June 29, 1992. Bettger was sentenced to six more months in prison for blowing a hole in a television satellite dish Sept. 1 of that year. Civil suit (Fullowka v. Royal Oak Ventures Inc.) The workers' compensation board, on behalf of the surviving family members of the killed replacement workers, launched a $10 million lawsuit against several parties involved in the strike, including Royal Oak Ventures, Pinkerton's of Canada (the security firm hired by Royal Oak), the union (Canadian Association of Smelter and Allied Workers union (CASAW) Local 4), and the Government of the Northwest Territories. The compensation board had already paid out a similar amount of funds to the deceased miners' families. At trial, the Supreme Court of the Northwest Territories found the defendants liable. Pinkerton security was held responsible for 15% of damages, for failing to adequately secure the mine. The Canadian Auto Workers (CAW) was found to have breached its duty of care by doing nothing to stop illegal acts during the strike, paying fines and legal fees for striking miners, providing a person to assist the striking union who prolonged the strike, and failing to bargain in good faith. The court ruled that the cumulative effect of these breaches of the duty of care were found to have materially contributed to Roger Warren's bombing of the mine. (The unionized miners were part of Local 4 at the time of the strike, and merged into the CAW in May 1994.) The company was found to be 23% responsible for the damages assessed, as they maintained mine operations during the strike, refused to bargain in good faith, and for failing to ensure the safety of the replacement workers. On appeal to the Court of Appeal for the Northwest Territories, the trial decision was overturned and the defendants were found to not owe the plaintiffs a duty of care. A further appeal to the Supreme Court of Canada was heard in May 2009. In February 2010 the appeal was dismissed. The Court found that although the security firm and the government owed a duty of care to the replacement workers, that duty was not breached. Royal Oak Mines v. Canada (Labour Relations Board) The employer's steadfast refusal to discuss grievance arbitration for these and other dismissed employees constituted the single largest sticking-point in the negotiations. The Canada Labour Relations Board intervened several times during the bargaining process and eventually