Our Company, The Black Star Initiative, is a universal private military company, or PMC, which specialises in conflict resolution and the provision of associated consulting services. The company was established in 2900 by two former UEE Marines to fill a vacuum in the private sector, our purpose is to offer governments and other legitimate organisations specialized military expertise.
We offer comprehensive advice on every aspect of security including corporate operations, commercial risk, and foreign investment, as well as counter-terrorism, asset protection, and support to governments. Our network of offices is staffed by skilled associates with combined backgrounds in military, intelligence, and diplomatic communities. To assist our associates in their duties, we hire personnel from a variety of supporting fields, including but not limited to, commerce, finance, and law enforcement agencies such as the Advocacy.
Our first training facility, located in New Austin, Terra, opened its doors in 2901. We have since expanded our services and operations to cover over 40 star systems. Our clientele has grown to include interstellar governments, and non-government organizations, as well as private interests and major corporations.
During the Vanduul crisis, we supported over 118 UEE operations including training, maintenance and logistics across land, sea and air. In Cestulus we, the Initiative, are partnered with one of the largest defence companies, Aegis Dynamics, to provide planetary security. We’re also proud to call ourselves a long time partner with Robert Space Industries. With these close partnerships, we offer our forces top of the line equipment and vehicles.
All of our employees undergo a rigorous training regimen delivered by our veteran instructors, who are among the best in the known universe. Recruited from elite military communities and law enforcement agencies, they deliver real-combat experience and innovative instruction.
Some of the basic courses they undertake consist of:
Our Black Star Initiative instructors are chosen for their experience, professionalism, and passion for the industry. They understand the importance of high-quality training and know that training often means the difference between life and death. They are committed and feel it is their responsibility to bring you the best in tactical and firearms training. They have developed a training methodology that has proven itself repeatedly in real tactical environments.
When you join the Initiative, you’ll become part of a dedicated and competent team of professionals who understand what it takes to get a job done, with the requisite experience and determination to succeed, often in challenging and hostile environments. Our employees come from a variety of backgrounds and we believe that this makes it an exciting place to work, providing a rewarding culture of diversity, innovation, and excellence.
Our equal opportunity policy emphasises our aim to create a work environment that is inclusive and non-discriminatory, where all employees are empowered by their individuality and encouraged to use it to achieve success. All prospective candidates for employment will be selected and treated solely based on their merits and abilities. Applicants will not be subject to any form of unlawful discrimination based on race, colour, national origin, citizenship status, creed, religion, age, sex, marital status, sexual orientation, gender identity or disability.
Since its founding, our company has been committed to setting and adhering to the highest possible professional and ethical standards, in addition to supporting the introduction of effective national and planetary regulation for the private security sector as a whole. We, the Initiative, are pioneers in the effective regulation of the private security industry. We have worked internally and externally to implement regulations that reflect international agreements. Our operating principles ensure that the company only accepts projects which, in the view of its management, would improve the state of security, stability and general conditions.The Black Star Initiative will not become involved with:
Contracts are generally sensitive in nature, therefore, we apply strict rules of confidentiality to our work and client relationships. These rules are reflected in our contractual obligations, corporate code, and employment terms. Our code of confidentiality is absolute. Our security procedures are rigorously enforced to ensure protection both for the client and ourselves.
Contrary to speculation in the press, we do not seek to be rewarded in the form of mineral concessions or other indigenous assets. All Black Star contracts have addressed the issue of remuneration in an exclusively monetary form.
Our company is unique in its field. While we do have rivals and competitors, they are not able, or simply do not wish to deploy the full range of capabilities that our clients are able to enjoy. Our operations are completely self-contained, highly disciplined, and we are conscious of client confidentiality and local sensitivities. We do not always focus on the direct application of military force, but are concerned with the application of a more subtle or oblique approach and, where required, our company is capable of conducting humanitarian operations.
