Document:

EXHIBIT 4.6

    

      Appendix A

       

      Evogene Ltd. Officers Compensation Policy

       

      
        
          COMPENSATION POLICY

           

          EVOGENE LTD.

           

          Compensation Policy for Executive Officers and Directors

           

          (As Adopted on August 10, 2021)

           

          
            
              

          

          
          

          

          A. Overview and Objectives

           

          	1.	
                  Introduction

                

           

          This document sets forth the Compensation Policy for Executive Officers and Directors (this “Compensation Policy” or “Policy”) of Evogene Ltd. (“Evogene” or the
            “Company”), in accordance with the requirements of the Companies Law, 5759-1999 (the “Companies Law”).

           

          Compensation is a key component of Evogene’s overall human capital strategy to attract, retain, reward, and motivate highly skilled individuals that will enhance Evogene’s
            value and otherwise assist Evogene to reach its business and financial long-term goals. Accordingly, the structure of this Policy is established to tie the compensation of each officer to Evogene’s goals
            and performance.

           

          For purposes of this Policy, “Executive Officers” shall mean “Office Holders” as such term is defined in Section 1 of the Companies Law, excluding, unless otherwise
            expressly indicated herein, non-employee members of the Evogene’s Board (and such committees formed by the Board).

           

          This Policy is subject to applicable law and is not intended, and should not be interpreted as limiting or derogating from, provisions of applicable law to the extent not
            permitted.

           

          This Policy shall apply to compensation agreements and arrangements that will be approved following the date on which this Policy is adopted and shall serve as Evogene’s
            Compensation Policy for three (3) years, commencing as of its adoption, unless amended earlier.

           

          The Compensation Committee and the Board of Directors of Evogene (the “Compensation Committee” and the “Board”, respectively) shall review and reassess the adequacy of this Policy from time to time, as required by the Companies Law.

           

          In determining the terms of the compensation pursuant to this Policy, the Compensation Committee will take into consideration information prepared and presented by the
            Company’s management, Company’s management’s recommendations, as well as information that may be provided by third party advisors who may be engaged by the Compensation Committee from time to time.

           

          	2.	
                  Objectives

                

           

          Evogene’s objectives and goals in setting this Policy are to attract, motivate and retain highly experienced leaders who will contribute to Evogene’s success and enhance
            shareholder value, while demonstrating professionalism in a highly achievement-oriented culture that is based on merit and rewards excellent performance in the long term, and embedding Evogene’s core values as part of a motivated behavior. To
            that end, this Policy is designed, among others:

           

          	

                	2.1.	
                  to closely align the interests of the Executive Officers with those of Evogene’s shareholders in order to enhance shareholder value;

                

           

          	

                	2.2.	
                  to align a significant portion of the Executive Officers’ compensation with Evogene’s short and long-term goals and performance;

                

           

          	

                	2.3.	
                  to provide the Executive Officers with a structured compensation package, including competitive salaries, performance-motivating cash and equity incentive programs and benefits, and to be able to present to each Executive Officer an
                    opportunity to advance in a growing organization;

                

           

          	

                	2.4.	
                  to strengthen the retention and the motivation of Executive Officers in the long-term;

                

           

          	

                	2.5.	
                  to provide appropriate awards in order to incentivize superior individual excellency and corporate performance; and

                

           

          	

                	2.6.	
                  to maintain consistency in the way Executive Officers are compensated.

                

           

          
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          	3.	
                  Compensation Instruments

                

           

          Compensation instruments under this Policy may include the following:

           

          	

                	3.1.	
                  base salary;

                

           

          	

                	3.2.	
                  benefits;

                

           

          	

                	3.3.	
                  cash bonuses;

                

           

          	

                	3.4.	
                  equity based compensation;

                

           

          	

                	3.5.	
                  change of control terms; and

                

           

          	

                	3.6.	
                  retirement and termination terms.

                

           

          	4.	
                  Overall Compensation - Ratio Between Fixed and Variable Compensation

                

           

          	

                	4.1.	
                  This Policy aims to balance the mix of “Fixed Compensation” (comprised of base salary and benefits) and “Variable Compensation” (comprised of cash bonuses and equity-based compensation) in order to, among other things, appropriately
                    incentivize Executive Officers to meet Evogene’s short and long-term goals while taking into consideration the Company’s need to manage a variety of business risks.

                

           

          	

                	4.2.	
                  The total annual target bonus and equity-based compensation per vesting annum (based on the fair market value at the time of grant calculated on a linear basis) of each Executive Officer shall not exceed 90% of such Executive
                    Officer’s total compensation package for such year.

                

           

          	5.	
                  Intra-Company Compensation Ratio

                

           

          	

                	5.1.	
                  In the process of drafting and updating this Policy, Evogene’s Board and Compensation Committee have examined the ratio between employer cost associated with the engagement of the Executive Officers, including directors, and the
                    average and median employer cost associated with the engagement of Evogene’s other employees (including contractor employees as defined in the Companies Law) (the “Ratio”).

