展品97.1

厚樓智能

補償追索政策

從2024年8月2日起生效

根據1934年修訂版的證券交易所法第10D條，以及《證券交易所法》第10D-1條和掛牌於Helport AI Limited（「證券交易所法案」）的全國證券交易所的上市標準，《交易所Helport AI Limited（「權益代理」）的董事會（「董事會”）已採用了這項薪酬追回政策（即 “政策”).

政策中使用的大寫術語已做定義。 Perfection Certificate的第I節中列出的任何人不是留存實體的情況。 本政策對執行長沒有選擇權，除非在所提供的有限範圍內。 G部分 且不論執行官是否有過錯，都適用政策。

該政策對所有高管具有約束力，並可執行。每位高管都需要簽署並回復公司一份承諾書，承諾遵守該政策的條款。未能獲得此類承諾書不會影響該政策的適用性或可執行性。

董事會薪酬委員會（”委員會”) 擁有管理該政策的全部權限。委員會有權解釋和解釋本政策，並做出所有決定 管理本政策所必需、適當或可取的決定。此外，如果自行決定 在董事會中，本政策可能由董事會的獨立成員或由獨立人士組成的董事會另一個委員會管理 董事會成員，在這種情況下，所有提及委員會的內容都將被視爲指董事會的此類獨立成員或 這樣的其他董事會委員會。委員會的所有決定將是最終的和具有約束力的，並將得到最大限度的尊重 依法。

如果公司必須因公司對證券法規規定的任何財務報告要求的實質性不符合，包括爲更正之前已公佈的基本報表中的錯誤而做出任何必需的基本報表重述，且該錯誤對之前已發行的基本報表具有實質性影響，或者如果該錯誤在當前期間得到更正或在當前期間不予更正會導致重要差錯的情況下（“會計重述”），那麼委員會必須判斷必須追回的超額報酬（“超額補償”）。公司追回超額報酬的義務不取決於重述的財務報表是否提交以及何時提交。

該政策適用於所有發給執行官的激勵性薪酬：

過度補償是超過根據重新估計後的金額確定的激勵性報酬(M此項將稱為「誤授激勵性報酬」)的激勵性報酬金額，並且必須在不考慮支付的任何稅款的情況下計算。

要根據股價或總股東回報率確定激勵爲基礎的補償的超額補償金額，當事項不直接受到會計重述信息的數學重新計算影響時，該金額必須基於對會計重述對激勵爲基礎的補償收到的股價或總股東回報率的合理估計效應，並且公司必須保留對該合理估計的判斷的文檔，並將該文檔提供給交易所。

公司必須合理地迅速收回過多的補償，並且執行主管必須將過多的補償還給公司。在適用法律的情況下，公司可以通過要求執行主管將該金額直接支付給公司或採取委員會認為適當的其他方式或結合方式來收回過多的補償（這些決定不需要對每位執行主管完全相同）。這些方式可能包括：

儘管執行官相信（無論是否合理）超額補償根據適用法律先前已獲得並且不受追索的情況，超額補償必須由執行官償還。

除了依據保險條款獲得補償的權利外，公司或公司的任何聯屬機構均可採取任何法律行動，以執行執行長對公司或其聯屬機構的義務，或對執行長進行紀律處分，包括（但不限於）終止僱傭、提起民事訴訟、向適當政府機構舉報不當行為、降低未來的補償機會，或改變職責。採取前述句子中敘述的任何行動的決定，將不受委員會批准，可以由董事會、董事會任何委員會或公司或公司的任何相關聯屬機構的任何獲授權的人員做出。

公司必須根據政策收回超額補償，除非以下所述條件之一得到滿足，並且委員會確定收回超額補償是不切實際的：

儘管公司的任何組織文件（包括但不限於公司章程）、任何企業政策或任何合同（包括但不限於任何賠償協議）中的條款，公司或公司的任何關聯公司都不會對任何高管因超額薪酬造成的損失或任何與公司根據該政策執行其權利有關的索賠提供賠償或預付款。公司或公司的任何關聯公司不會支付或報銷保險費，以支付覆蓋潛在恢復義務的保險單。如果根據該政策，公司被要求從不再是員工的高管那裏收回超額薪酬，公司有權尋求恢復以遵守適用法律，而不考慮任何個人可能簽署的索賠豁免書或分離協議的條款。公司或公司的任何關聯公司都不會簽訂任何豁免將授予、支付或授予給高管的任何激勵性補償免除該政策適用或豁免公司收回任何超額薪酬的協議，並且該政策應取代任何這樣的協議（無論是在該政策通過之前、之日還是之後簽訂的）。

The Committee or Board may review and modify the Policy from time to time.

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.

The Policy will terminate and no longer be enforceable when the Company ceases to be a listed issuer within the meaning of Section 10D of the Exchange Act.

“Accounting Restatement Determination Date” means the earlier 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.

“Executive Officer” means each individual who is or was ever designated as an “officer” by the Board in accordance with Exchange Act Rule 16a-1(f).

“Financial Reporting Measures” means 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. Stock price and total shareholder return are also Financial Reporting Measures. A Financial Reporting Measure need not be presented within the financial statements or included in a filing with the Securities and Exchange Commission.

“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 (for the avoidance of doubt, no compensation that is potentially subject to recovery under the Policy will be earned until the Company’s right to recover under the Policy has lapsed) and excludes the following: salaries, bonuses paid solely at the discretion of the Committee or Board that are not paid from a bonus pool that is determined by satisfying a Financial Reporting Measure, bonuses paid solely upon satisfying one or more subjective standards and/or completion of a specified employment period, non-equity incentive plan awards earned solely upon satisfying one or more strategic measures or operational measures, and equity awards for which the grant is not contingent upon achieving any Financial Reporting Measure performance goal and vesting is contingent solely upon completion of a specified employment period (e.g., time-based vesting equity awards) and/or attaining one or more non-Financial Reporting Measures.

“Received” means, with respect to any Incentive-based Compensation, actual or deemed receipt, and 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 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 October 2, 2023.

ACKNOWLEDGEMENT

I acknowledge that I have received and read the Compensation Recovery Policy (the “Policy”) of Helport AI Limited (the “Company”).

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 legal department or my own personal advisers.

I acknowledge that neither this Acknowledgement nor the Policy is meant to constitute an employment contract.

Please review, sign, and return this form to the Company.