Randy Wilburn: My person sitting next to me had 25,000 offered to them, but they were reluctant to take it. Have you ever had that?
John R. McAdams: Yeah, yeah, yeah, I guess.
Randy Wilburn: Not wanting to be a shareholder.
John R. McAdams: Yeah.
Randy Wilburn: As far as that retention concerned .
John R. McAdams: Yeah. But we have mostly that shows up in declines on the total amount, total amount offered here. If somebody's being offered $70,000, they're going to have to pay tax on $89,000. Now these are high-ranking people up here in the 700 shares in the $89,000 tax bonuses. But, there are people who say, you know, thank you, but can, I take 60% of that, and then we do a second round offering. And we say, okay, we need to define home for the remaining. Again, as I think I may have said, we want to keep the amount of outstanding shares roughly even. There may be a little bit of noise in it as somebody departs, but roughly even. Because if the number of shares goes down, that's concentration. You know that divider at the, in the spreadsheet where we compute the value, instead of 64,000 shares, there's less. Well, their share value went up not because we became more valuable, but because we concentrated the shares on people so that share value goes up. Conversely, if we bonus out more shares than we bought in, then that dilutes everybody. Everybody's shares got less valuable. So we work hard to keep that in balance. Yes. Wait a minute. okay. Was there a question here? Dana? Do you have a question?
Randy Wilburn: Right.
John R. McAdams: Yeah. Okay. Sean Gleason has been in the program for, I don't know, a dozen years.
Randy Wilburn: So mid-year, somebody resigns and they're implementing.
John R. McAdams: Yeah, the company is a holder.
Randy Wilburn: That point as well, on the divestor.
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