RE:RE:RE:RE:RE:InsidersIt also creates havoc for selling which for most companies and executives is a key part of the comp package. This seems to be excessive and unnecessary to me. Every company I've ever worked for had plenty of exemptions and exceptions so as not to get carried away. Access to material information, and de minimus trade volume were the two most often cited exemptions. As were pre-scheduled sell and/or buy programs used at bigger companies. Senior execs mostly, but it was open to all to prearrange during "open" season, to schedule a sale of say 10,000 shares every month, for a block of up to one year, on or about the 15th, executed by a third party. There was also an employee stock purchase program that allowed all employees to buy up to 10% of their paycheque on stock at a 5% discount from vwap for the period. Have you already asked what % of the entire year is in "blackout" on a routine basis ignoring actual material info? They may not release until end of May if they take it to the deadline for a tsx-v issuer. Then the Q2 start would be mid June until end of august? Etc. They could be in a blackout for the entire year except for 2 weeks in June, 2 weeks in September, and 2 weeks in December. That's it? Blacked out potentially all year except for 3 2 week windows? Rounding, that's 42 days per year. Versus 323 days in blackout. 90% blackout seems crazy to me. As an employee I'd demand my annual, quarterly, or monthly bonus be in cash rather than shares if I can never sell them for mundane things like a house upgrade or a kid going to Harvard. I'd be surprised if Qtrh or any public company has restrictions as severe as potentially illustrated here. Even using release dates mid month instead of end would mean 3 , 4 week open seasons and 75% + blackout.