Blue Star Investigations Inc. INTERNATIONAL offers such services for Labour Disputes.

• Security Guards for the protection of company property and company personnel.
• Private Investigators to video illegal picketing and illegal activities by the union to obtain an injunction.
• Tractor Trailer Drivers and other drivers to transport your raw materials or finished goods through the picket line and to its final destination.
• Bus and Van Drivers to transport management, salary staff and replacement workers through hostile and militant picket lines.
• Skilled and Unskilled Replacement workers.

 About to go through a potential Labour Dispute?  Take these tips!

Before the Labour Dispute

1. Determine what operations you will want to continue during the strike.
2. Prepare for initial shut-down as far in advance as possible.
3. Consider establishing a strike committee compromised of management.
4. Consider removing essential records from your facility.
5. Instruct supervisors to observe and document all strike related incidents.
6. Advise banks, credit unions and finance companies.
7. Notify legal counsel experienced in labor relations.
8. Determine what effect strike will have on manufacturing and engineering facilities and arrange for essential services and maintenance.
9. Review experience and qualifications of non-bargaining unit personnel.
10. Instruct local authorities including police, fire department and railroad police.
11. Unload and store incoming shipments and examine the need to store finished products and materials off premises and arrange for the movement of goods by independent carrier.
12. Instruct employees not to make any possible statements and appoint a management official to be responsible for all communication.
13. Prepare a directory of key personnel
14. Consider having legal counsel review all communication before release.
15. Shareholders should be notified
16. Keep written records of all statements to and from union.
17. Inform striking and non striking employees of development and advise non-bargaining unit personnel regarding respecting the rights of legal picketing and what appropriate behavior towards the pickets should be.
18. Advise employees, officials and non-striking union employees that they are expected to work and have legal obligation to do so.
19. Determine ways of keeping the public informed and which media you will use.
20. Advise customers and suppliers.
21. Inform all insurance companies.
22. Check fences, gates, entrances, windows and lighting.
23. Ensure first aid supplies are on hand.
24. Ensure fire fighting equipment is in good condition.
25. Eliminate all fire hazards if possible.
26. Determine which entrances to your facility will be kept open.
27. Determine how you will keep non-bargaining personnel occupied during the strike.
28. Advise non-bargaining personnel that the company will make every effort to provide work and continue wages and salaries.
29. Advise the union that they are not to interfere with the employees wishing to work or with the movement of goods into or out of the facility are they have no legal right to do so.
30. Appoint a member of management to keep daily records of significant events.
31. Inform all insurance carriers, employees and the union of the probable status of all welfare and benefit plans, including vacation and holiday provisions, in the event of a strike and ensure all legal obligations are adhered to.

During the Labour Dispute

1. Inform the police that you may need protection if necessary to move material in or out of the facility and request that they should maintain adequate access to company premises.
2. Ensure that all empty railroad cars are removed.
3. Instruct security officers and supervisors to be alert for fires and what action should be taken if fire occurs.
4. Instruct security officers not to engage in any physical violence with the pickets and review security's expected duties and responsibilities.
5. Obtain copies of all literature issued by the union.
6. Notify local unemployment insurance offices.
7. Pay striking employees for work done prior to the strike on the regular pay day and determine payroll cut-off time for employees going on strike.

After the Labour Dispute

1. Notify employees not returning to work that they are considered voluntary termination according to the terms of settlement.
2. Ensure that the procedure for resuming operations and the reinstatement of rights of bargaining unit employees, and the prosecution of employees who did not engage in the strike or returned to work during the strike are in accordance with the general terms of settlement in the strike settlement agreement.
3. As required by law, file the signed collective agreement with proper authorities.
4. Inform local unemployment agency of the names of employees that have voluntary terminated or have been discharged for illegal activities during the strike.