, legatees, distributees, assigns and transferees
by operation of law, whether or not any such person shall have become a party to this Agreement and have agreed in writing to join and
be bound by the terms and conditions hereof.

 

5.5. Governing
Law. This Agreement is performable in whole or in part in Los Angeles County, California wherein exclusive venue shall lie for any
proceeding, claim or controversy. This Agreement and the rights of the parties hereunder shall be governed by and construed in accordance
with the laws of the State of California, including all matters of construction, validity, performance and enforcement, and without giving
effect to principles of conflict of laws. Notwithstanding the foregoing, the Parties represent and agree that the Company is engaged
in interstate commerce, and as such Section 5.12 of this Agreement will be interpreted and enforced pursuant to the Federal Arbitration
Act, 9 U.S.C. Section 1, et seq., and not any contrary state law.

 

5.6. Severability.
If any provision of this Agreement is held by a court of competent jurisdiction to be invalid, void or unenforceable, the remaining provisions
shall nevertheless continue in full force and effect.

 

5.7. Further
Assurances. The parties will execute such further instruments and take such further actions as may be reasonably necessary to carry
out the intent of this Agreement.

 

5.8. Notices.
Any notices or other communications required or permitted hereunder shall be in writing and shall be deemed received by the recipient
when delivered personally or, if mailed, five days after the date of deposit in the United States mail, certified or registered, postage
prepaid and addressed, in the case of the Company, to Radnet Management, Inc., 1510 Cotner Ave., Los Angeles, CA 90025-3303, attention:
General Counsel; and in the case of Employee, to the address shown for Employee on the signature page hereof.

 

5.9. No
Waiver. The failure of either party to enforce any provision of this Agreement shall not be construed as a waiver of that provision,
nor prevent that party thereafter from enforcing that provision of any other provision of this Agreement.

 

5.10. Legal
Fees and Expenses. In the event of any disputes under this Agreement, each party shall be responsible for its own legal fees and
expenses which it may incur in resolving such dispute, unless otherwise prohibited by applicable law or a court of competent jurisdiction.

 

5.11. Counterparts.
This Agreement may be executed in counterparts, each of which shall be deemed to be an original, but all of which together shall constitute
one and the same instrument.

 

5.12. Arbitration.
Except as may otherwise be expressly provided in a written agreement by and between the Group and Employee, any controversy, dispute
or claim (“Claim”) whatsoever between Employee, on the one hand, and Group, or any of its employees, directors, officers,
and agents (collectively “Company Parties”), on the other hand, except as excluded below, shall be resolved by binding arbitration,
at the request of either party, in accordance with the Employment Arbitration Rules and Mediation Procedures of the American Arbitration
Association (“AAA”) or other similar organization agreed to by the parties. The claims covered by this Agreement include,
but are not limited to, claims for wages and other compensation, claims for breach of contract (express or implied), tort claims, claims
for discrimination or harassment (including, but not limited to, based on race, sex, sexual orientation, religion, national origin, age,
marital status, medical condition, or disability), and claims for violation of any federal, state, or other government law, statute,
regulation or ordinance, except for claims for worker’s compensation or unemployment insurance benefits. Nothing contained in this
Agreement shall prohibit Employee from filing a charge of discrimination with the Equal Employment Opportunity Commission and/or the
Department of Fair Employment and Housing, and cooperating in the investigation of such.

 

This provision
does not apply to or cover claims based upon a benefit plan that contains an arbitration or other dispute resolution procedure, in which
case the provisions of such plan shall apply. Further, either Employee or the Group in a court of competent jurisdiction, may seek to
compel arbitration under this Agreement, to enforce an arbitration award or to obtain preliminary injunctive and/or other equitable relief
in support of claims to be prosecuted in an arbitration to the extent allowed by California Code of Civil Procedure Section 1281.8.

