As a proud father I can’t help but be excited for my youngest daughter when she tells me on the weekend that she is heading off to follow her dreams. Not bad for a 12 year old. This means attending school in Montreal. I really admire how she is on a mission and nothing can stop her.

Then the cold hard reality set in. She will be 8 hours away in a strange city and doesn’t speak the local language. Will she be safe and secure? How will I know she is ok? In an emergency will she be able to fend for herself? I researched various GPS devices, ensured she has a good cell phone and data plan and set up a Skype account. I went through the process of street proofing her and explaining things that I didn’t think I would have to for at least another 3 to 4 years. We discussed how she can minimize risk, how to be observant and alert, and went over travel security tips. What’s funny is that I begin to think I’m a paranoid dad and maybe all this fear for her security and well being is overkill. For any of you that have had a son or daughter go off into the world, I know what you have gone through. I can’t imagine sending a child off to war. But you can’t hold them back. All you can do is ensure they understand how to assess risk and are able to put contingency plans in place quickly when needed.

I can’t believe how much communication has changed in the past 47 years I have been on earth. I remember the shared party phone lines. As kids we would listen in on neighbour’s conversations for hours just for kicks. Eventually our family got a private line, and then I was off to college for 3 years and started my first job where we had a machine called a telex where messages could be sent and received.  The next big break through in communication was a fax machine when working for an engineering firm. We could fax drawings and get them approved same day. Next came the pager so clients could alert me when they needed a returned phone call. Soon after that, was the 20lb bag phone.

Fast forward a few years to when I purchased my first BlackBerry and iPhone. I now have a LinkedIn and Twitter account, save pictures on Drop Box and work files on Box, projects on Base Camp and use Yammer for chatter.  On any given day, I’m having conversations with people all over the world. It’s amazing, but there is a dark side. Security is becoming increasingly challenging. Both my Gmail and Evernote accounts have recently been hacked, and my corporate credit cards were skimmed. I constantly have to change passwords to ensure my accounts are safe and secure.

We need to ensure we have contingency plans in place to protect not only our passwords but confidential data. Foreign governments aren’t likely to want access to my data; however they may want your company’s and/or client’s secrets. Cyber attacks are on the rise. This is much more then just having a strong password. Leave a wallet or purse out and the money that gets stolen is the easy part. Now my identity can be stolen and used to set up fake accounts. Once your identity is stolen, you are in big trouble.

Sometimes I think that when I was young I was more safe and secure – but my world was very small and limited. Today I can talk to someone in Brazil or Thailand on a Sunday while having my morning coffee.  With all these exciting communication and technology advancements, we must ensure that we protect ourselves and guard against those that want to harm our security.

The other day I was travelling on the 401 (4 lane highway that runs across the top of Toronto) when my car was struck by a transport truck. Good news is I survived without a scratch. Bad news is my car was no match for the transport.

My window blew out, and it was cold – minus 20C cold.  As I sat in my car on the side of the road, I couldn’t help but feel a bit of relief that I was somewhat prepared. I travel on the 400 highway series quite a bit and there have been whiteouts and accidents that have closed down the highway.  So, I had an emergency cold kit in my trunk with extra hats, gloves and blankets.  I also had my insurance company’s phone number accessible.  This was important for what came next because it was almost unreal. Tow truck drivers arrived and they were relentless. Promises of free towing, free rental cars as well as payment of my deductible – all if I signed to have them tow my car.  One tow operator helped himself to the passenger seat of my car to continue the sales pitch.  He was kindly asked to remove himself.

When the police arrived, they were obviously experienced and handled everything seamlessly. My message is to be prepared, have a plan and know what you need to do. Having an emergency kit in your car is much like having a contingency plan for your company. Knowing what to do during a labour dispute or natural disaster will make the entire situation far less stressful, enable you to make the right decisions under pressure and easily manage any curveballs thrown at you. Be prepared. Failing to plan is planning to fail.

