Hello, this is the Private Investigator Experience podcast. I'm your host, Phil Little. Thank you for joining me today on this episode as we look at how we put together undercover operations, strike force units, and other, situations in, the private sector. First, I want to thank all of you who have been subscribing and sharing the post. Thank you so much. That is a great help in building our channel and helping us be able to improve our show as we grow. Today, I'm going to be sharing some cases and how we set them up. These are questions that I've been asked, not only of the podcast, but over the years. And I'm going to give you some insight into that. I've had the privilege of helping many investigators get started in their own businesses by sharing what I have learned and giving them ideas on how to establish a growing long term business. One of those first things we have to learn in any small business starting out, it's how to collect our money, but then how to spend it. Before we get into the case work, today of a PI and global security firm, I want to show some thoughts with you about our future as a nation and even into our world. As you know, I look at events out around the world that can be happening that could and will affect us here at home if if we're not being proactive in our own communities starting with our home to protect ourselves. Today, the environment has changed in our society. So it's more difficult in the private sector to deal with situations where laws are broken because the public sector is under such an attack from special interest groups from all sides. And many times they don't want to get involved. I think we're seeing a shift in the American people. I think we saw it November the 5th. People have said enough is enough from. All sides of the political spectrum, Democrat, Republican, libertarian, or, or independent to whoever they might be. They're saying we've had enough of this woke society of lawbreakers being able to run rampant and not even be held accountable for thefts and, break ins and other in action that the inaction of these public officials in these areas have led to a breakdown in our society and turned our communities into a lawless society. But now I see a glimmer of hope. What can we do to help ourselves not just be at the mercy of people who have their own interests first and are willing to walk over our rights if that helps their advancement. The greatest danger I see that we have is deception. And if you've looked at the Bible, I have a biblical worldview that I operate from. I work my cases from my experience in the military law enforcement, intelligence and global security service. And I just add a touch of my biblical worldview. We find a deception was what started all the problems we have today, back at the Garden of Eden. So deception, though, is getting much more prevalent and easy to do, and I talked about that in a recent post about AI and how AI generated people makes a person look real, but they're just being animated by the AI that could lead us astray very easily if we don't know what the real is. There's just such an evil that it's deception today. More destructive. And in fact, I think I've seen it accelerated to warp speed in the last five years of deception in our society. With all the advancements, I think the only hope that we really have is to fortify ourselves with knowledge of what is true and what is real. Know, the real thing So we can recognize when deception comes, we will know how to avoid it and to distance ourselves from it and from those who promote it, even with all the changes in our government. Which brings a great hope for 2025 and all of them. The battle to drag us down will continue. There are those who want not only to bring us down as individuals and get us under their control, but they want to bring the country down and change our whole way of living and get rid of our Constitution and move to a totalitarian type government. So. My challenge to you, and to me, step out of the crowd, become your own investigator, dig out the truth, and then share it from the housetops. One area for us to become proactive on is to learn about AI, which I just mentioned. Not only its positives, but its negatives, there are hidden dangers that we should learn about. Remember, all good inventions can be also used by evil people who want to harm us. Okay, let's move on now. Let's look at how we set up undercover assignments. You know, that's one of the areas that everybody seems to be fascinated with. Oh, I would make a good undercover agent. I would just love to be a private investigator and find out things that nobody else knows. And that probably isn't a lot of us that why we get into this field. We have a personality that likes to know what's going on and know things that others don't know. As I set up protocols for a new undercover case, I use much of what I have learned in government operations, but I did even more backstopping to the identity of the agents and giving them protections. After setting up hundreds and hundreds of undercover operations that are going on inside of companies where we put agents inside as employees the initial contact with us from the client is usually very similar as to why they need undercover agents to work inside. One reason is that their accountants were telling them they were losing profits to internal, theft and pilferage. And since they didn't have any facts to tell them how, when, where or who, they came to West Coast Detectives to investigate and get the facts for them. A second approach from clients would be when they get an anonymous letter or, or tip on their tip line. Many companies have tip lines for people could call in with tips about what's going on. And usually they were tips about theft, drug usage, drug sales, and they would call to say, well, I don't know where a private investigator