                

           

          	

                	5.2.	
                  The possible ramifications of the Ratio on the daily working environment in Evogene were examined and will continue to be examined by Evogene from time to time in order to ensure that levels of
                    executive compensation, as compared to the overall workforce, will not have a negative impact on work relations in Evogene.

                

           

          B. Base Salary and Benefits

           

          	6.	
                  Base Salary

                

           

          	

                	6.1.	
                  A base salary provides stable compensation to Executive Officers and allows Evogene to attract and retain competent executive talent and maintain a stable management team. The base salary varies among Executive Officers, and is
                    individually determined according to the educational background, prior vocational experience, qualifications, company’s role, business responsibilities, the past performance of each Executive
                    Officer and other relevant factors.

                

           

          
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                	6.2.	
                  Since a competitive base salary is essential to Evogene’s ability to attract and retain highly skilled professionals, Evogene will seek to establish a base salary that is competitive with base salaries paid to Executive Officers in a
                    peer group of other companies operating in technology sectors which are similar in their characteristics to Evogene’s, as much as possible, while considering, among others, such companies’ size and characteristics including their
                    revenues, profitability rate, growth rates, market capitalization, number of employees and operating arena (in Israel and globally), the list of which shall be reviewed and approved by the Compensation Committee from time to time. To
                    that end, Evogene shall utilize as a reference, comparative market data and practices, which will include a compensation survey that analyses and compares the level of the overall compensation package offered to an Executive Officer of
                    the Company with compensation packages in positions with similar scope and responsibilities (to that of the relevant officer) in such companies. Such compensation survey may be conducted internally or through an external independent
                    consultant.

                

           

          	

                	6.3.	
                  The Compensation Committee (and the Board, if required by law) may periodically consider and approve base salary adjustments for Executive Officers. The main considerations for approving salary adjustment are similar to those used in
                    initially determining the base salary, but may also include change of role or responsibilities, recognition for professional achievements, regulatory or contractual requirements, budgetary constraints or market trends. When approving
                    salary adjustments for the Executive Officers, the Compensation Committee and the Board will also consider the previous and existing compensation arrangements of the Executive Officer whose base salary is being considered for
                    adjustment. Any limitation herein based on the annual base salary shall be calculated based on the monthly base salary applicable at the time of consideration of the respective grant or benefit.

                

           

          	7.	
                  Benefits

                

           

          	

                	7.1.	
                  The following benefits may be granted to the Executive Officers in order, among other things, to comply with legal requirements:

                

           

          	

                	7.1.1.	
                  paid time off / vacation days in accordance with market practice (as relevant in the domicile of the applicable Executive Officer);

                

           

          	

                	7.1.2.	
                  sick days in accordance with domicile market practice;

                

           

          	

                	7.1.3.	
                  convalescence pay according to applicable law;

                

           

          	

                	7.1.4.	
                  monthly remuneration for a study fund, per domicile market practice, and as allowed by applicable law and with reference to Evogene’s practice and the practice in peer group companies;

                

           

          	

                	7.1.5.	
                  Evogene shall contribute on behalf of the Executive Officer to an insurance policy or a pension fund, as allowed by applicable law and with reference to Evogene’s policies and procedures and the practice in peer group companies
                    (including contributions on bonus payments); and

                

           

          	

                	7.1.6.	
                  Evogene shall contribute on behalf of the Executive Officer towards work disability insurance, per domicile market practice, and as allowed by applicable law and with reference to Evogene’s policies and procedures and to the practice
                    in peer group companies.

                

           

          	

                	7.2.	
                  Executive Officers will receive domicile-applicable benefits, based on, and subject to, the principles of this Policy, as customary and as applicable in the relevant jurisdiction in which they are employed, and will not be entitled
                    to any duplicates or such benefits that are not applicable in such domicile or any compensation ‘in-lieu’ of benefits provided in other domiciles. Such customary benefits shall be determined based on the methods described in Section 6.2
                    of this Policy (with the necessary changes and adjustments).

                

           

          	

                	7.3.	
                  In events of relocation or repatriation of an Executive Officer to another geography, such Executive Officer may receive customary benefits applicable in the relevant jurisdiction in which he or she is employed following the
                    relocation, in lieu of the benefits otherwise applicable to the relocating Executive Officer in the origin country, but may be entitled to additional payments to reflect adjustments in cost of living. Such benefits may include
                    reimbursement for out-of-pocket one-time payments and other ongoing expenses, such as housing allowance, car allowance, home leave visit, etc.

                

           

          
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                	7.4.	
                  Evogene may offer additional benefits to its Executive Officers, comparable to customary market practices, such as, but not limited to: cellular and land line phone benefits, company car and travel benefits, medical insurance,
                    participation in daily alimentation expenses, reimbursement of business travel including a daily stipend when traveling and other business related expenses, insurances, other benefits (such as
                    newspaper subscriptions, academic and professional studies), etc., provided, however, that such additional benefits shall be determined in accordance with Evogene’s policies and procedures, and shall be set on a domicile-basis.

