展品97.1
返還誤發的激勵性報酬政策對高管
（2023 年 9 月 12 日通過）
指數
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1.背景
Ermenegildo Zegna N.V.（以下簡稱「公司」）已採用本政策（以下簡稱「政策」）以提供對公司現任或前任高管在需要重述的情況下收回或「收回」的超額激勵報酬（在本節「VIII。定義」下定義的每一個）。
本政策旨在遵守紐約證券交易所（「紐交所」）上市公司手冊第303A.14條的要求。 在本政策中，任何條款在遵守上市標準方面存在歧義，或者任何條款必須修改以符合上市標準，該條款將被閱讀或修改爲使所有適用的條款都符合上市標準。 本政策將由公司董事會（「董事會」）在薪酬委員會建議下管理，其裁決將是最終的、具有約束力的和決定性的。
2.政策聲明
如因公司對證券法規的任何財務報告要求的重大違規而需要進行會計重述，包括對先前發佈的基本報表中的錯誤進行修正的任何要求的會計重述，或如果在當前期間糾正錯誤或在當前期間不予糾正將導致重大錯誤陳述，公司應合理迅速追回錯誤授予的激勵性報酬金額（「獎勵性報酬」）。
公司應根據本政策要求回收錯誤發放的激勵報酬，除非在本文中「5. 例外」部分另有規定。
3.政策範圍
A.受保人和恢復期
本政策適用於所有激勵性報酬收受者：
•成爲執行官後，
•在獎勵基礎工資的執行期內曾擔任過執行官的人員。
•當公司有一類證券在紐交所上市時，及
•在公司被要求進行重述的日期之前的三個已完成財政年度（"康復期”).
儘管存在回顧要求，但公司僅需要將此政策應用於2023年10月2日或之後獲得的激勵性補償。
根據本政策規定，激勵性薪酬應被視爲在公司的財政期間內「收到」，即使激勵性薪酬獎勵中指定的財務報告衡量標準（如下所定義）是在該期間結束後達到，支付或授予激勵性薪酬仍然發生。
B.過渡期。在過渡日期和分離日期（或提前離職日期，如適用）之間的「過渡期」內，（i）您同意與公司董事會（「董事會」）和即將到任的總裁兼首席執行官合作完成關鍵項目並轉移您的職責；（ii）公司將繼續支付您的正常基本工資；（iii）您將繼續有資格參加您當前參加的員工福利計劃（根據這些福利計劃的條款和條件）
除了恢復期外，本政策還適用於恢復期內或緊隨恢復期的任何過渡期（由公司財政年度變更導致的），在恢復期內或恢復期緊隨其後提供的「過渡期」
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該公司上一個財政年度結束日和新財政年度開始日之間的過渡期將被視爲一個完成的財政年度，該過渡期爲九至十二個月。
C.確定恢復期
爲了確定相關的恢復期，公司需要準備重新報告的日期爲以下兩者中較早的一個：
•董事會、董事會委員會或公司授權的主管在不需要董事會行動的情況下，得出或合理應該得出結論，公司需要準備一份重述報告，以及
•法院、監管機構或其他獲得法定授權的機構指示公司準備重組的日期。
爲了明確起見，公司根據本政策收回錯誤授予的激勵報酬的義務並不取決於是否或何時實際提交重述報告。
4.應收款項
A.可回收金額
根據本政策，應當追回的基於激勵的報酬金額爲超過基於激勵的報酬金額的部分，該部分超過的金額是指如果根據重新規定的金額計算而得的基於激勵的報酬金額減去支付的任何稅款後的金額。
B.基於公司普通股或TSR的覆蓋報酬
基於公司普通股價格或總回報率（"TSR"）的激勵性報酬，如果根據重新報告的信息直接從中沒有數學重計的情況下錯誤授予的激勵性報酬金額，可收回的金額應根據重新報告對用於獲得激勵性報酬的股價或TSR的影響的合理估計。在這種情況下，公司應保留對合理估計的確定的文檔，並向紐交所提供此類文檔。
5.例外
公司應當根據本政策規定的條件進行錯誤授予的激勵性報酬的追回，除非下文所述的一個或多個條件得到滿足，並且依據紐交所上市公司守則爲獨立的董事中的大部分已作出決定認爲追回是不切實際的情況下。
A.直接費用超過可收回金額
直接支付給第三方協助執行本政策的支出將超過可收回的金額；但在得出根據強制執行的預期支出量不可能收回任何因有誤授予的激勵性報酬而收回的任何金額之前，公司應合理嘗試收回這些錯誤授予的激勵性報酬，記錄這種合理嘗試來收回，並將該記錄提供給紐交所。
B.違反本國法律
恢復會違反適用的荷蘭法律，前提是該法律在2022年11月28日前通過；然而，在做出結論之前，恢復任何金額可能是不切實際的。
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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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