can help us. A client would ask, and after I talked to them a few minutes, I would be able to tell them, yes, we can help you. So, from this moment on in our conversation, we would center around how company was structured, how many employees, how many shifts, and all they knew about what could be going on. I would find out everything about their workforce makeup, male, female, ethnic breakdown, so we could know the type of agent that we needed to put in. The type of agent is critical to the success of the operation. If we had mostly female workers, we wouldn't want to put in a male agent. The same thing with the ethnic division. As an example, if we had mostly Asian workers, we would want to put in an Asian agent that would fit in with the workforce. We would get details on the type of jobs, looking for a job for the agent that would give them the most mobility to be able to interface with the most employees and areas of the company, not, not station them off in one corner in a section where they wouldn't really have any interfacing with with a variety of employees. And then the skill level of the job is, is very important. Probably the majority of our undercover assignments are more unskilled jobs, like warehouses or, or types of work that there isn't any technical training really needed, but we've had undercover agents in as bank tellers, aerospace workers, bartenders, engineers. Every kind of specialty work that you can think about. And so, in those cases, we have to find and recruit an undercover agent if we don't already have somebody on our staff. And in many cases, in those assignments, we don't. My next question to the client is about their HR department, how they operate, and will someone in HR know about the agent placement? We would have assignments where HR directly would know, so they would help us make sure that the agent got hired and put in the right area. In some cases, though, we wouldn't have the help of an HR department, so we had to be very detailed about the kind of employee they were looking for, what they wanted to see in the person, how they wanted them to dress and act, and the things they wanted them to share, so that they would have the right look, mannerisms, and the person doing the interviewing, not knowing they were coming in as an agent, would be drawn to them because they had been briefed thoroughly on how to talk and what to say. Sometimes we would get a real curve when the client would say they weren't hiring. Okay. And it's a way we can put somebody in. How can we do this? I would set up a time, go to the company. We'll go through employee files and look for any potential current employees that we could recruit as an agent. We had some specific things we would look for. Personality, how long they'd been there, what, where they were working, and after getting some prospects, I would have myself introduced as a consultant helping the company through growth changes. I would contact the employee and say, I would like to talk to them and get their input about their job and the company and what Suggestions they might have on areas and I would invite the employee. And if it was a usually a male employee, occasionally would be a female, but normally a male employee and to bring his wife and we would go to dinner at the dinner. That's where we got acquainted and talked about the company in their job. I would say something like the company is having some internal issues. Okay. And we could use your help in solving the problems. Then, I would, while looking at the wife, I would say, how would you like to make some extra money? with out many extra hours of work. And I would just be focusing on the wife, without fail. The wife would interject, of course, he would like to help. Now the hook was set and the next steps were to do a detailed background, holograph find out everything we could about the subject, making sure that we weren't going to have somebody that was going to tell the other employees what was going on. We've developed agents like this in a lot of cases. And I don't remember ever having a failure With an agent alerting other employees about the UC operations we, we've been very fortunate. So you have to get creative in a PI work. There's no set norms and every time the same thing works. So that was an area that I learned early on that I needed to get creative and we developed that protocol. Now, after doing this, the action moved to our side. If we were placing the agent and not having one internally, we had to select the right agent fully from our current staff. But if we don't have someone available, we try to search to develop a person or persons with the right skill and personal character traits. Many of our undercover assignments would have multiple agents. If we had three shifts, many times we'd have a person on each shift. Or we would have a person that was going out also and driving a delivering product. Now, we wanted to make sure we had a person that had the skill sets and but also. The personal integrity. they just have this, character that drives them to doing what's right, no matter what's going on around them. So, we were driven to find this because we had some mistakes over the years. Not many of the prevention we tried to do, but when we had one, we learned from it. Selecting this agent is the most important part of the UC setup. Because we have to know everything about the agent. So we do a deep dive investigation into their background. And then we do a psychological profile. And finally, if they pass all that, we then do a polygraph, just to ensure there's not something hidden that we haven't picked up. I, I found that the best and most efficient and effective agents aren't former police people, unfortunately. Nothing against the former cops. I'm one. And I've had a lot of police and federal agents former FBI, CIA Secret Service people work for