                

           

          C. Cash Bonuses

           

          	8.	
                  Annual Cash Bonuses - The Objective

                

           

          	

                	8.1.	
                  Compensation in the form of an annual cash bonus is an important element in aligning the Executive Officers’ compensation with Evogene’s objectives and business goals. Therefore, annual cash bonuses will reflect a pay-for-performance
                    element, with payout eligibility and levels determined based on actual financial and operational results, in addition to other factors the Compensation Committee may establish as a policy parameter.

                

           

          	

                	8.2.	
                  An annual cash bonus may be awarded to Executive Officers upon the attainment of pre-set periodical objectives and individual targets as may be approved by the Compensation Committee (and, if required by law, by the Board) for each
                    fiscal year, or in connection with such Executive Officer’s engagement, in case of newly hired Executive Officers, taking into account Evogene’s short and long-term goals, as well as its compliance and risk management policies. The
                    Compensation Committee (and, if required by law, the Board) may approve applicable minimum thresholds that must be met for entitlement to the annual cash bonus (all or any portion thereof) and the principle formula for calculating any
                    annual cash bonus payout, with respect to each fiscal year. In special circumstances (e.g., regulatory changes, significant changes in Evogene’s business environment, a significant organizational change, a significant merger and
                    acquisition event, etc.), the Compensation Committee (and the Board, if required by law) may approve a modification of the objectives and/or their relative weights during the fiscal year, or of the payouts following the conclusion of
                    the year.

                

           

          	

                	8.3.	
                  In the event the employment of an Executive Officer is terminated prior to the end of a fiscal year, the Company may (but shall not be obligated to) pay such Executive Officer an annual cash bonus (which may or may not be pro-rated),
                    taking into consideration any contractual commitments or obligations.

                

           

          	

                	8.4.	
                  The actual annual bonus paid to the Executive Officers shall be approved by the Compensation Committee (and the Board, if required by law).

                

           

          	9.	
                  Annual Cash Bonuses - The Formula

                

           

          	

                	9.1.	
                  The performance objectives for the annual cash bonus of Evogene’s Executive Officers, other than the CEO, shall be determined by the Compensation Committee (and the Board, if required by law), and may be based on company, division
                    and individual objectives. The performance measurable objectives, which include the objectives and the weight to be assigned to each achievement in the overall evaluation, will be based, among other things, on overall company
                    performance measures, which are based on actual financial and operational results, such as (by way of example and not by way of limitation) sales, revenues, operating income, cash flow or Company’s annual operating plan and long-term
                    plan and may further include, divisional or personal objectives which may include operational objectives, such as (by way of example and not by way of limitation) market share, initiation of new markets and operational efficiency,
                    customer focused objectives, project milestone objectives and objectives related to human capital. The Company may also grant annual cash bonuses to Evogene’s Executive Officers on a discretionary basis.

                

           

          
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                	9.2.	
                  The annual cash bonus of Evogene’s CEO will be mainly based on performance measurable objectives. Such performance measurable objectives will be determined by the Compensation Committee (and the board, if required by law) and will be
                    based on company and/or personal objectives. These performance measurable objectives, which include the objectives and the weight to be assigned to each achievement in the overall evaluation, will be based, among other things, on
                    overall company performance measures, which are based on actual financial and operational results, such as (by way of example and not by way of limitation) revenues, sales, operating income, cash flow or Company’s annual operating plan
                    and long-term plan.

                

           

          	

                	9.3.	
                  The less significant part of the annual cash bonus granted to Evogene’s CEO, and in any event not more than 25% of the annual cash bonus, may be based on a discretionary evaluation of the CEO’s overall performance by the Compensation
                    Committee and the Board based on quantitative and qualitative criteria.

                

           

          	

                	9.4.	
                  The target annual cash bonus that an Executive Officer will be entitled to receive for any given fiscal year, will be up to 50% of such Executive Officer’s annual base salary. In case of over achievement of the objectives, the annual
                    cash bonus may be increased, provided that the total annual cash bonus that an Executive Officer will be entitled to receive for any given fiscal year will not exceed 75% of such Executive Officer’s annual base salary, or 100% of his or
                    her annual base salary with respect to the CEO.

                

           

          	10.	
                  Other Bonuses

                

           

          	

                	10.1.	
                  Special Bonus. Evogene may grant its Executive Officers a special bonus as an award for special achievements (such as in connection with mergers and acquisitions, offerings, entering a strategic collaboration, or achieving
                    target budget or business plan under exceptional circumstances) or as a retention award, subject to any approval as may be required by the Companies Law (a “Special Bonus”). Any such Special Bonus
                    will not exceed 100% of the Executive Officer’s annual base salary. Special Bonus can be paid, in whole or in part, in equity in lieu of cash. Executive Officers may be entitled to receive a Special Bonus even where the achievement is
                    completed within three (3) months after the date on which such Executive Officer’s service with the Company terminated, provided that the circumstances for such termination are not such that qualify for withdrawal of severance pay in
                    accordance with the Severance Pay Law, 1963.

