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nLIGHt公司（以下簡稱「公司」）致力於強有力的公司治理。作爲這一承諾的一部分，薪酬委員會（以下簡稱「委員會」）公司”部分委員會）管理。董事會”）的政策。該政策旨在進一步推進公司的績效爲基礎的薪酬理念，並遵守適用法律，通過提供與會計重述事件中涉及的某些薪酬的合理及時追回相關規定。政策適用於被覆蓋高管，不會酌情處理，除非以下範圍有限地提供，並且不考慮被覆蓋高管是否有過失。政策中使用的大寫術語如下所定義。政策該政策旨在進一步推進公司的績效支付理念，並遵守適用法律，通過規定在會計重述事件發生時合理迅速收回某些高管薪酬。政策中使用的大寫字母定義如下，這些定義對其適用具有實質影響，因此仔細審查它們對您的理解至關重要。

上述批准的政策旨在符合1934年證券交易法第10D條款（“使擁有公司註冊證券類別10%以上股權的官員、董事或實際股東代表簽署人遞交表格3、4和5（包括修正版及有關聯合遞交協議）,符合證券交易法案第16(a)條及其下屬規則規定的要求；”），以及《交易所法》第10D-1條和公司證券所在的國家證券交易所（“交易所”）的上市標準。該政策將按照《交易所法》第10D條、《交易所法》第10D-1條和交易所的上市標準進行解釋，包括交易所提供的任何解釋性指導。

總的來說，該政策提供了有關行政人員收到的某些激勵性報酬合理及時追回的規則。除下文詳細說明的有限例外情況外，該政策對行政人員的適用不是自由裁量的，並且不考慮行政人員是否有過錯，除下文規定的有限情況外。

政策對所有高管都具有約束力且可執行。高管「」意味着根據《交易所法》第16a1（f）條規定，由董事會指定爲「高管」或曾被指定的每個個人。每位高管都將被要求籤署並向公司返回確認書，證明該高管將受政策條款約束並遵守政策。未能獲得此確認不會影響政策的適用性或可執行性。

委員會擁有完全授權來管理該政策。委員會有權解釋和解釋該政策，並做出所有必要、適當或建議的決定以管理該政策。此外，如果董事會自行決定，在獨立董事會成員或其他由獨立董事組成的董事會委員會管理該政策，那麼所有提及委員會的內容將被視爲指代獨立董事會成員或其他董事會委員會。委員會做出的所有決定將是最終且具有約束力的，並將獲得法律許可的最大尊重。

如果公司根據證券法的任何財務報告要求，包括對以前公佈的基本報表中的重大不符合進行會計重述，或者會計重述來糾正先前公佈的基本報表中的錯誤，如果該錯誤對先前公佈的基本報表具有重大影響，或者如果該錯誤在當前期間得到糾正或在當前期間未得到糾正將導致重大錯誤（一個“ 會計重述如果有必要，委員會必須判斷必須追回什麼補償。

該政策適用於特定情況基於激勵的薪酬制度（本部分中使用的某些術語已定義如下） 2021年8月 2023年10月2日或之後（以下簡稱「生效日」）生效日期。在覆蓋期間內覆蓋期間公司在國家證券交易所上市了某類證券。這種激勵性報酬被視爲“可追回的激勵性報酬”如果這種激勵性報酬是在個人成爲執行官後收到的，並且個人在激勵性報酬的績效期間的任何時間內擔任過執行官。必須收回的激勵性報酬是超過根據重新計算後的金額確定的激勵性報酬的可追回的激勵性報酬金額（即，不考慮支付的任何稅款計算的該報酬“超額補償，”在上市標準中稱爲「錯誤授予的激勵性報酬」）。

爲了判斷基於股價或總股東回報的激勵性薪酬的超額補償金額，在不直接通過會計重述中的信息進行數學重新計算的情況下，該金額必須基於對會計重述對股價或總股東回報的合理估計效應，而這些激勵性薪酬所基於的股價或總股東回報，公司必須保留該合理估計的判斷的文件並向交易所提供這些文件。

“基於激勵的薪酬制度「報告措施」一詞表示任何基於完全或部分依賴達到財務報告措施而授予、獲得或取得的任何賠償。爲避免疑義，在未取消政策下，未來公司根據政策要求收回的任何賠償在未收回的情況下是不會被視爲已獲得的。政策下的以下賠償項目不屬於激勵性報酬：工資，完全由薪酬委員會或董事會自行決定支付的獎金，且不是根據滿足財務報告措施確定獎金總額支付的獎金，完全基於滿足一個或多個主觀標準支付的獎金和/或完成特定就業期限的獎金，僅在滿足一個或多個戰略措施或運營措施的情況下獲得非權益激勵計劃獎勵，以及股權獎勵，獎勵的授予不取決於達到任何財務報告措施績效目標，且獲得股權獎勵的歸屬僅取決於完成特定就業期限（例如基於時間的歸屬股權獎勵）和/或達到一個或多個非財務報告措施。

“基本報表措施”是根據公司編制的基本報表所採用的會計準則確定和呈現的衡量標準，以及完全或部分來源於這些衡量標準的任何衡量標準。股價和股東總回報也是財務報告衡量標準。財務報告衡量標準無需在基本報表中呈現，也無需包含在提交給證券交易委員會的申報文件中。

Incentive-Based Compensation is “Received” under the Policy in the Company’s fiscal period during which the Financial Reporting Measure specified in the Incentive-Based Compensation award is attained, even if the payment, vesting, settlement or grant of the Incentive-Based Compensation occurs after the end of that period. For the avoidance of doubt, the Policy does not apply to Incentive-Based Compensation for which the Financial Reporting Measure is attained prior to the Effective Date.