us and they're awesome and great. But if someone has been in police or public sector work, They develop habits and traits that will subconsciously give them away to a streetwise person. Just how they stand and how they walk. There's just something that after years of police work we give off this thing about, we're a little more than what it may seem. I found the best candidate for an undercover operation is a person with a good, outgoing personality, who's easy to talk to, who likes talking to people, who's one that people will just open up and talk to. And the agent then needs to be smart, streetwise, and think fast on his or her feet. So it's, and with most of the assignments being non technical, where a person, yeah, let's say they're going in a warehouse and they need to have forklift experience. Then we would need to have the agent that was able, because most, most companies have a test that they give and the employee has to pass that test to be able to drive the forklift. And then they need to have a good memory. We, caution the agents about trying to make any notes while on the job. Now, we tell them if, if something is so important that has to need to be documented, go to the bathroom, get in the stall, and write your notes down, and, but make sure those notes stay in your pocket, that they don't get dropped out someplace when you're pulling stuff out of your pockets. And somebody will say, oh, wow, what's this? And it's so basic things like that can happen. You know, the whole thing is, you're not planning for it, the worst will usually happen. And we also briefed them that they're not a 007 agent. You know, they're, they're not to be Sherlock Holmes. They'll be around the corner with their spyglass, but they are to be. Observe it, watching, listening, just an employee a good employee for the management, and then with employees knowing, oh, you know, I need to make some extra money and I'm open to some things. So it's, it's a role, that's why actors make good undercover agents. They're used to playing dual roles as somebody they're we talk about things with the agent in briefing that we've learned from the past, one time we had an agent that had been former law enforcement, that just had a hand cuff key on his key chain that he left there by not thinking. And sure enough, the streetwise people picked up on that and said, you're a cop, you're undercover. So we only had to pull that patient person out and you know, put in another agent, but we learned that excuse me telling people don't keep anything on your person or in your car where it could be found that would give any indication to your background. And particularly, don't leave undercover agent reports laying on your seat of your car after you've written them out. Just basic stuff that, that many people wouldn't think about. Unless you have that mindset of secrecy of I want to make sure that I'm not exposed. What's the danger of being exposed? Well, one time, and this only happened once that I know about. Because we had before I took over West Coast Detectives, we had 2, 000 employees. And after it was phased out, someone, I took it over, but then I had, I've grown it back to about 1, 200 employees. So we would have a lot of people to be concerned about, but this undercover agent. And we, we tell the agents, don't go out and get. With the employees, you know, fake some drinks, go out and be one of them because you need to get involved and know what's going on. But this agent overdid it. And he got drunk. And he told. The people there. Oh, by the way, guys, I'm an undercover agent. I'm writing down everything about you. Well, he was taken outside the bar in the alley and got beat up. Fortunately, he lived, but we taught people from that in the future. In fact, we would show pictures of this guy and say, Get yourself into this position by drinking too much and then having a blabber mouth. So, there's many things like that. And another one was, we had an agent one time, who went to work, was there about a week, called us, and said, Hey, guys, I've got a problem. I don't think I could continue with it. What? What? What's wrong? Well, I've got acquainted with employees and I like them and I don't think I could report on them if they're doing something wrong. What? You knew this was undercover. You knew all that. Well, we had to pull the agent out. Put in another agent, but we learned from that. So that was one of the things put in our briefing that become part of our trade craft was looking for people. We changed our psychological profile testing and asking questions to try to head off anybody like that in the future. And then probably the most important trait of an undercover agent was in report writing. This Every night they need to write up a report. And so we would have them the next day and be able to deal with any emergency issues that might be in the workplace. Most things we just documented and we would deal with them at the end of the assignment when we interrogated the employees. So we reminded them over and over. You're not there to investigate, You're there to watch, listen, observe. And then write it down. Definitely don't try peeking around corners and observing what somebody might be doing. We also learned the hard way streesing to clients not to try and make contact with an agent that they wouldn't make with any other employee. Occasionally, and I found that many clients heads of companies that are visionaries that are. Builders, they love this investigating things, they would want to become part of it. I had times, very high profile people on entertainment companies and others would want to set him on an interview. And usually I'd say, you know, it's not a good idea. And also, if a client was to find out something from the agent that they would tell them, but we didn't even know what was being told, they might go take action to