                

           

          	

                	10.2.	
                  Signing Bonus. Evogene may grant a newly recruited Executive Officer a signing bonus, subject to any approval as may be required by the Companies Law (a “Signing Bonus”). Any such
                    Signing Bonus will not exceed 50% of the Executive Officer’s annual base salary.

                

           

          	

                	10.3.	
                  Relocation/ Repatriation Bonus. Evogene may grant its Executive Officers a special bonus in the event of relocation or repatriation of an Executive Officer to another geography (the “Relocation
                      Bonus”). Any such Relocation bonus will include customary benefits associated with such relocation and its monetary value will not exceed 100% of the Executive Officer’s annual base salary.

                

           

          	11.	
                  Compensation Recovery (“Clawback”)

                

           

          	

                	11.1.	
                  In the event of an accounting restatement, Evogene shall be entitled to recover from its Executive Officers bonus compensation or performance-based equity compensation in the amount in which such compensation exceeded what would have
                    been paid based on the financial statements, as restated, provided that a claim is made by Evogene prior to the second anniversary following the filing of such restated financial statements.

                

           

          	

                	11.2.	
                  Notwithstanding the aforesaid, the compensation recovery will not be triggered in the following events:

                

           

          	

                	11.2.1.	
                  The financial restatement is required due to changes in the applicable financial reporting standards; or

                

           

          
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                	11.2.2.	
                  The Compensation Committee has determined that Clawback proceedings in the specific case would be impossible, impractical, or not commercially or legally efficient.

                

           

          	

                	11.3.	
                  Nothing in this Section 11 derogates from any other “Clawback” or similar provisions regarding disgorging of profits imposed on Executive Officers by virtue of applicable securities laws or a separate contractual obligation.

                

           

          D. Equity Based Compensation

           

          	12.	
                  The Objective

                

           

          	

                	12.1.	
                  The equity-based compensation for Evogene’s Executive Officers will be designed in a manner consistent with the underlying objectives of the Company in determining the base salary and the annual cash bonus, with its main objectives
                    being to enhance the alignment between the Executive Officers’ interests with the long-term interests of Evogene and its shareholders, and to strengthen the retention and the motivation of
                    Executive Officers in the long term. In addition, since equity-based awards are structured to vest over several years, their incentive value to recipients is aligned with longer-term strategic plans.

                

           

          	

                	12.2.	
                  The equity-based compensation offered by Evogene is intended to be in a form of share options and/or other equity-based awards, such as RSUs or performance stock units, in accordance with the Company’s equity incentive plan in place
                    as may be updated from time to time.

                

           

          	

                	12.3.	
                  All equity-based incentives granted to Executive Officers (other than bonuses paid in equity in lieu of cash) shall normally be subject to vesting periods in order to promote long-term retention of the awarded Executive Officers.
                    Unless determined otherwise in a specific award agreement or in a specific compensation plan approved by the Compensation Committee and the Board, grants to Executive Officers other than non-employee directors shall vest based on time,
                    gradually over a period of at least 2 years, or based on performance. The exercise price of options shall be determined in accordance with Evogene’s policies as may be adopted from time to time, the main terms of which shall be
                    disclosed as required by law or other applicable accounting requirements.

                

           

          	

                	12.4.	
                  All other terms of the equity awards shall be in accordance with Evogene’s incentive plans and other related practices and policies. Accordingly, the Board may, following approval by the Compensation Committee, make modifications to
                    such awards consistent with the terms of such incentive plans, subject to any additional approval as may be required by the Companies Law.

                

           

          	13.	
                  General Guidelines for the Grant of Awards

                

           

          	

                	13.1.	
                  The equity-based compensation shall be granted from time to time and be individually determined and awarded according to the performance, educational background, prior business experience, qualifications, role and the personal
                    responsibilities of the Executive Officer.

                

           

          	

                	13.2.	
                  Notwithstanding the aforementioned in Section 13.1, the total fair market value of an annual equity-based compensation at the time of grant (not including bonuses paid in equity in lieu of cash) shall not exceed with respect to each
                    Executive Officer 500% of his or her annual base salary.

                

           

          	

                	13.3.	
                  The fair market value of the equity-based compensation for the Executive Officers will be determined based on the market price of Evogene’s ordinary shares on or around the time of the grant or according to other acceptable valuation
                    practices at the time of grant, in each case, as determined by the Compensation Committee and the Board.

                

           

          
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          E. Retirement and Termination of Service Arrangements

           

          	14.	
                  Advanced Notice Period

                

           

          Evogene may provide any Executive Officer, according to his/her seniority in the Company, his/her contribution to the Company’s goals and achievements and the circumstances
            of retirement, a prior notice of termination of up to six (6) months, during which the Executive Officer may be entitled to all of the compensation elements, and to the continuation of vesting of his/her equity-based compensation. Such advance
            notice may or may not be provided in addition to severance, provided, however, that the Compensation Committee shall take into consideration the Executive Officer’s entitlement to advance notice in establishing any entitlement to severance and
            vice versa.