 

 

    	 	6	 

     

    

 

The chosen
arbitration administrator shall give each party a list of names drawn from its panel of employment arbitrators. The arbitrator shall
apply California substantive law and the California Evidence Code to the proceeding. The demand for arbitration must be in writing and
made within the applicable statute of limitations period. The arbitration shall take place in Los Angeles County, California. The parties
shall be entitled to conduct reasonable discovery, including, without limitation, conducting depositions, requesting documents and propounding
interrogatories. The arbitrator shall have the authority to resolve discovery disputes, including but not limited to determining what
constitutes reasonable discovery. The arbitrator shall prepare in writing and provide to the parties a decision and award, which shall
include factual findings and the reasons upon which a decision is based. Except as may be stated otherwise above, any and all arbitration
proceedings shall be conducted in accordance with the Employment Arbitration Rules and Mediation Procedures of the AAA.

 

Except as
otherwise required by law, the decision of the arbitrator shall be binding and conclusive on the parties. Judgment upon the award rendered
by the arbitrator may be entered in any court having proper jurisdiction. The fees for the arbitrator shall be paid by the Group. Each
party shall bear its or his own fees and costs incurred in connection with the arbitration except for any attorneys’ fees or costs
which are awarded to a party by the Arbitrator pursuant to a statute or contract which provides for recovery of such fees and/or costs
from the other party.

 

The arbitrator’s
authority to resolve disputes and make awards under this Agreement is limited to disputes between (1) Employee as an individual and the
Group and (2) Employee as an individual and any past or present owner, shareholder, director, officer, partner, member, associate, employee,
intern, service provider, consultant or agent of the Group. No arbitration award or decision will have any preclusive effect as to issues
or arbitrable claims in any dispute with anyone who is not a named party to the arbitration. Employee and the Group agree that each may
file claims against the other only in their individual capacities, and may not file claims as a plaintiff and/or participate as a class
member in any pending or future class and/or collective action against the other. Employee and the Group agree that any class, collective,
or representative claims that are found not subject to arbitration under this Agreement shall be resolved in court, and are stayed pending
the outcome of the arbitration. Employee and the Group agree that a court, not an arbitrator, shall determine whether any claims must
proceed on a class or collective basis.

 

Except as
provided in this Agreement, arbitration shall be the sole, exclusive and final remedy for any dispute between Employee and the Group.
Both the Group and the Employee understand and agree that by using arbitration to resolve any Claims between Employee and Company or
any or all the Company Parties they are giving up any right that they may have to a judge or jury trial with regard to those Claims.

 

5.13. Group
Policies. Employee understands and agrees that he will subject to and will fully comply with all Group policies and procedures (as
each may be amended from time to time) including without limitation any insider trading policy, policy on recoupment of compensation,
stock ownership guidelines, or policy on confidentiality and proprietary information.

 

5.14. Representations
and Covenants. Employee represents and warrants to the Group all of the following items referenced in this Section. Employee has
the legal right to enter into this Agreement and to perform the obligations on Employee’s part to be performed hereunder in accordance
with its terms, and Employee is not a party to any agreement or understanding, written or oral, and is not subject to any restriction,
which, in either case, could prevent Employee from entering into this Agreement or performing Employee’s duties and obligations
hereunder. Except as Employee has disclosed in writing to the Group, Employee is not bound by the terms of any agreement with any previous
employer or other party to refrain from using or disclosing any trade secret or confidential or proprietary information in the course
of Employee’s work for the Group or to refrain from competing, directly or indirectly, with the business of such previous employer
or any other party. Employee’s performance of all the terms of this Agreement and as an employee of the Company does not and will
not breach any agreement to keep in confidence proprietary information, knowledge or data acquired by Employee in confidence or in trust
prior to Employee’s work for the Group, and Employee will not disclose to the Group or induce the Group to use any confidential
information or material belonging to any previous employer or others. Employee will not make (or direct or ask anyone to make) any disparaging
statements (oral or written) about the Group or any of its officers, directors, managers, employees, members, stockholders, representatives
or agents, or any of the Group’s products or services or work-in-progress. Employee shall cooperate with the Group and its representatives
before and after the Termination Date in connection with any action, investigation, proceeding, litigation or otherwise with regard to
matters in which Employee has knowledge as a result of Employee’s service with the Group. Notwithstanding the foregoing, Employee
understands that pursuant to 18 U.S.C. 1833(b), an individual shall not be held criminally or civilly liable under any Federal or State
trade secret law for the disclosure of a trade secret that (A) is made (i) in confidence to a Federal, State, or local government official,
either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation
of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. Further,
an individual who files a lawsuit for retaliation by an employer for reporting a suspected violation of law may disclose the trade secret
to the attorney of the individual and use the trade secret information in the court proceeding, if the individual (1) files any document
containing the trade secret under seal; and (2) does not disclose the trade secret, except pursuant to court order. Employee understands
that nothing in this Agreement precludes Employee from reporting possible violations of federal law or regulation to any governmental
agency or entity, including but not limited to the Department of Justice, the Securities and Exchange Commission, the Congress, and any
agency Inspector General, or making other disclosures that are protected under the whistleblower provisions of federal law or regulation.
Employee does not need the prior authorization to make any such reports or disclosures and Employee is not required to notify the Group
that Employee has made such reports or disclosures.