As the Idle No More movement begins to stage more protests shutting border crossings, rail lines and disrupting business I can’t help but wonder why unions have decided to join in and support these activities. Idle No More is being hijacked by unions, environmentalists and foreign activists. The natives in Canada have some very real grievances with the government. These other groups are simply using the Idle No More movement to ensure their cause is in the spot light. The union’s involvement troubles me the most. They continually express their displeasure with Stephen Harper on job creation. Yet they align with a movement that wants to stall mining projections, shut down the oil sands and block cross border trade. Doesn’t this make doing business in Canada less attractive? These protests also appear to have the finger prints of the Occupy Movement. In Sarnia, Ontario rail lines have been blocked. Many of the large multinational and local rail companies, left unable to move materials and supplies. How does this help promote growth and the creation of jobs? Unions are losing ground and are hoping to use the natives as a tool to further their cause.

Also what is troubling is the lack of police involvement. Judges have recently been very critical of law enforcement. I understand that using force is not the solution however; allowing groups to disregard the laws of Canada is unacceptable. If it were the Hells Angels that elected to block the bridge to the US, there would have been a massive police response. As these protests continue to evolve, I’m concerned that they will become increasingly violent. The next time a major corporation has a work stoppage, we are likely to see the Idle No More activists along with Occupy Movement at their doorstep. This will no doubt present numerous security challenges. If lawlessness is allowed to continue we may see picket lines of days gone by with violence erupting. The need to develop contingency plans and bolster security will need to be considered to protect people and property working at these locations. Understanding the potential risks and determining the probability and consequences will be a difficult task. Corporations are under increasing attack. Should Obama go ahead with the proposed Trans Canada pipeline, the level of protest and strife are bound to increase. The question is how long will the public tolerate and support these types of actions?

What will the new accountability mean to trade unions in Canada? Under Bill C377 unions must now provide detailed financial reports to the government. The unions have cried foul. Shouldn’t all groups have to report finances to the government? As an individual, I’m required to file my income tax annually. What is the real argument? Does the government wish to harm unions as reported by various union leaders or are they simply trying to ensure that unions are accountable to their members? In reality union dues are often used for political purposes. Is this a way for members to ensure their money is being used in ways that they agree with? If unions viewed their membership as customers and the goal was to ensure your customers were well informed and happy this should not be an issue. The left seems to think this is part of a bigger agenda to force ‘right to work’ style rules into Canada.

I recently read an article about a state that has ‘right to work’ legislation in place. The union has 90% of their members paying dues even with this law in place. The article went on to say that it forced the union to work hard, be better communicators and keep members well informed. Sounds like a win – win to me. Members see value in the union’s efforts and the union is working hard for its members. Just like in business there are some very good people in the union movement. They care deeply and do the right thing. However there are also those that are sitting in bars when they claim to be on official union business.

Unions have done a lot of tremendous things for the working class. When I graduated from college and went to work in an automotive stamping plant I remember having lunch the first day and noticing almost all the veteran employees were missing fingers as a result of accidents. Today’s health and safety standards can be accredited to the union ensuring safety became a priority. In closing, will this new level of accountability be the death of unions or will they be able to adapt and survive. My guess is that they will be required to be more accountable not only to the government but to the rank and file men and women that pay their wages.

2014 seems so far away; yet it is so close. As with all major sporting events there will be a mad rush to finalize travels plans. Travel security will need to be an important part of travel planning for sponsors and their guests. Brazil presents some unique security challenges that travellers must take into consideration. At similar large scale events, travellers that have secured executive protection and/or driver services too late have found that they ended up with an untrained individual and a shiny car. The time to start considering travel plans as well as security measures is rapidly approaching. There are only so many trained and qualified executive protection personnel available. In countries like Canada and England during the Olympic Games, there was less risk and greater access to vehicles and people. Start making plans now to ensure you have time to secure the best partner for your travel security needs.