solve that problem. Which would mess up all of our case and blow the whole assignment. So what we told the client, do not talk to the agent. You will hear all the reports from us. And we told the agent, if the client should come and talk to you play dumb. Sorry, sir. I don't know. I'm just here to work. I love this job. It's a great company. I'm not sure what you're, talking about. And occasionally we had a call from a client said, Hey, your agent wouldn't talk to me say, yeah, well, we told you don't try to talk to him because people will see no matter how much you try to hide the fact that you're out there, the boss is out there talking to this new employee. It was a big giveaway. So. We put all these things into our briefings and training to try to prevent it from happening if it happened one. The reason for that was it's important that the client would hear from us. At the office with 1. Voice and also if there were situations. That needed action, we would talk about that, make the recommendations of what should happen and would be coming from us, not from an agent who had just one narrow view on what was happening. So and always, unless it was a real emergency situation that could threaten the company or people's lives we waited. Until the end of the assignment to roll everybody up at the same time. Otherwise. It was going to b low the assignment if we started acting prematurely. Now, undercover agent assignments could run from a few weeks to a few months, and they require constant direction and documentation of all activities that are illegal or against company policy so they can be handled at the end of the assignment. And like I said, it was an emergency situation. What we would have a many cases where we were working drug usage or sales inside the company. And there would be times when our agents would be direct buys. The documents, so what we would do, we would set up a case with the local police department. And with the agent making a buy, they would be covered them. Under this guys of being an informant. For the police, so it would be just a. A private agent making a drug by which would be actually a crime. So, we would cover that, then we would take the drugs to the. police department but they would get documented a chain of command, a chain of. Abusage control would be started and then at the end of the assignment. We would deal with that case along with all the rest of them. And when we would get to the end of an assignment. We would have model suspects. Sometimes we've had 50 or more in large companies. And then we would sit down with the client to go over each person, how they wanted them dealt with. If it was a minor situation, there might be a time that we would just give them a warning and let them know that they were being watched and don't do it again. There were times that after interviewing an employee that had done something wrong. I don't know, I would just have this instinct, whatever you call it, that feeling, sixth sense, that this person deserved a second chance. And occasionally, a few times over the years, I recommended to the client, well, you know, this person did this we need to deal with it. And, but I believe you should keep them as an employee. I think they deserve a second chance. At the times I remember, There, I would get a call or I would find out later, maybe even a year later that that person became their best employee and continued on in a long term relationship with it. So we weren't playing this pop routine that, Oh, they probably did something else. So we'll just get them and filled a book at them. There was a time when you needed mercy because guys, keep in mind, My God gives us mercy many times, so we should have judgment. So we need to be open to that when we are interviewing people, interrogating people with their life, in many cases, in our hands. When there were cases where we were prosecuting people, we would have the PD available on site so that when we finished the interviews, we would hurt them over to the police. But. My method of interrogation is low key, not a good cop, bad cop approach. Of course, I have the benefit these cases of having facts, information, dates, times what happened. So it gives me a good tools and investigator because when you start laying on a a employee. Information from your undercover report, they start realizing, hey, these people know looks like all the information. So I use that to to get them open to being able to now just tell me the whole story. So I start the interrogation. I get in with the suspects, their job. Family, where they live, sometimes the employee has moved several times and not updated their address to the company. And when I would give them their address, they would, what? You know that? And then I would, I would get down to the end of this get acquainted time when they think, oh, wow, this is going to be so bad. And so I flipped through my file and I look at some papers and I say, you know, we've been putting you to bed and waking you up in the last few months. We know everything about you, what you were doing. In fact, on March the 2nd at 3 30 PM, you were in a truck with another employee and you were driving down such and such street and you dropped a bit of material off at this house and you dropped a bit of material off at this house and you dropped a bit of material off at this house. And I go on with two or three of these things. And what I'd set it up, why I set up the fact that we've been putting you to bed and waking you up was because I didn't want them to be thinking, Oh, that person with me was an undercover agent. And that always worked because they, they didn't even think of that agent, maybe being in this, in a seat beside them. Then I would say, you know, and I would let them simmer many times. You would watch their Adam's apple. Jumping. And they would be nervous. And I said, you