I won't quote any figures. I'll give you some concrete examples involving real people. Let me relate to you an experience I had in my organization where people showed up for work every day. We had a branch in Fermont and employees were represented by an union with which we had been on good terms for many years. We'd never had any problems and relations were good. The branch was the only financial institution in the town of Fermont. It served mine workers, all business owners, employees and other clients.
You stated that an employer had the right to lock out workers. In this particular instance—and I'm not saying that this is always the case—the union decided to go on strike and notified us accordingly. To protect our business, since it was the town's only financial institution and several hundred of the mine's employees used our services, we decided to lock out our employees. However, we did so to protect our business.
You can't tell me that the business didn't suffer. Quite the contrary, in fact. You talk about replacement workers, but we don't mean that everyone should be replaced. We bring in workers to provide essential services such as payroll services for the mine's employees, to handle transactions for business owners...