           

          	15.	
                  Adjustment Period

                

           

          Evogene may provide an additional adjustment period of up to six (6) months to any Executive Officer according to his/her seniority in the Company, his/her contribution to
            the Company’s goals and achievements and the circumstances of retirement, during which the Executive Officer may be entitled to all of the compensation elements, and to the continuation of vesting of his/her equity-based compensation.

           

          	16.	
                  Non-Compete Grant

                

           

          Upon termination of employment and subject to applicable law, Evogene may grant to its Executive Officers a non-compete grant as an incentive to refrain from competing with
            Evogene for a defined period of time. The terms and conditions of the non-compete grant shall be decided by the Board and shall not exceed such Executive Officer’s monthly base salary multiplied by four (4).  The Board shall consider the
            existing entitlements of the Executive Officer in connection with the consideration of any non-compete grant.

           

          	17.	
                  Limitation on Retirement and Termination of Service Arrangements

                

           

          The total non-statutory payments under Sections 14-16 above for a given Executive Officer shall not exceed the Executive Officer’s monthly base salary multiplied by ten (10).
            The limitation under this Section 18 does not apply to benefits and payments provided under other chapters of this Policy.

           

          	18.	
                  Additional Retirement and Termination Benefits

                

           

          Evogene may provide additional retirement and terminations benefits and payments as may be required by applicable law (e.g., mandatory
            severance pay under Israeli labor laws), or which will be comparable to customary market practices, including acceleration of unvested equity awards and extension of the exercise period of equity awards.

           

          F. Exculpation, Indemnification and Insurance

           

          	19.	
                  Exculpation

                

           

          Evogene may exempt its directors and Executive Officers in advance for all or any of his/her liability for damage in consequence of a breach of the duty of care vis-a-vis
            Evogene, to the fullest extent permitted by applicable law.

           

          	20.	
                  Insurance and Indemnification

                

           

          	

                	20.1.	
                  Evogene may indemnify its directors and Executive Officers to the fullest extent permitted by applicable law, for any liability and expense that may be imposed on the director or the Executive Officer, as provided in the indemnity
                    agreement between such individuals and Evogene, all subject to applicable law and the Company’s articles of association.

                

           

          
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                	20.2.	
                  Evogene will provide directors’ and officers’ liability insurance (including for liability pursuant to a future public offering of securities) and/or may enter into a “run off” insurance policy of up to seven (7) years, with the same
                    or any other insurer (collectively, an “Insurance Policy”) for its directors and Executive Officers as follows:

                

           

          	

                	20.2.1.	
                  The limit of liability of the insurer shall not exceed the greater of $100 million or 50% of the Company’s shareholders equity based on the most recent financial statements of the Company at the time of approval by the Compensation
                    Committee (the “Insurance Limit”); and

                

           

          	

                	20.2.2.	
                  The Insurance Policy, as well as the Insurance Limit and the premium for each extension or renewal (of any and all of the insurance policies described in this Section 20.2) shall be approved by the Compensation Committee (and, if
                    required by law, by the Board) which shall determine that the sums are reasonable considering Evogene’s exposures, the scope of coverage and the market conditions and that the Insurance Policy reflects the current market conditions, and
                    it shall not materially affect the Company’s profitability, assets or liabilities.

                

           

          G. Arrangements upon Change of Control 

           

          	21.	
                  The following benefits may be granted to any Executive Officers (in addition to, or in lieu of, the benefits applicable in the case of any retirement or termination of service) upon or in connection with a “Change of Control” (as
                    such term is defined below) or, where applicable, in the event of a Change of Control following which the employment of the Executive Officer is terminated or adversely adjusted in a material way:

                

           

          	

                	21.1.	
                  Vesting acceleration of outstanding equity-based awards, comparable to customary market practices;

                

           

          	

                	21.2.	
                  Extended exercise period of equity-based compensation following the date of employment termination, comparable to customary market practices; and

                

           

          	

                	21.3.	
                  Continued base salary and benefits following the date of employment termination for a period comparable to customary market practices (the “Additional Adjustment Period”). For avoidance of
                    doubt, such Additional Adjustment Period may be in addition to the advance notice and adjustment periods pursuant to Sections 14 and 15 of this Policy, but subject to the limitation set forth in Section 17 of this Policy.

                

           

          	

                	21.4.	
                  A cash bonus in an amount comparable to customary market practices.

                

           

          Unless otherwise defined in the respective incentive plan or employment agreement, a “Change of Control” shall mean (i) a sale of all or substantially all of the assets of the Company; (ii) a
            sale (including an exchange) of all or substantially all of the shares of the Company; (iii) a merger, consolidation or like transaction of the Company with another corporation in which the holders of the Company's outstanding share capital
            immediately before consummation of such merger, consolidation or like transaction hold, immediately after consummation of such merger, consolidation or like transaction, either (x) less than a majority of the voting power of the surviving
            entity or (y) less than a majority of the voting power of an entity that wholly owns, directly or indirectly, the surviving entity;  or (iv) such other transaction that is either defined as such in the respective incentive plan or employment
            agreement or determined as such by the Board.