know, Joe, you can help yourself here in this room. Well, it's in this room. You level with me and tell me the truth, the whole story. We know most of it anyway. So why don't you just fill me in? Invariably, they would start this telling me the whole story. And it would be sad situations. I never got over So many situations I had in this workplace was employees who had had a family situation, say a child that needed emergency surgery, that needed some a thing that came up that insurance wasn't handling or some other family problem. That's why they started doing the theft and other illegal activities. So that was sad to be able to have to deal with people. And have them in that kind of a situation. So that's why at times, like I said, we had to learn when to have mercy based on the person and the situation. Occasionally, I would get a real street wise person. Some of these warehouse situations or whatever, and sometimes they were ex cons. They would be tatted up and all the stuff. And they would just look at me. I would have the file and they'd say, Make your best shot. You know, do whatever you're going to do. I I don't think it's true what you say. I would have the police there, they'd take him out in handcuffs. And and to make an impact on, the rest of the employees. We found that this very public takedown on a suspect would have a lasting effect on the remaining employees. Now, the important thing for the client is to follow our recommendations on prevention. Do preventive measures so this problem won't be back in a year or so. We found that the public exposure of employees who have committed illegal activities that last about a year with the other year and a half with the other employees by that year and a half. People coming on, they've forgotten about this big take down problems. And the workplace will fall back into those same problems. We've had the call from a client after a couple of years saying, Phil, we got the same problem again, we should have listened to you. I said, yeah, you should have. So we would go in again, spending a lot of money to clean up the problem. And many of those clients said in that second or third situation would say, okay what do we need to do here to make sure this doesn't happen again? Prevention is much cheaper than enforcement. And in the retail or the warehouse climate it, is so much more effective. So in the claimant where there's a valuable product like electronics or other companies that have. Valuable product in a small box that could be worth a lot of money if it was stolen. They need to be much more proactive with their prevention measures. So, we would then wind that up with those interviews. Sometimes, and we would have the teams. Set up, I would always be using on 1 of those teams and we would have all of the people, which would be. Using the same protocol that I use, all of our investigators and interrogators, so that we had a uniform look. and then after we got through with the assignment, we would have a full briefing. With the client going over what we did, how we did it, any criminal cases that were being filed and what they would need to do and so forth and supporting that prosecution case. Now, as we leave this undercover area, I move to another area that I've gotten a lot of questions on was our strike force operations where. We were serving companies that had a work stoppage or strike going on. We don't hear a lot about those today, but during the 60s up into the 2000s. That was a constant flow up clients. Coming to West Coast detectives to help them deal with all the effects of the work stoppage. Some of these issues that we would help them with was to keep traffic coming and going from their workplace, delivery trucks going out if they needed to, workers coming in, going out. And also we would be there to protect the picket line people also. We were going to let somebody run over them or commit a violent acts against them. When clients would come for our help, they many times, they would have an idea of what they needed. Too many times, the first factor for them, we want to do it as cheaply as possible. Well, we don't run a strike force operation cheaply as possible. That is a recipe for disaster, as many clients found out. And I went through trial and error to approach a strike. With enough agents, enough setup that you had control of that strike line and company from day one. Because first few days were the most critical to establish who was going to be in charge. Is it going to be the out of control picketers? And many times those picket lines would have outside agitators on them. There wouldn't be employees. They would be people that worked these picket lines. And they create all kinds of problems and create the violence many times, and then disappear. So we had to deal with those things. Now if I had a client who just didn't want to go for the program, they said, well, no, let's just start with four or five, three, four people. I'd be able to see what happens. I'd say, sorry, can't do it. And many times they would go on and find somebody that would. And then after the few days of the strike. They would be calling said, Phil help us things out of control. We don't have access to the company and people are, are being attacked and vehicles are being damaged and help us. So I said, well, listen to me. So, we would go in there, but it costs the company more money. For us to come in and bring back control of the situation. It took a lot larger force. It took more resources. And then once we got it back in under control, we would be able then to downsize some. This was critical. And it worked stop each situation to strike. start with enough agents and we also. Got away from using uniforms. We went to playing clothes and I'll deal with that in a little later here. But we had total control by, having a process that we use on every strike that