Repression, Intimidation, Segregation:
Pinault-Printemps-Redoute's Policy and Practice in the USA

[ENGLISH TRANSLATION OF FRENCH TRADE UNION DELEGATION REPORT]

"Surrounded by barbed wire and closely watched by guards, it's like slavery at the place," reports Alain Perez, a member of the delegation.

At the beginning of October, the workers at Brylane started a union campaign to fight for dignity and respect. Upon their demand for union representation, however, the response of Brylane management - a subsidiary of Pinault-Printemps-Redoute (PPR) - has been repressive and shocking.

To better examine the situation on the ground, a delegation of French unions (CFDT, CGT and FO) went to the United Sates November 10 to 15, 2001.

The Delegation Reports

During our stay, we - the members of the delegation - met hundreds of workers at this company who demonstrated their firm determination to form a union. Instead of recognizing this demand, however, the Brylane management has launched a campaign of repression, intimidation and segregation to prevent the workers from joining the American union UNITE.

Unjustifiable Working Conditions

Workplace injuries are a daily fact at Brylane because of the working conditions and lack of safety.

• One worker, who has worked at Brylane for 9 years, reported, "Because of the repetitive motion of my job, I have had three surgeries. My doctor recently told me that I shouldn't lift anything that weighs over 2 pounds. When Brylane heard this, they fired me, under the pretense that there was no longer any 'place' for me there. And even today, the company still has not done anything to prevent the same thing from happening to my co-workers."
• Another worker, "I injured my arm trying to get my machine back in working order. The company's only response was to ask me to sign a letter saying the accident was my fault."
• Workers are regularly blamed for workplace accidents and injuries. And to make workers appear at fault for injuries, the management forces them to take drug tests.
• Inadequate equipment in poor repair requires workers to make dangerous repairs, often with just tape, further placing workers in harm's way.

The Workers Demand a Union

In early October, the Brylane workers kicked off a union campaign. The campaign developed fast, with over 50% of workers quickly signing union cards indicating they wanted to join UNITE.

Hearing the call for a union, however, Brylane management has done everything they can to prevent workers from joining the union.

Brylane's Anti-Union Strategy

• Contracting Anti-Union Consultants to Fight the Workers: The company has called on anti-union consultants to help defeat the union. On its website, these consultants advertise the services they offer: "Ice Miller represents employers confronted with union organizing campaigns and offers 'union-free' training and vulnerability audits to employers…" Such consultants constitute a large industry in the United States, with over $4 billion in revenue each year. They offer more than just legal advice, such as videos to scare workers about unions and anti-union leaflets.
• Spreading Propaganda: The company's anti-union message is spread through mandatory meetings and videos shown to workers during work time. In flyers distributed to workers, workers are told that joining a union is dangerous, since in joining a union they risk losing their benefits or even their jobs. They are 'advised' not to sign union cards. And those who have already signed cards are told to ask for their cards back. Workers are also told to call the police if union representatives contact them at home. Those of us in the delegation who visited several workers at their homes can confirm that these workers are determined to join the union.
• Threats of firings: Workers trying to hand out pro-union flyers are threatened with firing.
• Heightened "security": Brylane increased the number of its contracted security agents in October, as soon as the union organizing campaign began. These agents continuously circulate in the parking lot. The management has tried to justify the high number of security guards by saying they needed additional security in the aftermath of the September 11th attacks. Surrounded by barbed wire, the facility fully resembles a prison!
• Segregation, discrimination and pressure on immigrants: Latino workers (25% to 30% of Brylane's workforce) were required to attend meetings every day during the first week of the union organizing campaign. As recent immigrants, less familiar with their rights and in precarious positions, this vulnerable population is more susceptible to threats and all forms of intimidation. 
• No transparency: The French delegation went to the Brylane facility to try to meet with the management. A security guard accosted us and told us that there was no management representative present at the time. We asked if we might be able to visit the facility anyway. But we were completely denied entry. After a lively debate, we were asked to leave the premises without further delay, carefully followed by another security guard. As we were leaving, the workers, outraged but hardly surprised by the management's attitude, told us that the facility manager was inside at Brylane at the time, along with a visiting PPR manager. According to one worker, the Brylane manager had said that he was not going to talk with "these little shits."
• Why so relentless?: You need to know that in the US, without union representation, workers can be fired without explanation and without warning. In other words, without unions, workers cannot defend their rights.