           

          H. Board of Directors Compensation

           

          	22.	
                  All Evogene’s non-employee Board members may be entitled to an annual cash fee retainer of up to $70,000 (and up to $140,000 for the chairperson of Evogene’s Board), and in addition an annual committee membership fee retainer of up
                    to $20,000, or an annual committee chairperson cash fee retainer of up to $30,000 (it is being clarified that the payment for the chairpersons would be in lieu of (and not in addition) to the payments referenced above for committee
                    membership).

                

           

          	23.	
                  The compensation of the Company’s external directors, if elected, shall be in accordance with the Companies Regulations (Rules Regarding the Compensation and Expenses of an External Director), 5760-2000, as amended by the Companies
                    Regulations (Relief for Public Companies Traded in Stock Exchange Outside of Israel), 5760-2000, as such regulations may be amended from time to time.

                

           

          
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          	24.	
                  Each non-employee member of Evogene’s Board may be granted equity-based compensation. The total fair market value of a “welcome” or an annual equity-based compensation at the time of grant shall not exceed $350,000. Such equity-based
                    awards shall vest in accordance with a vesting schedule that may vary from a period of 6 months to 4 years.

                

           

          	25.	
                  All other terms of the equity awards shall be in accordance with Evogene’s incentive plans and other related practices and policies. Accordingly, the Board may, following approval by the Compensation Committee, make modifications to
                    such awards consistent with the terms of such incentive plans, subject to any additional approval as may be required by the Companies Law.

                

           

          	26.	
                  In addition, members of Evogene’s Board may be entitled to reimbursement of expenses in connection with the performance of their duties.

                

           

          	27.	
                  It is hereby clarified that the compensation (and limitations) stated under Section H will not apply to directors who serve as Executive Officers.

                

           

          I. Miscellaneous

           

          	28.	
                  Nothing in this Policy shall be deemed to grant to any of Evogene’s Executive Officers, employees, directors, or any third party any right or privilege in connection with their employment by or
                    service to the Company, nor deemed to require Evogene to provide any compensation or benefits to any person. Such rights and privileges shall be governed by applicable personal employment agreements or other separate compensation
                    arrangements entered into between Evogene and the recipient of such compensation or benefits. The Board may determine that none or only part of the payments, benefits and perquisites detailed in this Policy shall be granted, and is
                    authorized to cancel or suspend a compensation package or any part of it.

                

           

          	29.	
                  An Immaterial Change in the Terms of Employment of an Executive Officer other than the CEO may be approved by the CEO, provided that the amended terms of employment are in accordance with this Policy. An “Immaterial Change in the
                    Terms of Employment” means a change in the terms of employment of an Executive Officer with an annual total cost to the Company not exceeding an amount equal to three (3) monthly base salaries of such employee. 

                

           

          	30.	
                  In the event that new regulations or law amendment in connection with Executive Officers’ and directors’ compensation will be enacted following the adoption of this Policy, Evogene may follow such new regulations or law amendments,
                    even if such new regulations are in contradiction to the compensation terms set forth herein.

                

           

          *********************

           

          This Policy is designed solely for the benefit of Evogene and none of the provisions thereof are intended to provide any rights or remedies to any person other than Evogene.

           

        

        10ex42exdescriptionofsecur

Exhibit 4.2  1  DESCRIPTION OF THE REGISTRANT’S SECURITIES  REGISTERED PURSUANT TO SECTION 12 OF THE  SECURITIES EXCHANGE ACT OF 1934    The following is a summary of the rights of the Class A common stock, par value $0.01 (the “Class  A common stock”) of Comstock Holding Companies, Inc. (the “Company”), which is the only  class of securities of the Company that is registered under Section 12 of the Securities Exchange  Act of 1934, as amended (the “Exchange Act”). The description is intended as a summary, and is  qualified in its entirety by reference to the Company’s Amended and Restated Certificate of  Incorporation, as amended (the “Certificate of Incorporation”), and the Amended and Restated  Bylaws (the “Bylaws”), each of which is filed as an exhibit to the Annual Report on Form 10-K  of which this Exhibit 4.2 is a part.   Authorized Capital Stock  Under the Certificate of Incorporation, the Company’s authorized capital stock consists of  59,779,750 shares of Class A common stock, 220,250 shares, par value $0.01 per share, of Class  B common stock (the “Class B common stock”), and 20,000,000 shares, par value $0.01 per share,  of preferred stock. All outstanding shares of the Company’s capital stock are fully paid and non- assessable.  Common Stock  The Class A common stock is listed on the NASDAQ Capital Market under the symbol “CHCI.”  Dividends  Holders of shares of the Company’s common stock are entitled to participate in dividends ratably  on a per share basis when the Company’s board of directors declares dividends on the Company’s  common stock out of legally available funds. The Company does do not anticipate paying any cash  dividends in the foreseeable future. Future dividends, if any, will be determined by the Company’s  board of directors and will be based upon the Company’s earnings, capital requirements and  operating and financial condition, among other factors, at the time any such dividends are  considered by the Company’s board of directors.  Voting Rights  Each share of Class A common stock entitles the holder to one vote on all matters submitted to a  vote of the stockholders. Each share of Class B common stock entitles the holder to 15 votes on  all matters submitted to a vote of stockholders (except with respect to going private transactions,  with respect to which each share of Class B common stock is entitled to one vote). With certain  limited exceptions (as set forth in the Certificate of Incorporation), the holders of Class A common  stock and Class B common stock vote together as a single class with respect to all matters  submitted to a vote of holders of shares of common stock, and such matters will pass with the  affirmative vote of a majority of the votes cast.  