really worked. early on in our strike force work. I I did a test. And it became part of our trade craft after we did this test. In security work, appearance is so important. Because appearance is evidence of maybe the person could do or how they could operate. I learned that if an agent had a uniform on, they were looked at as a security guard. And in the eyes of the workers, security guards really didn't have any standing. They were normally looked at as low paid, untrained and didn't have any authority anyway. So one of our big work stoppage clients, I put all our people in clean clothes. They were either in suits and ties, or they were in suits jackets, and then they had a strike force jacket on that said WCPD West Coast Private Detectives Strike Force. And. What a difference that made. They automatically assumed that these were off duty cops or, or in some way involved in the police work and armed. And the problems on the strike line decreased dramatically. It was amazing how fast the problem was solved. So, we developed that protocol. And we would go in with a workforce that looked professional, acted professional, and everybody looked at us being professional then. I would also develop communications with the strikers on the line and let, and let them know that we were there to protect them also, but they were not going to be able to block the company. They can't come on private property and they can't interfere with workers coming and going. At any act of violence of any type, vandalism or anything else, they would be arrested and prosecuted. So in developing that with them, it really made a difference. They realized that we had a job to do. We realized they had a job to do. The company had a right to operate also. So we would work with them on that and it became a very positive. And that's so many times in cities and That is wherever it's at, they would have a laxer enforcement policy to a problem. If it was a strike, sometimes they would let people get away with stuff that they would never be able to if they were in another type of environment. So we made it very clear to the strikers that this wasn't going to happen in this case. We let them know from the union leaders on down. If they broke the law, they would be arrested and prosecuted. This dialogue was very effective in preventing many problems that came into work stoppage. So as we also in companies that had delivery trucks, this created another problem. Because they would have, in most cases, it wouldn't be the union members. It would be these agitators that attached themselves to these union operations. And they would be following the trucks. We had 1 big in Los Angeles and had. 30 plus trucks out delivered at a retail area every day. And they would, at a stop sign where the trucks are stopped and they would run up alongside it. Slash tires and break out windows and then hop in the cars and disappear. So, we decided that we were going to put a stop to this since we couldn't be everywhere all the time. And so what we did is we set up a delivery truck. It was going to be going out on a delivery and was going to go the same route that the trucks had been hit before. Because they were in areas where it was very easy for the strikers or agitators to hit the trucks. So, we put the 4 armed agents in the back of the truck. We had our agent driving the truck, and then we had chase teams that didn't leave the company. The company the truck left the company without any chase vehicles. And a few blocks away, then we picked up a, and did a very loose tail on the truck watching for cars that might be union related that would be following the truck. And as we did this, we got to this, stop in the downtown Los Angeles, East Los Angeles. Sure enough, these guys jumped out of the car, started up the side of the truck. We let them do their damage, start their damage. The driver then radioed the agents inside. The back of the truck flew open and 4 of our agents jumped out. With the guns in hand because hey, we would fear for our lives with these violent agitators. And then I was in a car about 3 or 4 cars back, and we jumped out, came up through the line of cars, had these people all surrounded, people that watched us thought it was a movie being filmed, because all these guys were were with guns, taking people down, handcuffing people. So what we did though, because these guys were violent and they committed a felony because we were in fear for our lives. So they all got booked on a felony with minimum 5, 000 bail. And the union president also got hooked up in this and was arrested and had to pay bail. So this stopped. That violence and that kind of operation on the on the trucks after that. So, you have to get creative, you have to come up with solutions that will help solve the problems that the clients are having. This is a is a technique. That we use similar techniques than other cases that had some of the same kind of problems. Also, because of the way we operated we heard from many clients over the years that in our strike force work, they said that having West Coast detectives there, because we had a reputation, we had a reputation of no nonsense, of being professional, of protecting everybody involved with the strike, including the picketers, that they would wind up getting the settlement faster and better. Because the unions knew they were not going to win and get their way and force the client into something because of some kind of extracurricular activities. Sometimes we had a short time to prepare for a strike force operation. One that is fresh in my mind was after I counted terrorism briefing I had for law enforcement and selected executives from some high profile companies. And I brought in our heads of stations from England and France and Germany. The one of the founders of GSG Dine that worked for me. And after this briefing, about a