Administrative unit 2: Human Resources
Company integration management at H-BRS
Information on the BEM at Hochschule Bonn-Rhein-Sieg
1. general information
Workplace prevention as integration management pursues the general goal of maintaining and promoting the work and employability of employees and avoiding the development of chronic illnesses and disabilities. At Bonn-Rhein-Sieg University of Applied Sciences, the purpose of BEM is not to discipline employees, but to provide help and support through sensibly planned and implemented employment protection and promotion.
The aim is to clarify at an early stage whether preventative measures can be implemented within the framework of occupational integration management that are suitable for securing or promoting the ability to work and employability in the long term. According to the statutory provisions of Social Code IX, this process of company integration management should take place if “employees are unfit for work for more than six weeks without interruption or repeatedly within a year” (see Section 84 (2) SGB IX).
In this case, the employer clarifies whether prevention measures are possible. Prevention meetings are provided for this purpose, which follow a specific pattern. The focus is on preventive measures - especially when it comes to avoiding chronic illnesses.
1.1 Parties involved
In accordance with the statutory regulations, Bonn-Rhein-Sieg University of Applied Sciences works with the employee to clarify the available options for overcoming the incapacity for work as far as possible and which services or assistance can be used to prevent further incapacity for work. This is done together with the members of the BEM team, the relevant staff council and, in the case of severely disabled employees, also together with the representative body for severely disabled employees.
In an initial prevention meeting, it should first be clarified whether, in individual cases, measures taken by the employer can help to restore or maintain the employee's ability to work.
1.2 Voluntary nature
Company integration management requires the consent and participation of employees. This means that all discussions within the framework of company integration management are voluntary. There is no obligation to attend the meetings offered.
However, if the employee chooses not to participate in company integration management, the employer may not be able to support the recovery process and maintain the employee's ability to work in the long term.
1.3 Possible follow-up meetings
It can often be determined at an early stage that further experts need to be consulted for the assessment of the individual case. These may be the local joint service centers, e.g. the rehabilitation providers, the psychological service, the company doctor or, in the case of severely disabled employees, the integration office.
This may require further interviews or examinations by the company doctor, to which separate invitations will then be issued if necessary.
1.4 Confidentiality and data protection
The content of the prevention talks is subject to the strictest confidentiality. However, the results of the discussions may make it necessary to take measures at the workplace that will not remain hidden from colleagues. It is also often necessary to inform the line manager of any necessary changes to the working environment.
In the prevention meetings, only data that is necessary for the introduction of suitable measures to overcome the incapacity to work or maintain the ability to work is collected. It may therefore be necessary, for example, to inform the company doctor about the diagnosis.
1. data on the medical diagnosis
The medical diagnosis is not required for planning the measures of the BEM. Only the company doctor should be informed about the diagnosis in order to be able to assess whether the measures taken are suitable for overcoming the incapacity for work or maintaining the ability to work.
2. data to clarify the causes of illness in the company
If certain working conditions lead to illness and a reduction in the ability to work, the employer should be informed of these causes so that these working conditions can be changed.
3. data on health-related restrictions on the employment opportunities of employees
For the introduction of a successful BEM procedure, it is important that the employer is informed about health-related restrictions of employees in order to be able to initiate appropriate measures.
Data provided by the employee, e.g. to members of the BEM team, may only be passed on to third parties (e.g. company doctor) with the employee's prior consent.
A note will only be made in the personnel file if the employee has been offered BEM but refuses to initiate a BEM procedure. All minutes taken during BEM meetings are kept in a separate file to which only the members of the BEM team and the employee have access.
Questions and answers
In the following, we would like to briefly explain the most frequently asked questions and answers on this topic.
Warning/termination
Can the employer give me a warning or dismiss me due to periods of incapacity for work?
A warning is not possible, as only breaches of contract or breaches of official duties are eligible for a warning. Sick leave does not generally constitute a breach of contract, as the employer generally has no influence over this.
Dismissal due to sickness-related absences is generally possible under certain conditions if company or external preventive measures remain unsuccessful. The aim of company integration management is to avoid these consequences in advance. With the BEM, Bonn-Rhein-Sieg University of Applied Sciences aims to offer employees assistance and support in the event of illness.
Medical confidentiality/diagnosis (see point Confidentiality/data protection)
Do I have to release my treating doctors from their duty of confidentiality if my employer requests this?
No, employees are not obliged to provide information about their state of health, nor do they have to release their doctor from the duty of confidentiality.
Do I have to give the employer information about the cause of my incapacity for work?
No, only the health insurance company receives the diagnoses from the doctor. However, the employer must always be informed if the employee is unfit for work due to an accident in order to check recourse claims. As part of the prevention discussion, the opportunity is nevertheless given to voluntarily discuss the medical causes of the incapacity for work. If necessary, the diagnosis must be disclosed in a discussion with the company doctor so that suitable measures can be taken to overcome the incapacity for work or maintain the ability to work.
State of health
Do you have to answer personal questions or questions about your state of health in the interview with your employer or supervisor?
You do not have to answer questions about your state of health, private habits, commitments or plans.
Development of measures
What general measures can be considered as part of management?
- Hazard and workplace analyses
- Occupational health or psychosocial counseling
- Personal, disability and age-appropriate work design
- Individual work design (preventive and rehabilitative - workplace, working environment, working hours, work organization)
- Individual workplace-related health advice
- Health training
- Gradual reintegration
- Workplace redeployment
Do you still have questions?
Pia Stapelfeldt
Team Salaried Employees, Recruiter, BEM Coordinator
Location
Sankt Augustin
Room
G 244
Address
Grantham-Allee 20
53757, Sankt Augustin
Telephone
+49 2241 865 724
Barbara Michel
Equal Opportunity Office/Graduate educationalist (Diplom-Erziehungswissenschaftlerin)/Familiy-Friendly University/Consultation Service "HELP"
Location
Sankt Augustin
Room
C 005.1
Address
Grantham-Allee 20
53757, Sankt Augustin
Telephone
+49 2241 865 652Location
Sankt Augustin
Room
C 005.1
Address
Grantham-Allee 20
53757, Sankt Augustin
Telephone
+49 2241 865 9755 (BEM)