 

  2  Liquidation and Dissolution  In the event of the Company’s liquidation, dissolution or winding up, voluntarily or involuntarily,  holders of the Company’s common stock will have the right to a ratable portion of the assets  remaining after satisfaction in full of the prior rights of the Company’s creditors, satisfaction of all  liabilities and provision for payment of any amounts payable upon shares of any preferred stock  entitled to a preference, if any, over holders of common stock. No shares of the Company’s  common stock have any preemptive or redemption rights, or the benefits of any sinking fund.  Conversion Rights of Class B Common Stock  A holder of a share of Class B common stock has the right at any time, or from time to time, at  such holder’s option, to convert each share of his/her/its shares of Class B common stock into one  fully paid and nonassessable share of Class A common stock, subject to the terms and conditions  set forth in the Certificate of Incorporation.  Transfer Agent  American Stock Transfer and Trust Company serves as the transfer agent and registrar for all of  the shares of the Company’s common stock.  Classification of the Board of Directors  The directors of the Company are divided into three classes. Upon election or re-election, each  director serves for a three year term expiring at the third succeeding annual meeting and until  his/her respective successor is duly elected and qualified.  Anti-Takeover Effects of Certain Provisions of Delaware Law and the Certificate of  Incorporation and Bylaws  The Delaware General Corporation Law  The Company is a Delaware corporation subject to Section 203 of the Delaware General  Corporation Law (the “DGCL”). Section 203 of the DGCL provides that, subject to certain  exceptions, a Delaware corporation may not engage in “business combinations” with any  “interested stockholder” for a three-year period following the time that the stockholder became an  interested stockholder unless:     •   the corporation has elected in its certificate of incorporation not to be governed  by Section 203 (which we have not done);     •   prior to that time, the board of directors of the corporation approved either the  business combination or the transaction which resulted in the stockholder  becoming an interested stockholder;     •   upon consummation of the transaction which resulted in the stockholder  becoming an interested stockholder, the interested stockholder owned at least  

 

  3  85% of the voting stock of the corporation outstanding at the time the transaction  commenced, excluding specified shares; or     •   at or subsequent to that time, the business combination is approved by the board  of directors of the corporation and by the affirmative vote of at least 66 and 2/3%  of the outstanding voting stock which is not owned by the interested stockholder.  The three-year prohibition also does not apply to business combinations proposed by an interested  stockholder following the announcement or notification of extraordinary transactions involving  the corporation and a person who had not been an interested stockholder during the previous three  years or who became an interested stockholder with the approval of a majority of the corporation’s  directors. The term “business combination” is defined generally to include mergers or  consolidations between a Delaware corporation and an interested stockholder, transactions with  an interested stockholder involving the assets or stock of the corporation or its majority-owned  subsidiaries, and transactions which increase an interested stockholder’s percentage ownership of  stock.  The term “interested stockholder” is defined to include any person, other than the corporation and  any direct or indirect majority-owned subsidiary of the corporation, that is the owner of 15% or  more of the outstanding voting stock of the corporation, or is an affiliate or associate of the  corporation and was the owner of 15% or more of the outstanding voting stock of the corporation,  at any time within three years immediately prior to the relevant date, or the affiliates and associates  of any such person.  Section 203 makes it more difficult for a person who would be an interested stockholder to effect  various business combinations with a corporation for a three-year period. The provisions of  Section 203 may encourage companies interested in acquiring the Company to negotiate in  advance with the Company’s board of directors, because the stockholder approval requirement  would be avoided if the Company’s board of directors approves either the business combination  or the transaction which results in the stockholder becoming an interested stockholder. These  provisions also may have the effect of preventing changes in the Company’s board of directors  and may make it more difficult to accomplish transactions which stockholders may otherwise deem  to be in their best interests.  Classified Board  The Certificate of Incorporation and the Bylaws provide that the Company’s board of directors be  divided into three classes of directors, with each class elected for staggered three-year terms  expiring in successive years. As a result, approximately one-third of the Company’s board of  directors will be elected each year. The classification of directors will have the effect of making it  more difficult for stockholders to change the composition of the Company’s board of directors.  The Certificate of Incorporation and Bylaws provide that the number of directors will be fixed  from time to time exclusively pursuant to a resolution adopted by the board.  Removal of Directors; Vacancies  

 