week, a week and a half, I had a call from one of the attendees there, it was an executive at NBC, and they were saying that they had a work stoppage coming up and they needed our help. And this was on a Friday at about 10 o'clock. And they said, we need you here Monday morning. I said, well, okay. What do you need? I asked, how many agents do you think you need? Well, they said about 50 or so. I said, well, sure. One time we'll be there. So, I was positive. I was proactive because one, we had done our homework in this area and preparation in the past. So they also needed the security for the studio, but also for the news crews that would be out. So, we would need a team of 2 or 3 agents with each 1, and that was going to multiply the workforce. So, I got off the phone, I didn't have a contract to retain or anything at that point. And we went to work Since we were handling a lot of strikes, we had a large on call list of agents who were, they were available for short term assignments like this. The pay was better with all plain close, and I called our executive team together. I laid out the details of what was needed. We went over the requirement. Everybody was kind of shaking their head to the, Phil, do you think we could do this? Oh, yes, we can't do this. Definitely it's positive here. I said, well, we need to assign a commander for the operation that shift leaders, because it's gonna be 24 hours a day, seven days a week. The the dress requirement, what's gonna be a dark suit and tie to provide a very professional approach that this was going to be a very high profile assignment in the media work. I assigned three of the staff. To start work on developing from our team of on call lists, keeping in mind that we couldn't use off duty police in this, since they were prohibited in California from working in strikes. Fortunately, we had several 100 agents on our list with many who were retired police from other police departments federal agents former secret service, or, or FBI. So we had a big list that we could call. I let the executive team know that all this was, we were hands on deck for the weekend, and so everybody would be working with the team, working on getting the agents in place. We had several other areas to cover. We had a trailer command post and all the radio equipment administrative paperwork for tracking hours and different, surveillance reports and all that and everything that we needed to document what was going on. The next step was the communication system. For all the teams that would be out I assigned a logistic team to get all the in house radios checked out and then to determine how many we needed that would be needed from an outside vendor that we use and to get those radios have extra batteries, everything charged and ready to go and in the command post when it rolled in on Monday morning. I set a briefing time for the agents for Sunday afternoon at 5 PM. We have all the team at our headquarters for the assignment briefing, so everybody would know what was going on. Even if we had a few of the agents who had worked for us before, who were very familiar with our strike force operation that couldn't be there, at least we would have the, bigger part of the team, but any new people that hadn't worked strikes for us would be able to be briefed. And then I set a supervisor's meeting for 5 PM on Saturday to get all of the supervisors there with the shift leaders the commander and over everything that we knew to do. We already do it. We've done it before. This was just putting it in practice again. And let's go do this. We had done so many strikes that we were like a well oiled machine. Well, the cut to the chase after a wild weekend, we rolled into NBC with the 50 agents, a command post. It looked like a a secret service detail. These guys in the blue suits and ties and, and looking very professional NBC employees thought the president was coming to the studio that day. So over the next weeks, we kept the studio operating, meeting their mission, But in the end, we had a conclusion that benefited everyone. when we had strikes outside of Southern California, we had additional issues to deal with. As an example, we had a big strike up in San Francisco. It involved several unions, with one being in the meat industry. We needed to have about 125 agents covering several clients. Fortunately, we had many agents who lived in the Northern California area, but finding enough would be harder in this case. Fortunately, we had a few weeks to get this set up. We would always take the management team from the LA base to make sure we have consistent operational control and that the West Coast trade craft was maintained. Also, the remote sites like this would require living quarters from those we brought in from outside San Francisco. I would usually set up with the hotel and block off the rooms we would need and get a weekly or monthly rate because we didn't know how long the assignment would be going on. Also, we had to get set up with vans. We would usually this rent from the local area and have been set up to to ferry the employees to the various assignments during the day and night. And the assignments would be staffed with and normally we wouldn't have agents that would work the whole assignment. When it was a few weeks or a few months, they were able to clear their schedule. And since many cities were lenient on enforcement of laws and strike situations, we would meet with local law enforcement, prosecutors, and go over protocols in enforcing violations of the law. We would talk to them about how we work, how we're going to protect the strikers as, as well as picketers and everybody else. But we had to have enforcement of the law'cause the client also had a right to operate Today, the environment has changed in our society that it's more difficult. For the private sector to deal with situations