Madam Speaker, in the Quebec code-I will refer in my response to a code that exists-as long as a strike is legal, replacement workers cannot be used.
Either labour relations are based on mutual recognition of the rights of the employer and the rights of the workers-and if this recognition is reciprocal, these unionized workers and their employer are responsible for there being a properly controlled relationship, or the rule that applies between labour and management is the law of the jungle. Then might is right, and violence breaks out.
When it comes down to it, these are not choices, but two different types of arrangements. If the desire is for a properly controlled relationship, for unions to be responsible, the unions must be recognized. If they are not, and they are replaced by replacement workers at the first possible chance, with the hope that even the union can be replaced, then there is no possible outcome except disrespect and irresponsible, even violent, attitudes.
To repeat, and for a purpose, when Premier Robert Bourassa regained power in 1985, after the Parti Quebec adopted the 1977 anti-strikebreaker legislation, he told the employers: "Do not try to convince me otherwise; we have social peace in Quebec and that is a valuable commodity".
Indeed, Quebec is the place where you will find what I would call the most responsible management-labour relationships. They work together to develop positions aimed at job creation. It seems to me that this is the type of working relationship that arises out of
mutual respect and recognition. Not that the interests of both sides are always the same, but they are orderly.