HL Form 4: CFO Stock Awards & Performance Rights Disclosed
Rhea-AI Filing Summary
On 25 June 2025, Hecla Mining Company (ticker: HL) filed a Form 4 reporting insider transactions by Senior VP & CFO Russell D. Lawlar dated 23 June 2025.
Tax withholding: To settle payroll taxes on previously vested RSUs, the company withheld 33,796 common shares at a fair-market value of $5.82 per share.
New equity incentives: Lawlar received (i) 65,399 new restricted stock units that vest pro-rata on 21 June 2026, 2027 and 2028, and (ii) 65,399 performance rights convertible into common stock based on total-shareholder-return versus peers for the 1 Jan 2025–31 Dec 2027 period. Payout ranges from below 25 % of target to a maximum 200 % (valued up to $761,250).
Post-transaction holdings: The executive now reports 495,774 directly-held equity units (201,934 common shares, 166,188 performance units and 127,652 unvested RSUs) plus 20,105 shares held indirectly via the company 401(k).
No open-market buys or sells occurred; all entries stem from automatic plan-based grants or tax withholding. The filing is routine and does not signal a directional view on the stock, but it underscores continued management alignment with long-term TSR performance goals.
Positive
- None.
Negative
- None.
Insights
TL;DR: Routine incentive grants; no cash sales; neutral signal for HL.
The Form 4 shows standard compensation activity—RSU vesting, tax withholding and issuance of new RSUs/performance rights. There were no discretionary market transactions, so the CFO is neither adding nor trimming economic exposure. Total direct holdings remain sizable at nearly half a million shares/units, demonstrating continued skin-in-the-game. From a valuation standpoint, potential dilution from 130 k new units is de-minimis relative to Hecla’s ~600 m share count, and expense was already contemplated in equity-comp accruals. I view the filing as neutral for share-price direction.
TL;DR: Awards link pay to TSR; dilution risk minor; governance intact.
The disclosure confirms Hecla’s practice of tying senior pay to long-term performance. The 3-year TSR performance rights align leadership incentives with investor outcomes and include downside risk (below 25 % of target at poor performance). Staggered RSU vesting supports retention through 2028. Share withholding for taxes is standard and avoids open-market selling. Aggregate potential dilution (<0.03 % of shares outstanding) is immaterial. Overall, the filing supports governance best practices and raises no red flags.