We seek to provide training for local forces, generating a transfer of our skills, which enables client governments to become self-supporting after the withdrawal of our company’s personnel on the conclusion of our contract. We are capable of rapid deployment and operate in a cost-effective manner. We are confident that the cost to a client of deploying a BSI project team is invariably cheaper than the cost of sourcing alternate forms of external assistance.
We demonstrate the highest degree of integrity in every aspect of what we do. We are committed to instilling professional and ethical behavior in all our employees, teammates, and associates.
We set the bar for the best-in-class operational excellence. We empower our people to deliver customer-focused solutions with the highest levels of professionalism and commitment to excellence.
We promote and support a diverse, yet unified team. While respecting the individuality of our people, we work together as a team to meet our customers’ goals. We deploy willingly to the most remote and dangerous regions, leveraging our unique skill set in support of our customers’ missions.
We take responsibility for our performance legally and ethically. We have a diverse Board of Directors that provides oversight and guidance to best serve our customers.
We honor the rights and beliefs of our fellow associates, our customers, our employees, and the communities in which we operate. We treat others with dignity and respect.
We value, encourage, and enable our employees, teammates, and associates to develop innovative and pragmatic solutions to real-world challenges.
We offer cost-effective quality solutions for our clients. The financial package is self-contained and invariably determined in advance of service delivery. We anticipate all the likely operational costs associated with the conduct of a project and can, therefore, provide a firm figure prior to entering into a contractual arrangement.
We are an operationally agile company that will directly address the legitimate requirements of our clients. We do this with our three main divisions, these are:
This division will encompass the heart of BSI and is its main source of active income. Our initiative’s military division will be responsible for a host of military and aid items. Such items include but are not limited to: Advanced Humanitarian aid, provision of military and civilian extraction operations, asset protection services, conflict de-escalation, combating organised crime, spaceborne reaction forces, inter and intra-planetary combat operations, advanced training by certified experts, and more. A non-exhaustive list of our military services along with definitions of these services can be found
Our Initiative’s Exploration division will provide premiere pathfinding services as well as expert jump point mapping, and active sector scanning. We will also be responsible for mapping planetary locations for suitable settlement and colony build sites.
The Commerce division of BSI is a multifaceted role and exists to serve the internal and day to day sustainment of organisational operations, however external contracts for shipping and mining may be extended for zones too hot for unarmed traders. This division will conduct thorough risk assessments, comprehensive planning, and effective trade operations, as well as secure salvage and mining operations as dictated by UEE law.
This Charter of Black Star Initiative, as ratified on the Twenty Second of October of the year 2900 hereby sets aside the rules, regulations, and code of this organization as determined by its founders.
Each employee enlisted in The Initiative is expected to follow the rules, regulations, and conduct set forth under Article One and its following sections.
I. An employee is expected to hold their self with honor, respect, and professionalism at all times.
II. A employee is expected, while on the battlefield, to follow the orders of their superior officer to the best of his or her ability.
III. A employee is expected to fulfill their designated position to the best of their abilities. In a competitive setting, a employee that is found to be under performing may have their individual performance reviewed by their section peers.
Employee are subordinate to each officer in their command structure above them, and are in command of each employee subordinate to themselves. Each employee is expected to rise to the expectations and duties of their station as set forth under Article Two and its following sections.
I. Rankings and Positions are laid out thus, and in order from subordinate to superior:
a) Recruit – A probationary / trial rank which indicates that a employee is new to the mercenary unit and has not yet been assigned to a section.
b) Private – Employees who are experienced members and have accumulated an in-depth knowledge of their sector.
c) Sergeant – Employees who have been assigned command of a section and are the superior officers to the Wraith within that section.
d) Captain – Employees who are the founders of The Initiative. Captains are five in number and will not increase or decrease. Special circumstances may arise that will require the appointment of a new Captain. The new Captain is voted upon by other Captains following a majority vote.
e) Honorable Representative – Employee who are external from rank system and represent other units.
II. A employee may be designated section leader if those in the section are in agreement with the designation. A section must have at least four (4) members to be formed and may not exceed 8 members in total.
