展品97.1
返还误发的激励性报酬政策对高管
（2023 年 9 月 12 日通过）
指数
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1.背景
Ermenegildo Zegna N.V.（以下简称“公司”）已采用本政策（以下简称“政策”）以提供对公司现任或前任高管在需要重述的情况下收回或“收回”的超额激励报酬（在本节“VIII。定义”下定义的每一个）。
本政策旨在遵守纽约证券交易所（“纽交所”）上市公司手册第303A.14条的要求。 在本政策中，任何条款在遵守上市标准方面存在歧义，或者任何条款必须修改以符合上市标准，该条款将被阅读或修改为使所有适用的条款都符合上市标准。 本政策将由公司董事会（“董事会”）在薪酬委员会建议下管理，其裁决将是最终的、具有约束力的和决定性的。
2.政策声明
如因公司对证券法规的任何财务报告要求的重大违规而需要进行会计重述，包括对先前发布的基本报表中的错误进行修正的任何要求的会计重述，或如果在当前期间纠正错误或在当前期间不予纠正将导致重大错误陈述，公司应合理迅速追回错误授予的激励性报酬金额（“奖励性报酬”）。
公司应根据本政策要求回收错误发放的激励报酬，除非在本文中“5. 例外”部分另有规定。
3.政策范围
A.受保人和恢复期
本政策适用于所有激励性报酬收受者：
•成为执行官后，
•在奖励基础工资的执行期内曾担任过执行官的人员。
•当公司有一类证券在纽交所上市时，及
•在公司被要求进行重述的日期之前的三个已完成财政年度（"康复期”).
尽管存在回顾要求，但公司仅需要将此政策应用于2023年10月2日或之后获得的激励性补偿。
根据本政策规定，激励性薪酬应被视为在公司的财政期间内“收到”，即使激励性薪酬奖励中指定的财务报告衡量标准（如下所定义）是在该期间结束后达到，支付或授予激励性薪酬仍然发生。
B.过渡期。在过渡日期和分离日期（或提前离职日期，如适用）之间的“过渡期”内，（i）您同意与公司董事会（“董事会”）和即将到任的总裁兼首席执行官合作完成关键项目并转移您的职责；（ii）公司将继续支付您的正常基本工资；（iii）您将继续有资格参加您当前参加的员工福利计划（根据这些福利计划的条款和条件）
除了恢复期外，本政策还适用于恢复期内或紧随恢复期的任何过渡期（由公司财政年度变更导致的），在恢复期内或恢复期紧随其后提供的“过渡期”
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该公司上一个财政年度结束日和新财政年度开始日之间的过渡期将被视为一个完成的财政年度，该过渡期为九至十二个月。
C.确定恢复期
为了确定相关的恢复期，公司需要准备重新报告的日期为以下两者中较早的一个：
•董事会、董事会委员会或公司授权的主管在不需要董事会行动的情况下，得出或合理应该得出结论，公司需要准备一份重述报告，以及
•法院、监管机构或其他获得法定授权的机构指示公司准备重组的日期。
为了明确起见，公司根据本政策收回错误授予的激励报酬的义务并不取决于是否或何时实际提交重述报告。
4.应收款项
A.可回收金额
根据本政策，应当追回的基于激励的报酬金额为超过基于激励的报酬金额的部分，该部分超过的金额是指如果根据重新规定的金额计算而得的基于激励的报酬金额减去支付的任何税款后的金额。
B.基于公司普通股或TSR的覆盖报酬
基于公司普通股价格或总回报率（"TSR"）的激励性报酬，如果根据重新报告的信息直接从中没有数学重计的情况下错误授予的激励性报酬金额，可收回的金额应根据重新报告对用于获得激励性报酬的股价或TSR的影响的合理估计。在这种情况下，公司应保留对合理估计的确定的文档，并向纽交所提供此类文档。
5.例外
公司应当根据本政策规定的条件进行错误授予的激励性报酬的追回，除非下文所述的一个或多个条件得到满足，并且依据纽交所上市公司守则为独立的董事中的大部分已作出决定认为追回是不切实际的情况下。
A.直接费用超过可收回金额
直接支付给第三方协助执行本政策的支出将超过可收回的金额；但在得出根据强制执行的预期支出量不可能收回任何因有误授予的激励性报酬而收回的任何金额之前，公司应合理尝试收回这些错误授予的激励性报酬，记录这种合理尝试来收回，并将该记录提供给纽交所。
B.违反本国法律
恢复会违反适用的荷兰法律，前提是该法律在2022年11月28日前通过；然而，在做出结论之前，恢复任何金额可能是不切实际的。
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erroneously awarded Incentive-Based Compensation based on violation of applicable Dutch law, the Company shall obtain an opinion of Dutch counsel, acceptable to the NYSE, that recovery would result in such a violation, and shall provide such opinion to the NYSE.
C.Recovery from Certain Tax-Qualified Retirement Plans
Recovery would likely cause an otherwise tax-qualified retirement plan, under which benefits are broadly available to employees of the Company, to fail to meet the requirements of 26 U.S.C. 401(a)(13) or 26 U.S.C. 411(a) and regulations thereunder.
6.PROHIBITION AGAINST INDEMNIFICATION
The Company shall not indemnify any Executive Officer or former Executive Officer against the loss of erroneously awarded Incentive-Based Compensation.
7.DISCLOSURE
The Company shall file all disclosures with respect to recoveries under this Policy in accordance with the requirements of the U.S. Federal securities laws, including the disclosure required to be included in applicable Securities and Exchange Commission (“SEC”) filings.
8.DEFINITIONS
Unless the context otherwise requires, the following definitions apply for purposes of this Policy:
“Executive Officer” means the Company’s president, principal financial officer, principal accounting officer (or if there is no such accounting officer, the controller), any vice-president of the Company in charge of a principal business unit, division, or function (such as sales, administration, or finance), any other officer who performs a policy-making function, or any other person who performs similar policymaking functions for the Company. Executive officers of the Company’s parent(s) or subsidiaries, as applicable, are deemed Executive Officers of the Company if they perform such policy making functions for the Company. Policy-making function is not intended to include policymaking functions that are not significant. Identification of an Executive Officer for purposes of this Policy will include at a minimum executive officers, if any, identified pursuant to U.S. 17CFR 229.401(b). As of the date of this Policy, Executive Officers include (i) each of the members of the Company's senior management identified from time to time in the Company’s annual reports on Form 20-F, and (ii) the Company’s principal accounting officer.
“Financial Reporting Measures” means any of the following: (i) measures that are determined and presented in accordance with the accounting principles used in preparing the Company’s financial statements, and any measures that are derived wholly or in part from such measures, (ii) stock price and (iii) TSR. A Financial Reporting Measure need not be presented within the Company’s financial statements or included in a filing with the SEC.
“Incentive-Based Compensation” means any compensation that is granted, earned, or vested based wholly or in part upon the attainment of a Financial Reporting Measure.
9.AMENDMENT; TERMINATION
The Board, upon recommendation of the Compensation Committee, may amend this Policy from time to time and may terminate this Policy at any time, in each case in its sole discretion.
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10.EFFECTIVENESS; OTHER RECOUPMENT RIGHTS
This Policy shall be effective as of December 1, 2023. Any right of recoupment under this Policy is in addition to, and not in lieu of, any other remedies or rights of recoupment that may be available to the Company and its subsidiaries and affiliates under applicable law or pursuant to the terms of any similar policy or similar provision in any employment agreement, equity award agreement or similar agreement. In the event of a conflict between this Policy and the Company’s Remuneration Policy, this Policy shall prevail.
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