What Happens At Other Companies?   

Brylane's response is not the only option open to American management during union organizing campaigns. The proof of this is that before returning to France, we also asked to visit a company similar to Brylane in Indianapolis, which is called TJX, Inc. The company management there, in contrast to that of Brylane, graciously offered its time to explain to us its philosophy: "we are better off communicating with our workers through a union. So we remained completely neutral during an organizing campaign at our company and we quickly recognized the union after a majority of workers signed union cards."

At PPR Headquarters…. No Intervention

On November 30 201, Redcats management met with the delegation at the PPR headquarters in Paris. Mr. Jacques Brun, Human Resource Director at Redcats, underscored his determination to us to resolve the problem in the most democratic way possible and agreed to negotiate with UNITE. To this day, there has been no news of these negotiations.

Towards Dignity and the Respect of Workers Rights

The workers' demand for a union is strong and their determination to succeed is firm. Far from trying to impose itself on the workers, we can give witness to and verify that UNITE is highly in demand by the Brylane workers.

Brylane's actions, and hence those of the PPR Group, go against the dignity of its workforce and of the development of social peace. Psychological pressure, intimidation, propaganda, xenophobic and even racist behavior; total absence of social dialogue and of basic safety rules; and an inequality of treatment are practices that have no place in the 21st century.

These practices, which violate both local laws and international agreements on labor law, have already provoked several complaints to the Labor Department in the United States, to the Prime Minister in France, and to the International Labor Organization.

It is crucial to support our American colleagues by letting our management know that such repression of American workers has no place in a company that wants to present itself as "socially responsible." No matter where in the world, workers have the right to defend themselves and to organize.

Solidarity knows no borders.

The members of the delegation:

• Mme Annie Cauda Tortay, CFDT 
• M. Cheikh Kane, CGT
• M. Alain Perez, FO   
• M. Michel Rodriguez, CFDT
• Mme Fortunée Sellam, CGT

Extracts from the Company's Flyers To Brylane Workers:

15 October 2001

"The Company does not believe that the UNITE union or any other union is in the best interest of either the Company or our associates."

"We believe that we all communicate better with each other when we have one-on-one relationships than when outside representatives are brought in."

"We do not think that our associates should have to belong to a union in order to have a job here."

17 October 2001

"Brylane does not think that a union has anything to offer that would make you want to join. A union can promise union dues and strikes, but a union cannot deliver on promises of higher wages, better benefits, or job security. Only a strong, prospering company can do that."

"You have the absolute right to sign or not to sign a union card, and you have the absolute right to join or not to join a union, BUT DO NOT SIGN ANYTHING BEFORE YOU KNOW WHAT IT MEANS!"

19 October 2001

"We believe that your questions show that you realize that union representation is a serious situation that will affect the rest of your working life with Brylane."

"If you have any questions, please feel free to talk to your Unit Leader, Supervisor, Manager or Human Resources." 

"Social Responsibility Exports Poorly"
Le Monde January 2002

"Union Not Welcome At PPR USA: A French Delegation Reports on its Visit to a Subsidiary in Indianapolis" Libération 11 November 2001

"PPR Accused of Anti-Unionism in the United States"
Figaro 16 November 2001

"The United States: Freedom Has Its Limits - An International Campaign is Underway to Ensure that Workers in PPR's American Subsidiary Have the Right to Organize"
FO Hebdo 21 November 2001

"Brylane: French Unions Speak Out Against an 'Anti-Union Campaign'"
Agence France Presse 26 November 2001

"PPR Unionism in the Americas: The Chase for a Union is Open in the French Company's Subsidiary in Indiana. CGT, CFDT and FO unionists have left to investigate."
Options 26 November 2001

"Pinault-Printemps-Redoute: Scandalous Violations of Workers Rights in the Group's American Subsidiary"
FO Hebdo 28 November 2001

"French Unions in Solidarity with the Struggle Against Repression"
Syndicalisme Hebdo CFDT 29 November 2001

"The Ethics of the Pinault Group Don't Span the Atlantic: The French Company Refuses to Let Its American Workers to Organize a Union"
Syndicalisme Hebdo CFDT 6 December 2001