 

 

    	 	7	 

     

    

 

5.15. Force
Majeure. If due to labor disputes, government regulations, war, pandemic, natural disaster, other calamity, or other similar unexpected
unique circumstances (collectively, “Force Majeure”) the Company in good faith believes it is unable to fully utilize Employee’s
services or cannot fully provide Employee with the compensation and benefits required under this Agreement, then the Company shall have
the right upon twenty-four (24) hours prior written notice to Employee to suspend/reduce Employee’s services and/or reduce/eliminate
compensation and benefits for the duration of such Force Majeure, or for any part thereof; provided that such suspension or reduction
in compensation and benefits shall end as soon as such Force Majeure event is over (as determined in good faith by the Company). This
Section 5.15 shall apply only if at the time of a Force Majeure event, the Company’s Chief Executive Officer is someone who was
a Company executive officer on the Execution Date.

 

5.16. Taxes
and Section 409A. All payments made by the Group to Employee will be subject to tax withholding in amounts determined by the Group
pursuant to applicable laws or regulations and Employee shall be solely responsible for any taxes, additional taxes, excise taxes, penalties
and/or interest imposed on Employee as a result of this Agreement or due to any other payments or benefits provided by the Group.

 

To the maximum
extent permitted, this Agreement is intended to not constitute a “nonqualified deferred compensation plan” within the meaning
of Internal Revenue Code Section 409A (“Section 409A”) but in any event will be interpreted to comply with Section 409A.
In the event this Agreement or any benefit paid under this Agreement or otherwise by the Group to Employee is deemed to be subject to
Section 409A, Employee consents to the Group’s adoption of such conforming amendments as the Group deems advisable or necessary,
in its sole discretion (but without an obligation to do so), to comply with Section 409A and avoid the imposition of taxes under Section
409A.

 

For purposes
of this Agreement, a termination of employment means a “separation from service” as defined in Section 409A. Each payment
made pursuant to any provision of this Agreement or otherwise shall be considered a separate payment and not one of a series of payments
for purposes of Section 409A. To the extent any nonqualified deferred compensation payment to Employee could be paid in one or more of
Employee’s taxable years depending upon Employee completing certain employment-related actions (including without limitation executing
the Release), then any such payments will commence or occur in the later taxable year to the extent required by Section 409A.

 

If upon
Employee’s “separation from service” within the meaning of Section 409A, Employee is then a “specified employee”
(as defined in Section 409A) of RNI, then solely to the extent necessary to comply with Section 409A and avoid the imposition of taxes
under Section 409A, the Group shall defer payment of “nonqualified deferred compensation” subject to Section 409A payable
as a result of and within six (6) months following such “separation from service” until the earlier of (i) the first business
day of the seventh month following Employee’s “separation from service,” or (ii) ten (10) days after the Company receives
written confirmation of Employee’s death. Any such delayed payments shall be made without interest.

 

IN WITNESS
WHEREOF, the Company and Employee have executed this Agreement, effective as of the Execution Date.

 

	COMPANY:	EMPLOYEE:

	RADNET MANAGEMENT, INC.	MARK D. STOLPER

 

 

	By: /s/ Howard G. Berger, M.D.                 	/s/ Mark D. Stolper                     

Howard G. Berger, M.D., President

 

 

 

    	 	8

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