Randall’s Motorcycle Shop employed the 208 members of LOCO 666. Until recently, every union member was employed on a full-time basis. Unfortunately, because of financial difficulties, Randall determined that he would have to unilaterally change the status of some employees to part time to remain in business. In announcing his intention to the union, Randall stated that those employees with seniority would be given the opportunity to bump junior persons into the part-time positions. When they heard about these arrangements, several unruly junior employees refused to accept part-time status and threatened Randall with physical harm if he refused to reinstate everyone to a full-time position. Many of them also left work in the middle of their shifts. Randall wants a declaration that those employees who left mid-shift engaged in an illegal strike. In turn, the union is seeking a declaration that Randall had imposed an illegal lockout. Your business consulting firm has been called upon to mediate this dispute in an attempt to find a resolution without having to take matters before the labour relations board. You have wisely chosen to meet with each of the parties separately before making any recommendations. What will you say to each party? How will you try to reach some sort of consensus?