Having a plan allows employers to react quickly, effectively when disputes arise

During a labour dispute, a union may call for a strike if it deems the action necessary to reach its bargaining objectives. In this case, the strike is legally permitted because it is authorized by the union, and striking workers enjoy certain legal protections, such as the right to return to work.

Wildcat strikes, on the other hand, are not authorized by the union and are, therefore, technically illegal. And when employees walk off the job while a union contract is still in effect, or while the two sides are still negotiating, management can be caught off-guard.

HR managers must take the lead in preparing employees for the emotional, logistical and security challenges a wildcat strike presents. Having a plan is essential — a company’s ability to withstand a wildcat dispute increases exponentially with a plan because experienced managers can quickly enact its fundamentals.

In a traditional strike, the government sets the criteria. Employers and unions must go through a conciliation process, which imposes a strike deadline. The conciliator attempts to bring the parties together to understand their differences and bridge the gap. If both positions are immovable, the conciliator issues a no board report and the company can expect a strike in about two weeks.

Most companies start planning for a potential strike three months to six months before their collective agreements expire. But when either party asks for a conciliator to join the talks, serious planning must take place and chances are higher a wildcat strike will occur.

Preparing the plan
A well-developed strike management plan is usually a subset of an overall business continuity plan. The specifics should not be a company secret as details let all sides of the negotiation know the company is prepared to continue operations — a key factor in reaching a new collective bargaining agreement and staving off a wildcat walkout.

The goal of a strike management plan is to minimize the risks to both individuals and corporate assets. Details on how decisions will be made, communicated and implemented should be worked out. Both human and material resources will be needed to minimize damage and allow the facility to recover from the disruption.

The plan should evolve through the following stages:

Information and intelligence collection: The employer’s structure will determine the proper composition of the strike management team, but leadership typically falls to the HR manager because she is ultimately responsible for labour relations.

The strike management team should review the tactics frequently used by on-site unions and review their activities in other industries and locales. Many unions are aligning with the “occupy movement” and using social media on a far grander scale. Posts about the strike on Twitter or Facebook can incite others in the labour community to initiate protests of their own against a company.

For example, how will a company respond if protesters set up a secondary picket line on the property of the company’s biggest customer? The strike management team must consider how to manage customers as well as ways to stop rogue protests, including initiating cease-and-desist orders.

Plan development: The strike management plan should outline specific responsibilities for the strike team members and support staff. It should also address the company’s public relations policy and procedures and how news will be disseminated to the media. Guidelines for imposing justified disciplinary actions against employees involved in wildcat walkouts must also be reviewed.

Underlying all phases of the plan must be a clear understanding of the company’s negotiating goals and objectives, and how long it can endure a wildcat strike. Shareholder expectations, insurance requirements and corporate accountability are all factors the team must consider. The team must also understand which internal documents will need to be prepared and how staff will be trained to respond to the strike.

Plan testing: While the plan may be in writing, it will probably be implemented under the glare of publicity and considerable pressure. While it would be tough to stage a mock wildcat strike, a company can break its strike management plan into its key elements for training purposes. Managers and team leaders can then participate in tabletop exercises to run through “what if” scenarios.

Implementing the plan
Should labour negotiations break down, the strike management plan will kick into gear. If employees stage a wildcat walkout, the same processes will need to be enacted — and quickly. The following factors need to be addressed.

Security: Security measures should ensure the company’s assets and personnel are protected so union officials, employees and management can resume positive relations once the strike is over. The strike management team needs to anticipate where the workers will set up picket lines and what security measures need to be in place at those locations. The company’s security officers must be prepared to act with utmost professionalism to ensure encounters with protesters are non-confrontational.

Transportation services: Moving personnel and products safely on company property in the midst of a strike can be a glaring vulnerability. Ensuring that supplies needed to support production are delivered without interruption requires a well thought-out transportation plan that outlines manpower, equipment and deployment demands. For example, will drivers be needed to pick up employees off-site and escort them to work to avoid driving personal vehicles through a picket line? Will transportation services be needed for off-site warehousing of deliveries or critical data? How will products be shipped if a supplier refuses to cross the picket line?

