DAMARTEX supports the reconversion of its employees within the framework of a relocation of its manufacture

Since 2002, 30 employees of the Despature Company, responsible for the manufacturing of the group's products, have already been reconverted towards commercial or retail activities. In 2007, 87 employees are again concerned by a necessary transfer. Most were relatively old, experts in their trade, but hardly adaptable.

Management establishes clear rules to support the transfer:
- as many vacancies listed in retail and distribution as eliminated manufacturing jobs, regardless of starting status
- no external recruitment, or tenure in the group for an available position if an employee undergoing reconversion can get it after training 
- the employee may accept or not to enter the mobility path
- unions support the approach

Involvement and training of all have been implemented:
- HR management is particularly involved: Monthly steering committee, follow-up of each employee by a referral agent (10 referral agent, 1 appt./month/employee).
- training sheets and trade video have been created. 
- for each concerned employee: mobility preparation maintenance with the HRD; inventory of professional preferences, know-how, training needs with the external BPI agency; selection of 2 to 4 positions from trade sheets and video; observation of these positions on site during a discovery day; "help for change" training for 3 days; assignment to the chosen position following the proposal made by the HR, adjustment period with training and coaching by a tutor for the learning of the new job.
- 3580 hours of training were made available for employees and tutors alike.
- New managers cannot refuse or choose assigned employees, but the return to the former position or to an equivalent position is possible if either party is not satisfied; the confirmation of transfer is final when the manager and employee agree, with possibly a new adjusted contract.