III. When promoted to a position (Sergeant) that allows command of a section, it is the responsibility of the promoted employee to enlist their subordinates. An officer is encouraged to form tight bonds with specific members, but is allowed to enlist any member subordinate to them for command directly before a mission, unless a superior officer chooses otherwise. Section leaders are also expected to actively build game-play chemistry between members under their command.
A employee enlisted in The Initiative may be subject to dismissal (removal from the mercenary unit) based upon infractions committed. Infractions are classified as outlined below:
I. Minor Infractions – In the event that a minor infraction has been committed by a member and there is sufficient supporting evidence of the infraction, the member will be given a written warning from a superior officer. If three (3) minor infractions are committed within a 30-day period, the offender is removed from the unit. If at the end of this period no infractions are committed, the earliest infraction will be removed from that pilots record.
EXCESSIVE USE INSULTING OR HARASSING LANGUAGE DIRECTED TOWARDS AN INDIVIDUAL OR A GROUP OF PEOPLE
EXCESSIVE USE OF INAPPROPRIATE LANGUAGE
EXCESSIVE SPAMMING OR TROLLING
FREQUENT INSUBORDINATION DURING A COMPETITIVE DROP
II. Major Infractions – In the event that a major infraction has been committed by a member and there is sufficient supporting evidence of the infraction, the aforementioned member will be removed from the mercenary unit and banned from accessing the resources of the unit.
RACIAL / ETHNIC HARASSMENT
REAL-LIFE VIOLENT THREATS
DISTRIBUTION OF REAL-LIFE PERSONAL INFORMATION
POSTING CHEATS, HACKS, TROJAN HORSES OR MALICIOUS PROGRAMS
These are the rules, regulation, and code as determined by the Founders of The Initiative, on the signing of this Charter, on the Twenty Second of October of the year 2013. All who are enlisted amongst the ranks of The Initiative must abide by these rules or find themselves punished as set aside by the rules.
General Principles …………………………………………………….7-11
Law and Regulation ………………………………………………….12-14
Selection Training and Vetting of Personnel……………. 15-18
Behavioural Standards and Quality Assurance…………19-22
Corporate Social Responsibility ……………………………….24-26
Rules for the Use of Force ………………………………………..27-32
Relations with Others in the Field of Operations ………33-36
Working Standards …………………………………………………..37-41
Equal Opportunities …………………………………………………42-44
Relations with Clients ……………………………………………….45-46
Security Sector Reform ……………………………………………. 47-48
Oversight and Compliance ……………………………………….50-53
1. The role of Private Security Companies (PSCs) is becoming increasingly significant and widespread due to
the evolving nature of global risk. PSCs seek to mitigate the clients’ exposure to risk across a range of
2. PSCs work in difficult and dangerous environments often in the undeveloped world and are sometimes armed.
In these circumstances and because they also often act for Governments and/or NGOs it is essential that
legitimate PSCs work within the framework of Planetary Hosts and UEE Law and set
themselves their own high standard of ethics, conduct and procedures. These are set out in this document.
3. Adherence to this code constitutes an assurance of the operating standards, professionalism and quality for:
• Employees or subcontractors (“personnel”)
• International organisations
• Governments and their agencies
with whom BSI comes into contact during the course of its business.
4. This is a “living” document and will be responsive to changes in the law, international environment and public
5. BSI intends to maintain a dialogue with a range of stakeholders, including:
• International agencies
• Industry associations
• Other interested parties (including communities within which we operate)
6. This code covers the following areas:
• General principles
• Law and regulation
• Selection, training and vetting of personnel
• Behavioural standards, fair business dealing and quality assurance
• Rules for the use of force
• Relations with others in the field of operations (local population, governments, PSCs)
• Working standards
• Equal opportunities
• Security sector reform
• Relations with clients
• Oversight and compliance
7. BSI will only engage in legitimate security work which adheres to the principles of UEE Law.
8. BSI seeks to mitigate risk to their clients. Such work is, by its nature, defensive. BSI will only work for
clients who commit to the norms of international law and behaviours. BSI will respect the sovereignty, rights
of planets and will not accept an assignment that seeks to destabilise a country or community.