  4  Under the DGCL, unless otherwise provided in the Certificate of Incorporation, directors serving  on a classified board may be removed by the stockholders only for cause. The Certificate of  Incorporation and Bylaws provide that directors may be removed only for cause and only upon the  affirmative vote of holders of at least 66 and 2/3% of the voting power of all the then outstanding  shares of capital stock entitled to vote generally in the election of directors, voting together as a  single class. In addition, the Certificate of Incorporation and Bylaws also provide that any  vacancies on the Company’s board of directors will be filled only by the affirmative vote of a  majority of the remaining directors, although less than a quorum.  No Cumulative Voting  The DGCL provides that stockholders are not entitled to the right to cumulate votes in the election  of directors unless the Certificate of Incorporation provides otherwise. The Certificate of  Incorporation does not provide for cumulative voting.  No Stockholder Action by Written Consent; Calling of Special Meetings of Stockholders  The Certificate of Incorporation and Bylaws prohibit stockholder action by written consent. They  also provide that special meetings of the Company’s stockholders may be called only by the  Company’s board of directors pursuant to a resolution adopted by a majority of the board of  directors or by the chief executive officer of the Company.  Advance Notice Requirements for Stockholder Proposals and Director Nominations  The Bylaws provide that stockholders seeking to nominate candidates for election as directors or  to bring business before an annual meeting of stockholders must provide timely notice of their  proposal in writing to the corporate secretary. Generally, to be timely, a stockholder’s notice must  be received at the Company’s principal executive offices not less than 90 days nor more than 120  days prior to the first anniversary date of the previous year’s annual meeting; provided, however,  that in the event the annual meeting is scheduled to be held on a date more than 30 days prior to  or delayed by more than 60 days after such anniversary date, notice by the stockholder must not  be received more than 120 days prior to such annual meeting, and not later than 90 days prior to  such annual meeting or the 10th day following the day on which such notice of the date of the  annual meeting was mailed or such public disclosure of the date of the annual meeting was made.  The Bylaws also specify requirements as to the form and content of a stockholder’s notice. These  provisions may impede stockholders’ ability to bring matters before an annual meeting of  stockholders or make nominations for directors at an annual meeting of stockholders.  Supermajority Provisions  The DGCL provides generally that the affirmative vote of a majority of the outstanding shares  entitled to vote is required to amend a corporation’s certificate of incorporation or bylaws, unless  the certificate of incorporation requires a greater percentage. The Certificate of Incorporation  provides that the following provisions in the Certificate of Incorporation and Bylaws may be  amended only by a vote of at least 66 2/3% of the voting power of all of the outstanding shares of  the Company’s stock entitled to vote generally in the election of directors, voting together as a  single class:  

 

  5     •   classified board (the number, election and term of the directors);    •   the removal of directors;     •   the prohibition on stockholder action by written consent;     •   the ability to call a special meeting of stockholders being vested solely in the  Company’s board of directors and chief executive officer;     •   the ability of the Company’s board of directors to adopt, amend or repeal the  Bylaws;     •   any provision in the Bylaws that was adopted, amended or repealed by the  Company’s board of directors;     •   the limitation of liability of the Company’s directors and the indemnification  provisions provided to the Company’s directors and officers; and     •   the amendment provision requiring that the above provisions be amended only  with a 66 2/3% supermajority vote.  Authorized but Unissued Capital Stock  The DGCL does not require stockholder approval for any issuance of authorized shares. However,  the listing requirements of the NASDAQ Capital Market, which would apply so long as the  Company’s common stock is listed on the NASDAQ Capital Market, require stockholder approval  of certain issuances equal to or exceeding 20% of the then-outstanding voting power or the then- outstanding number of shares of common stock. Such approval is not required, however, for any  public offering for cash; any bona fide private financing, if the financing involves a sale of  common stock, for cash, at a price at least as great as each of the book and market value of the  Company’s common stock; and securities convertible into or exercisable for common stock, for  cash, if the conversion or exercise price is at least as great as each of the book and market value of  the Company’s common stock. These additional shares may be used for a variety of corporate  purposes, including future public offerings, to raise additional capital or to facilitate acquisitions.  One of the effects of the existence of unissued and unreserved common or preferred stock may be  to enable the Company’s board of directors to issue shares to persons friendly to current  management, which issuance could render more difficult or discourage an attempt to obtain control  of the Company by means of a merger, tender offer, proxy contest or otherwise, and thereby protect  the continuity of the Company’s management and possibly deprive the stockholders of  opportunities to sell their shares of common or preferred stock at prices higher than prevailing  market prices.  Preferred Stock  The Certificate of Incorporation permits the Company’s board of directors or a committee  designated by the board of directors to issue, without further stockholder approval, 20,000,000  shares of preferred stock, par value $0.01 per share, in one or more series. For each series of  preferred stock, the Company’s board of directors may determine whether such preferred stock  

 

  6  will have voting powers. The Company’s board of directors may also determine the designations,  preferences and relative, participating, optional or other special rights, and qualifications,  limitations or restrictions of any preferred stock we issue. The Company’s board of directors will  determine these terms by resolution adopted before the Company issues any shares of a series of  preferred stock.

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