IN ITS LABOR RELATIONS in America, Imerys, the French multinational, acts like Dr. Jekyl. But overseas, it acts like Mr. Hyde in its treatment of workers.

Such is the nature of international business. Companies act according to the social mores and norms of the culture they are doing business in.

For unionized Imerys workers overseas, the company's tolerance of its American managers' fight to keep the union out of its Sylacauga, Ala., plant is both puzzling and unsettling.

Prior to 1999, Sylacauga had a unionized calcium carbonate processing plant owned by Imetal and a non-union crushed stone processing plant next door that was owned by English China Clays (ECC). Last year, both companies merged to form Imerys. The employer for both units now is Imerys' American subsidiary, ECCA Calcium Carbonates, Inc.

On the effective date of the merger, Imerys withdrew its recognition of PACE and terminated the labor agreement that PACE had with Imetal. In response, PACE began organizing workers at the combined plants, and asked the company to remain neutral during the organizing drive.

ECCA management's response was to hire a union-buster, institute mandatory "captive audience" meetings where no questions were allowed and show anti-union videos that compared trade unionism to the Mafia.

Charging Imerys with threatening and harassing union supporters, PACE filed seven unfair labor practice charges against the company in October 1999 with the National Labor Relations Board (NLRB).

In February, the NLRB determined there was merit in some of PACE's charges. In a complaint issued against the company on Feb. 16, 2000, the NLRB named ECCA Vice President Ray Barker, Sylacauga plant manager Randy Sandrik and five other managers.

The NLRB alleges that Barker instructed supervisors to maintain records of employees' union sentiments; that Sandrik threatened employees who supported union organizing efforts; and that two supervisors interrogated employees about their union activities. All these charges are violations of Section 8 (a) (1) of the National Labor Relations Act, which prohibits employer interference, restraint or coercion of employees exercising their rights to organize.

Imerys' European unions are outraged by the company's conduct in America. In France, where Imerys has its headquarters, the French unions have pledged their full support for their American colleagues. They have lobbied Imerys corporate management, and plan to keep Imerys' French work force updated about the dispute. The International Federation of Chemical, Energy, Mine and General Workers' Unions (ICEM) also has talked with top Imerys officials in an effort to change the attitude of the firm's local management in the U.S. (PACE is affiliated with the ICEM.)

Belgium unions are insisting that one of the company's major investors, the Frere family, intervene to ensure that Imerys' American plants immediately cease anti-union practices that would not be tolerated in Europe.

English unions also are showing outrage at Imerys' tolerance of its American managers' behavior. They have had good relations with the former English China Clays company for many years. "We could not believe that ECC could behave in such a manner, or take such drastic measures to destroy the trade union structure at its American sites," said Shem Hogan, Cornish district secretary at ICEM British affiliate, the Transport and General Workers Union (TGWU).

He said trade unions always have been an integral part of the company, citing the launch of new joint training courses for TGWU shop stewards and health and safety representatives. In a meeting before union officials and company site managers, even the corporate human resources director was encouraging improved working relationships between the company and the trade unions within the Imerys empire.

"Imerys is a chameleon corporation," commented ICEM General Secretary Fred Higgs. "It is preaching social partnership on one side of the Atlantic and bashing unions on the other.

"The ICEM and its affiliated trade unions will maintain the pressure on Imerys until it respects the rights of its American workers. Imerys workers everywhere are determined to defend union rights throughout the company."

Such solidarity will help European workers maintain their own jobs. As Joe Drexler, PACE director of special projects, asks, "If multinationals can get away with union-busting in the States, how long will it be before they export it to Europe?"

More information on PACE's Imerys campaign is available at www.imerys-workers.org .

The PACEsetter, vol.2 no.2, March 2000