9. BSI does not condone, nor will it ever become involved in, the violation of human rights as embodied within
the Universal Declaration of Human Rights and the UEE Convention of Human Rights.
10. BSI supports the principles of Security Sector Reform (see para 47).
12. In the absence of UEE or planetary regulation of PSCs, BSI is bound by the following:
13. BSI will adhere to all applicable law and regulation. BSI personnel are required to report in full on any
incident in which they are involved, or which they witness which might involve an unlawful act. BSI will
investigate fully any such report, or complaints from third parties, to the extent that the operational
14. Morally and ethically, BSI supports the development of PSC regulation within the UEE.
15. All BSI personnel are selected in as thorough a way as possible
16. BSI will carry out a thorough check of each individual security provider application to include:
• Study of CV and cross-referencing
• Asking for and taking up references
• Checking of military and other professional records including discharge certificates
17. Once selected each individual security provider will be vetted. This will involve:
• Background and criminal record checks
• Government vetting agencies (where appropriate)
• Medical assessment
18. Once accepted, security providers will then undergo induction and special to task initial training. This will be
followed by continuation training once on task, together with career development training. Periodic specialist
training will also take place. The purpose of the training is both to ensure professional competence and
efficiency and also to develop skill and maturity to avoid overreaction and other traits that may lead to
unnecessary incidents. All training includes instruction in UEE Law, Humanitarian Law and the Law of
19. The overall behavioural standard expected of BSI personnel is set down clearly and is monitored in
20. These standards are set with the requirement to always comply with relevant laws and engage in fair business
dealings and include:
• Professional and technical competence
• Restraint and maturity
• Honesty and integrity including professional ethics with regard to financial irregularities, inducements,
• Compassion, respect and dignity
• Discretion and confidentiality
• Full understanding of requirements and constraints of their current mission
• Social and environmental responsibility
• Cultural sensitivity
21. Ensuring these standards are met is the task of the BSI management structure and chain of command at all
levels. A formal disciplinary procedure exists to deal with any deviation from the standards laid down and
overall responsibility lies with the Board of Directors.
22. BSI will provide detailed training to ensure personnel understand the standards expected of them, such
training will include without limitation specifics with regard to anti-corruption, non-bribery and human rights.
23. The quality assurance ethos is fundamental to BSI’s operations. All personnel are encouraged to conform
to the BSI Quality Assurance Programme, to comment on it and participate in the process to continually
improve BSI perceived and actual performance as part of BSI’ Quality Management System (BSI
QAMS). The QAMS ensures that reviews of all work in progress are carried out independently from the
original source during operations/production. The qualitative approach incorporates all the core values laid out
in this Code in the belief that this leads to increased personnel and client satisfaction which in turn leads to
long-term competitive advantage.
24. BSI actively supports corporate social responsibility.
25. BSI takes a strong and dedicated interest in community affairs of the countries in which it is operating and
endeavours to undertake all its projects in a socially responsible way. BSI personnel carry out an
assessment of the potential human rights impact of its own projects and activities so as to mitigate such
potential impacts, as well as rigorously opposing violation of human rights from whatever source.
26. Fundraising initiatives are carried out in order to fund low cost-high impact projects of an educational,
reconstructive or community benefit.
27. Although BSI operations are protective, personnel often work in unstable and violent environments which
necessitate the carriage of firearms. When BSI personnel are armed, they carry arms for personal
protection, or the protection of those in their care.
28. All weapons are carried under the appropriate authority pertaining to the area of operations. All weapons and
ammunition are procured legally and are transported and stored in a secure manner.
29. When weapons are carried, all BSI personnel will comply with the appropriate Rules for the Use of Force
(“RUF”). BSI will use minimum force at all times. In the absence of specific RUF BSI will develop its own
which will generally be based on those adopted by UEE Forces.