“Covered Period” means the three completed fiscal years immediately preceding the Accounting Restatement Determination Date. In addition, Covered Period can include certain transition periods resulting from a change in the Company’s fiscal year. The Company’s obligation to recover Excess Compensation is not dependent on if or when the restated financial statements are filed.

“Accounting Restatement Determination Date” means the earliest to occur of: (a) the date the Board, a committee of the Board, or one or more of the officers of the Company authorized to take such action if Board action is not required, concludes, or reasonably should have concluded, that the Company is required to prepare an Accounting Restatement; and (b) the date a court, regulator, or other legally authorized body directs the Company to prepare an Accounting Restatement.

The Company must recover such Excess Compensation reasonably promptly and Executive Officers are required to repay Excess Compensation to the Company. Subject to applicable law, the Company may recover such Excess Compensation by requiring the Executive Officer to repay such amount to the Company by direct payment to the Company or such other means or combination of means as the Committee determines to be appropriate (these determinations do not need to be identical as to each Executive Officer). These means may include:

The repayment of Excess Compensation must be made by an Executive Officer notwithstanding any Executive Officer’s belief (whether legitimate or non-legitimate) that the Excess Compensation had been previously earned under applicable law and therefore is not subject to clawback.

In addition to its rights to recovery under the Policy, the Company or any affiliate of the Company may take any legal actions it determines appropriate to enforce an Executive Officer’s obligations to the Company or to discipline an Executive Officer, including (without limitation) termination of employment, institution of civil proceedings, reporting of misconduct to appropriate governmental authorities, reduction of future compensation opportunities or change in role. The decision to take any actions described in the preceding sentence will not be subject to the approval of the Committee and can be made by the Board, any committee of the Board, or any duly authorized officer of the Company or of any applicable affiliate of the Company.

The Company must recover the Excess Compensation in accordance with the Policy except to the limited extent that the conditions set forth below are met, and the Committee determines that recovery of the Excess Compensation would be impracticable:

The Policy is in addition to the requirements of Section 304 of the Sarbanes-Oxley Act of 2002 that are applicable to the Company’s Chief Executive Officer and Chief Financial Officer, as well as any other applicable laws, regulatory requirements, rules, or pursuant to the terms of any existing Company policy or agreement providing for the recovery of compensation.

Notwithstanding the terms of any of the Company’s organizational documents (including, but not limited to, the Company’s bylaws), any corporate policy or any contract (including, but not limited to, any indemnification agreement), neither the Company nor any affiliate of the Company will indemnify or provide advancement for any Executive Officer against any loss of Excess Compensation. Neither the Company nor any affiliate of the Company will pay for or reimburse insurance premiums for an insurance policy that covers potential recovery obligations. In the event the Company is required to recover Excess Compensation from an Executive Officer who is no longer an employee pursuant to the Policy, the Company will be entitled to seek such recovery in order to comply with applicable law, regardless of the terms of any release of claims or separation agreement such individual may have signed.

If any provision of the Policy or the application of any such provision to any Executive Officer is adjudicated to be invalid, illegal or unenforceable in any respect, such invalidity, illegality or unenforceability will not affect any other provisions of the Policy or the application of such provision to another Executive Officer, and the invalid, illegal or unenforceable provisions will be deemed amended to the minimum extent necessary to render any such provision or application enforceable.

•I understand and acknowledge that the Policy applies to me, and all of my beneficiaries, heirs, executors, administrators or other legal representatives and that the Company’s right to recovery in order to comply with applicable law will apply, regardless of the terms of any release of claims or separation agreement I have signed or will sign in the future.

•I agree to be bound by and to comply with the Policy and understand that determinations of the Committee (as such term is used in the Policy) will be final and binding and will be given the maximum deference permitted by law.

•I understand and agree that my current indemnification rights, whether in an individual agreement or the Company’s organizational documents, exclude the right to be indemnified for amounts required to be recovered under the Policy.

•I understand that my failure to comply in all respects with the Policy is a basis for termination of my employment with the Company and any affiliate of the Company as well as any other appropriate discipline.

•I understand that neither the Policy, nor the application of the Policy to me, gives rise to a resignation for good reason (or similar concept) by me under any applicable employment agreement or arrangement.

•I acknowledge that if I have questions concerning the meaning or application of the Policy, it is my responsibility to seek guidance from the Company’s General Counsel, Vice President for Human Resources, or my own personal advisers.