What is workplace integration management?
The BEM is a legally prescribed procedure (Section 167 (2) SGB IX) that aims to reintegrate employees into the work process after prolonged or repeated incapacity for work. It is an offer made by the university to its employees in order to maintain and promote health and preserve jobs. BEM helps employees to successfully return to work after illness or disability and is a sign that the University cares about its employees. Further information on workplace integration management can be found in the service agreement ‘DV BEM 2024-04-23’. The service agreement can be found on this page in the download area.
How does a BEM procedure work?
The Workplace Integration Management (BEM) process begins with an invitation from the RPTU to employees who have been unable to work for more than six weeks within a year. The BEM process involves a confidential meeting to discuss the reasons for absences and to jointly develop individual solutions such as technical adjustments, changes to work organisation or training measures. These measures are implemented and their success is then evaluated, with the employee's consent and active participation being crucial throughout the process.
Procedure:
- Initiation of the process
- Consent and participation
- Conducting BEM discussions
- Implementation and performance review
Objectives:
- Retention of the workplace.
- Restoration of the ability to work.
- Prevention of renewed incapacity for work.
- Improvement of working conditions.
- Service agreement on occupational health managementDownload 135 KB
FAQ
Frequently asked questions
If employees were unable to work for more than six weeks within a twelve-month period.
Participation in the BEM process is voluntary. The employee decides whether to initiate a BEM process.
In addition to the employee, the BEM core team participates in the BEM process. Employees also have the option of being accompanied by the representative for disabled employees, the staff council or other trusted individuals.