Evidence collection: A company’s legal personnel must become involved when illegal picketing activities surface. Gathering court-ready evidence needed to impose strike injunctions is a clear advantage in wildcat disputes. Based on the evidence gathered, a turnkey package should be prepared which lawyers can bring to court and present to a judge. Documentation should also be collected so management can impose justified disciplinary action against rogue workers once the walkout is over.

Executive protection: The company’s existing risk-assessment models can form the basis of the executive protection plan during a strike. The plan must account for perceived or actual threats to management in general or specific executives. Arrangements should be in place to bring in security escorts and drivers should the situation deteriorate or specific threats emerge.

During wildcat walkouts, the strike management team should arrange for frequent briefings to executives on the negotiation’s progress, or lack thereof, as well as updates on any rogue activities.

Angry employees: Handling confrontational exchanges with agitated individuals requires a skilled HR approach that defuses the situation without physical harm to any participant. Specific verbal and non-verbal tools must be used to de-escalate confrontations and lead to a lasting solution. By controlling the environment and having the appropriate demeanour, attitude and speech, HR can limit damage to property or persons and reduce a company’s exposure to lawsuits.

Post-strike analysis
Once the situation calms down, the strike management team must look inward to uncover any underlying factors that contributed to the conflict and recommend changes to prevent similar occurrences in the future. HR managers need to play a big role in this.

James Rovers is a Toronto-based vice president for strategic development at AFIMAC Canada, security and crisis management experts. He can be reached at (800) 313-9170 or jrovers@afimacglobal.com. For more information, visit www.afimaccan.com.

Reprinted by permission of Canadian HR Reporter.
© Copyright Thomson Reuters Canada Ltd., (issue date), Toronto, Ontario,
1-800-387-5164. Web: www.hrreporter.com

© Copyright Thomson Reuters Canada Ltd. – October 22, 2012 – Toronto, Ontario, (800) 387-5164 – Web Site: www.hrreporter.com

I cannot help but wonder when watching the news why I would see a number of union banners and flags from various trade unions at recent BC protests against the pipeline. Those in attendance have vowed to block bulldozers during construction and are openly suggesting acts of civil disobedience are necessary. What is puzzling is the fact that the pipeline, if built, would provide thousands of well paid jobs. Any pipeline is not without its environmental risks. This most certainly needs to be debated and all considerations for the environment need to be taken into account. However I don’t think Canadians are willing to accept violence and destruction of equipment. For those building the pipeline, the security challenges will be considerable. Robust contingency plans will need to be in place to deal with the activists threatening to stop the project. Protests at corporate offices as well as at construction sites will no doubt be an issue. Plans will also need to be put in place to protect contractors and assets while in the field against acts of violence. Will we see repeated attempts to damage the pipeline once various phases are completed? XL and Keystone Pipelines present a tremendous opportunity for the Canada’s economy. Will we be faced with violent protests like those in Brazil, where buildings and buses were burned by protesters during construction of a dam?

Are striking students the new norm? Mexico and Canada as well as many other countries have faced large scale student strikes. Are these protests being fueled by outside influences? There are those that would suggest that they are being encouraged by social media, in addition to traditional unions. Unfortunately when police and government intervene, they become a target for not allowing free speech. Police are often attacked and injured. What should been done when peaceful demonstrations turn ugly? Should we as a society promote and allow these outbursts or prevent potential criminal activities?

http://world.time.com/2012/10/15/mexico-raids-seized-campuses-battle-protesters/

The CEP and CAW have agreed to merge – what will this mean for employers? Both parties have talked about this new union being different and the need to change. What does this mean? Will there be more strikes? What type of social justice campaigns will be in the future? Employees have been facing concessions in labour contract talks for a number of years now. How will this new union combat changes in the workplace?

http://business.financialpost.com/2012/10/15/cep-members-vote-90-in-favour-of-caw-merger/