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FAQ

What is Integration Management (IM)?

Integration Management (IM) is for all staff members who have been sick and unable to work for longer than six weeks (continuous or at different times) within the last 12 months.
Together with you, we would like to discuss what steps can be taken to overcome your current inability to work and avoid it in the future.
The legal basis for IM can be found in the ninth Social Code book.
You can find detailed information on integration at the TU Berlin in the Labor Agreement on Integration Management (DV-BEM).

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How long is salary paid in case of illness?

If you are ill, then other than a few exceptions (e.g. if you had previous times of illness that are to be counted), your salary will be paid at most for up to 6 weeks from your employer. The continuation of salary in case of illness is regulated in Sec. 22 TV-L of the Berlin University regulations. 

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When and how do I receive sick pay from the health insurance provider?

After the 6 weeks of salary are paid, employees can receive sick pay from their health insurance provider.
Since January 1, 2016, sick pay no longer has to be applied for with a special certificate to the health insurance provider but is now integrated in the classic certificate of incapacity to work. The physician now marks on the certificate of incapacity to work that the employee receives sick pay. A copy of this certificate must then be sent to the health insurance provider.
The health insurance provider informs the employee about the amount of sick pay in writing. 

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How long will I receive sick pay?

If an employee is incapable of working due to the same illness for more than 78 weeks (19.5 months) within three years, the right to sick pay ends after the 78th week. If you have exhausted your right to sick pay, you will no longer be a mandatory member in the statutory health insurance. It is then possible to receive unemployment benefits (Arbeitslosengeld I) according to the transition regulation Sec. 145(1) SGB II (Social Code book III).

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What is the sick pay supplement?

The health insurance provider informs the employee of the amount of sick pay in writing and informs the employer electronically.
The sick pay supplement is paid dependent on the length of employment (Sec. 22(3) TV-L BH). For a period of employment of more than one year, employees receive a sick pay supplement from the employer after the end of the six weeks of salary until the end of the 7th week after the start of the incapacity to work (in total 13 weeks).
For a period of employment of more than three years, employees receive a sick pay supplement from the employer after the end of the six weeks of salary until the end of the 33rd week after the start of the incapacity to work (in total 39 weeks).
You can find additional information on sick notes and excused absences on the Human Resource page.

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Is participation in the IM procedure voluntary?

Yes, IM can only be done with your consent. You can decide whether you want to accept the IM offer or not. You can also stop the IM process at any time without reason.  

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Who participates in the IM process?

The discussions are coordinated and led by the IM consultant. You can decide who can participate in the IM other than the IM consultant. If you do not object to their participation, then a representative from the Staff Council and, if applicable, someone from the Service for the Severely Disabled will also take part in the discussions. If you request, the following people can also participate:

  • Representative from the Human Resources department
  • Your manager
  • University Physician Service
  • Social Counseling
  • Safety Services and Environmental Protection (SDU)
  • A trusted person
  • Women’s Representative
  • Representative for Youth and Apprentices

All participants are required to maintain confidentiality and this confidentiality may only be waived if you allow it. All IM discussions are therefore confidential. 

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What happens if you refuse the IM process?

The IM process is voluntary. You decide whether you want to accept or reject it. If you refuse the IM process, you do not need to worry about any direct labor-legal consequences. If you are later fired due to illness, however, then at the Labor Court you cannot claim that you did not receive IM.

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What information from the IM process goes into the personnel file?

The data (discussion minutes, etc.) collected in the process is kept in a IM file. You have the right to view this file at any time. Beyond that, only the people participating in the process have access to the file.
In the personnel file, the only information included is that you were offered the opportunity to participate in a IM at a certain point in time, whether or not you consented, and which specific measures were offered and carried out.  

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Do you have to give the reason for your illness?

No, you do not need to tell us about the medical reason for your incapacity to work or your health limitations. For the IM process, it is relevant to know which limitations can arise at your workstation due to your health and which activities you can still do.
In some cases it makes sense to discuss the medical reasons for your incapacity to work with the university physician so that he can inform the other participants about the effects of your illness on your work. The university physician is obligated to maintain confidentiality and may therefore only report what you allow.

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Are there any obligatory solutions in the IM process?

No, the IM process is dynamic and individual. Whether and which measures can be applied depend on the individual situation. 

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What measures can be included in the IM?

For re-integration, various measures are possible, for example a reduction of working hours, technical working aids, adaptation of tasks, a step-by-step re-integration (“Hamburg Model”), or re-training. Each measure requires your consent.

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