where the laws are broken with the public sector under attack. From special interest coming from all sides and wanted to defund the police that sometimes the police are just hesitant. They get involved in supporting us when we were dealing with these vandalisms or misdemeanors, most of them. Type of situations. Now, I think we are seeing a shift in the American people who are fed up with these lax responses that so many of the lawbreakers, they are saying enough, it's enough. And they're going to remove the people from office who, by their inaction, It's adding to the breakdown of our communities into a lawless society. I said at the beginning, I'll say it again. I see a glimmer of hope. I think it started in November the 5th and it's really continued on. I see all across the country, everywhere I go, everywhere I talk to people. This positive attitude. See. Change that is going to bring back common sense back to our societies. The majority of people do not support this society. This gender confusion, teaching our young people. And taking the parents out of situations of protecting their own children and having to say what their own children are exposed to. This whole woke society on confusion that allows men to be in women's sport, allows men to go into women's bathrooms and dressing quarters. This has been out of control and the people of America are fed up. We need to remember that the greatest danger that we have is deception. And the deception we face today is so different from what we had 50 years ago. There is an evil in this deception that is more destructive than past years. This has occurred in my lifetime. And in fact, it's accelerated to warp speed in the last five years. I've shared this before, but I think it's worth sharing again. A couple of weeks ago. I was, had the YouTube on and suddenly Barrett Trump popped up thinking of the gospel song about how important his mother was in his life and how important God was and her prayers for him were so important. And I thought, wow, great Barrett. Now this is awesome. It was him. I mean, his face, his mannerisms, his voice. And I, I thought. I haven't heard anything about this. It seems like if this was going on, I would have heard something about it. So I checked first in this, in the description, and there was nothing there about the name of who it was, which normally you'll need the person's name there. So I said, Oh, okay, maybe I better check this out. So I did research on the sources we have for checking out frauds and so forth. And I said, found out, yeah, this was AI generated. But it was so real. You can believe it's him. Now the danger is in the Bible, it talks about at the end days, the end times. And I think if you look around, you'll see things happen now. That's never happened before that people believe who believe in God, who are righteous people are going to be drawn away. to follow false gods, not fault things Even though they're true believers in God. So how could this happen? It just hit me. I'd never thought about this. Let's say some famous person, religious leader, respected person, suddenly came on the internet and they were promoting This case that, Oh, I've got, I found out the secret. God is really here and all we do have to do is just believe what I say and do it, follow me. And I'm going to show you life everlasting. It it's the person it's, it's this respected person. How many people. That believe in God or are righteous people, good people are going to follow that. And they do that because they're not well enough acquainted with the original, with the righteous, with the person, instead of checking it out, instead of saying, this sounds a little phony to me based on everything that's going on in the world. So, what we need to do, we need to become so aware. Of what truth is, what is the original and as I shared before with people who are handling money, bank tellers or other workers that in retail businesses where they're handling large bills, like 100 bills, they don't teach an employee. By the counterfeit, taking the counterfeit, showing them, okay, the ink here is a little different, the lettering here is just slightly different, or, or maybe you find some bills with the same serial number. No, they don't do that. They take an original, a little bit of dollar bill. And they trade the person that recognize the original. So when they pick up a phony. When they pick up something that's not real, they know it instantly. So folks, we need to know what the real is so we don't get confused by perceptions. With all the advancements, our only hope is to fortify ourselves with knowledge of what is true, what is real, so when deception comes, we will know how to avoid it. The distance ourselves from it and from those who promote it, even with all the changes in our government, which brings us great hope for a brighter future. The battle to drag us down will continue unabated by those who not only want to confuse us, but bring our country down and change our way of life. I leave you with this challenge. Step out of the crowd, become an investigator. to determine what the facts are in all that is going on around you. Get involved, let your voice be heard with truth, with the facts, with the real, not deception, for together we can make a difference. As I said at the beginning, thank you for subscribing and helping us grow the channel. So would you, if you haven't, would you help? That's by liking, sharing, subscribing, and you know the drill, hit that notification bell for future posts. Thank you, thank you, thank you. Please leave any comments or suggestions on any of the platforms that you like, or you can email me directly at P little P I 777 at gmail. com. Remember your voice of reason is important. As we go into 2025 Merry Christmas. May God bless you, your family, and may God bless America. Until next time, be safe.