30. All personnel will be extensively briefed on RUF, and the principles of minimum force instilled in them. BSI’s
personnel are experienced and trained in the use of firearms. Continuous training takes place in theatre with
an emphasis on safety, accuracy and restraint.
31. Where BSI personnel resort to the use of firearms, and regardless of whether this results in injury or death,
they will make a full report on the incident in accordance with established reporting and review procedures.
32. Where injury or death results from the use of force or firearms, BSI will undertake an internal investigation in
accordance with established procedures. BSI will cooperate with any lawful investigation undertaken by the
governing authorities in the area of operation.
33. BSI promotes constructive engagement and cooperation with other organisations operating in the same
area of operations.
34. BSI undertakes not to hinder the national community in humanitarian efforts and will offer assistance
35. BSI seeks to engage in constructive communication and cooperation with the governing authority and their
security forces in the area of operation, and with any other official security forces working in that environment.
BSI assures the confidentiality of any information received as a result of such relations.
36. BSI personnel respect the culture, religion and ethnic customs, human dignity and human rights of the
communities and regions in which they work. They will to the best of their ability and wherever possible,
rigorously oppose violation of these rights.
37. Good working standards are crucial in the development of BSI and the potential of its personnel.
Maintenance of appropriate remuneration.
38. BSI is committed to ensuring the best working conditions that the area of operation will permit.
39. In accordance with this principle, the level of remuneration is designed to ensure that quality work is
appropriately remunerated and encourages loyalty and continuity.
40. There are many different occupational hazards associated with the nature of the work engaged in by BSI.
Appropriate medical support including psychological assessment is provided to ensure the maximum possible
attention in the event of serious incidents and subsequent injuries to personnel.
41. In line with these procedures BSI follows best practise by ensuring suitable insurance is always in place to
cover medical issues, assets and business risk.
42. BSI recognises its responsibility for promoting equal opportunities and combating discrimination.
43. It seeks to ensure the full integration of all personnel in his or her working environment, regardless of his or
her ethnic or social origin, colour, gender, religion, nationality, sexual orientation or other distinguishing
44. It seeks to ensure that its clients also recognise respect for these values in the working conditions made
available to all personnel.
45. By the nature of BSI’s activities its personnel may obtain information which may relate to the private lives or
be potentially harmful to the interests or reputation of others. Great care will be exercised in safeguarding and
using such information, which shall be kept confidential unless the performance of the duty or the needs of
justice strictly require otherwise.
46. BSI will ensure its personnel:
• Are diligent, competent and efficient in discharging their professional responsibilities and
• Do not participate in activities which may involve a conflict of interest without appropriate disclosure
47. BSI supports the objectives of security sector reform and where possible ensures that its capability
development work is carried out in line with these objectives. The aim of security sector reform is:
“To help developing and transitional countries manage their security functions in a democratically accountable,
efficient and effective way by initiating and supporting reform and providing appropriate education and
training”. (FCO definition)
48. Key issues of security sector reform include:
• military disengagement from politics
• military disengagement from other non-military roles e.g. economic and social
• redefinition of security roles
• civilian policymaking, legislation and funding
• development of a civilian/military interface and ethos
• regional defence and security policies and structures
49. BSI will maintain transparency as far as possible within two key constraints:
• Client confidentiality
• Standards required of a privately owned UEE registered limited liability company.
50. The oversight and management of all BSI’s operations is the responsibility of the BSI Board.
51. Each project has a clearly defined and responsible chain of command. The chain of command is responsible
for the day-to-day implementation of the contract.
52. The development of business and general oversight of the company is provided by the Board of Directors.
The Board consists of a number of senior military, diplomatic and commercial figures who provide guidance
and advice to the executive management on request.
53. The BSI Board has established a Quality Management Review Board for day-to-day monitoring of the BSI
Quality Management System. Trends and Statistics, HSE and other audit reports, are used to assess the
continuing relevance of BSI’s quality management system over time and to ensure continuous improvement.