People with a protracted or chronic illness often find it particularly difficult in the world of work. To counteract this, the legislature in Germany has taken it upon itself to offer all employees who have been unable to work for more than six weeks in the past twelve months an Operational Integration Management (in German "Betriebliches Eingliederungsmanagement", BEM). In doing so, the legislature transfers part of the responsibility for the health of the employees in terms of prevention, health promotion and rehabilitation to the specific department.

Contact (BEM Officer of TUD)

• Dipl.-Psych. Annett Schneider
• Dipl.-Psych. Maxi Paulus

Please make an appointment via: . We will reply within one working week.

For more information and to see the members of the integration team, please visit the Occupational Health Management website.

Frequently Asked Questions (FAQ)

Who can participate in BEM?

All employees of TU Dresden who have been ill for more than six weeks without interruption or repeatedly unable to work within the last twelve months will be invited to an interview by the BEM officer. Furthermore, all employees are cordially invited to start a BEM preventatively if they notice problems in the workplace and would like to prevent an impending inability to work.

Who is involved in BEM?

There is a service agreement for BEM dated 10.12.2009 (Circular Letter D2/2/2010). According to this service agreement, an integration team will be set up to process, decide on and implement BEM. The integration team consists of a representative of the employer, a representative of the Personnel Representation Council, a representative of employees with disabilities (Schwerbehindertenvertretung der Arbeitnehmer, SBV) and the employees entitled to BEM. The integration team is bound by confidentiality. The integration team will jointly develop ideas and propose solutions without preconceived conclusions in order to not only maintain health, but also the long-term employment relationship and ability to work.

What happens if BEM is rejected?

BEM is voluntary and requires the consent of the person entitled to BEM. If they reject BEM, they should not fear any direct legal repercussions. BEM is intended to protect against permanent inability to work, a negative health prognosis, and therefore against dismissal due to illness by jointly developing solutions on how, despite possible limitations due to illness, continued employment at TU Dresden can be made possible.

What information needs to be provided?

BEM is based entirely on the principles of voluntariness and trust. The person eligible for BEM can decide - at any time – what personal information they wish to disclose, for example pertaining to an inability to work. They are not required to report any diagnoses or health restrictions. BEM only serves to establish where there are (still) health restrictions at the workplace and how everyday working life can be optimally adapted to these and in which areas support is required. The integration team is subject to confidentiality. 

What happens with the other information collected in the context of BEM?

The integration team is subject to confidentiality. All documents that may be relevant in the context of BEM, such as notes on agreed measures or protocols on progress and results, are kept in a BEM file. The BEM file is kept by the BEM officer and is destroyed at the very latest three years after completion of the measures with all information contained in it. Only the BEM officers and their representative have access to this file.

Is the gradual reintegration the same as BEM?

No. Gradual reintegration after a prolonged illness, often referred to as the "Hamburg Model", is a possible (medical) rehabilitation measure. In the event of gradual reintegration, the doctor draws up a step-by-step plan for a slow return to working life, which is intended to protect against overexertion and which makes it possible to work slowly and under protected conditions. The working time and/or workload is initially reduced and then slowly increased over a fixed period of time. During the gradual integration, the employee is still considered unable to work and receives sick pay or transitional allowance. The integration team is very happy to accompany the gradual reintegration within the framework of BEM in order to support the return to work.