Successfully managing reintegration – how to do it personal knowledge

Successful reintegration of employees – this is how it worksThe reintegration of employees who have been absent for a longer period of time due to illness or for other reasons presents a certain hurdle for many companies. Because it is often not so easy to keep track of all the things that need to be considered in such cases. However, it is all the more important for HR managers to get an overview and decide individually what needs to be done in a specific case – because this ultimately determines the success of the reintegration measures in the company. To ensure that the professional reintegration of your employees is a success for all involved, you should therefore have some information ready, which this article will provide you with.

What is the "Hamburg model" for reintegration?

Returning to work after illness, maternity leave or other career-related time off can often be more difficult than expected. After a long absence from the company, employees may find it difficult to reintegrate into the company's old work processes. As a rule, it can be very helpful to have a short stepwise how to proceed.

This gradual reintegration of employees into the work routine is called "Hamburg model. It is a measure that is counted as part of medical rehabilitation and is usually based on a so-called "Step Plan." goes hand in hand. In this, the targeted approach is coordinated individually with the employee and recorded in writing. The goal of this measure is to gradually increase the employee's potential workload until full Ability to work restored is.

There is no question that various rules and procedures must be observed to ensure that the measure actually leads to the desired success. In the following paragraph you can read what such a step-by-step plan looks like and what is important in it.

How does the "Hamburg model" for reintegration work??

According to the "Hamburg Model", the professional reintegration of employees is subject to detailed laws and rules. To ensure that the return to work goes smoothly, an individual phased plan can specify which individual steps to be carried out in the course of reintegration.

What to keep in mind when implementing this phased plan is that both the employer and the employee of phased reintegration agree must be. Thus, the phased plan is put in writing. Both parties must sign it. This plan specifies various measures that can be taken to gradual resumption of work contribute.

The step plan records the continuous, incremental increase in work hours and workload to help restore the employee's ability to work.

By regular medical examinations the implementation of the step-by-step plan is accompanied. It is important that the plan is in line with the individual state of health is adapted to the individual employee. It is therefore also possible to shorten, extend, adjust the content of, or terminate the program prematurely on an individual basis.

What is regulated in the step plan?

As a rule, the following contents are included in the step-by-step plan:

– Determination of Start and End of the measure Individual details across the various stages – The granting of a Right of withdrawal before the agreed end date, listing the reasons for the termination – The agreement that the provisions of the Employment contract rest during the period of gradual reintegration – information about the amount of the pay

As soon as the employee is fully able to return to work, the provisions for gradual reintegration end. In a early termination the employee's incapacity for work remains unaffected and further medical and occupational rehabilitation measures must be initiated.

What to consider when reintegrating employees?

The gradual reintegration into working life has the advantage that the individual focus on the respective employee stand. 1. Have the individual disease. Keeping an eye on the employee's state of health. Have the individual illness. Keeping an eye on the employee's state of health. By the Cooperation withtreating physicians you can specifically create an individual step-by-step plan. also take into account aspects of work physiology and psychology. 2. Give the employee the space to discuss his or her own professional resilience to get to know. The employee must first be aware of his or her own work capacity in order to regain self-confidence. Employees often overestimate themselves at the beginning, which in turn is detrimental to their health. 3. Be responsive to the needs of your employees. It is often the case that the Fear of a professional overload or a relapse of illness additional worries and problems. Accompany the employee. Provide him with a contact person. 4. Keep in mind that the employee's participation in vocational, gradual reintegration voluntarily is. If the employee does not wish to accept the offer, he has the right to do so – without any negative (including financial) consequences for him.

In general, it is important to listen to the person concerned. Support your employee instead of making indirect accusations.

How are employees financially secured during reintegration? The financial security of employees during incapacity for work. The reintegration in the workplace is usually a significant factor for the employee. Usually, the employee undergoing gradual reintegration does not receive the regular contractually agreed pay, but corresponding Replacement benefits. This may involve, for example, wage replacement benefits such as sick pay, transitional pay or injury pay.

Depending on the background of the rehabilitation, different carriers may pay for this. For example, the following may be considered Health or pension insurance or also the Employer's Liability Insurance Association.

Another option is for the employer and employee to reach a separate agreement for the duration of the reintegration, which regulates the employee's remuneration individually. However, this benefit from the employer is voluntary.

A significant aspect with regard to the financial basics in the course of reintegration is that the Refusal of the reintegration offer from the employee side has no influence on the financial payments. This means that the company must continue to pay sick pay or transitional pay until the employee recovers even if the employee refuses gradual reintegration.

How is the reintegration of civil servants carried out??

The Hamburg model differs considerably in its application to civil servants from that to salaried employees – however, it should be noted here whether state or federal civil servants are involved. As a rule, the following applies, although this may vary in individual cases:

Unlike normal employees, civil servants are considered to be inactive during the period of professional reintegration basically as fit for service. Civil servants therefore require exclusive permission from their supervisor to be absent from duty. Based on the recommendation of the attending physician, the supervisor may allow it.

If a supervisor has approved the absence, the consequence is that the Continued payment of salary remains unaffected. Leave is also possible in principle during the Hamburg model, but there is no legal entitlement to the implementation of this model. It is therefore important for the attending physician to provide an assessment of which activities the officer can perform and which should be avoided. This must be recorded separately in a medical certificate.

The duration of reintegration is based on the health of the employee concerned and on medical and company guidelines. As a rule, gradual reintegration lasts between six weeks and six months.

In the event of illness or. in the event of an injury, the employer is obliged to continue paying wages for a maximum of six weeks according to the Continued Payment of Wages Act (EntgFG). According to this, the employee will receive sick pay or. Injury benefit from the health insurance fund or. transitional allowance from the statutory pension insurance. Full salary payment is resumed by the employer as soon as the reintegration is completed and work can be fully resumed by the employee.

Gradual reintegration is subject to several conditions. From a legal point of view, the employer is not obliged to reintegrate the employee in stages. This requires the mutual agreement of both employers and employees. Employee necessary – this is also the basic requirement. In addition, a 6-week incapacity for work in the past 12 months must be able to be proven, a statutory health insurance and medically confirmed resilience must be present. Also important to note: Only if the employee continues to be considered unable to work during this time will sick or. Injury benefit paid by the health insurance fund.

Johanna Wirsing studied German, political science and sociology. Since 2016, she has been working as a freelance copywriter for digital content. Due to her own growing team, she has a close practical relationship to personnel-specific ies. Marketing and branding topics related to HR find their special interest. Free e-mail update: "Personnel. Arbeitsrecht aktuell" (Current employment law).

In addition, you will receive free e-mail updates on the latest personnel and labor law ies. Herausg.: VNR Verlag fur die Deutsche Wirtschaft AG. You can opt out at any time. Privacy notice

You have questions? Call us at 0228 / 95 50 160

* Of course, you can also request the e-book independently of a newsletter subscription. Please send us a short e-mail with a link to this page.

Like this post? Please share to your friends:
Leave a Reply

;-) :| :x :twisted: :smile: :shock: :sad: :roll: :razz: :oops: :o :mrgreen: :lol: :idea: :grin: :evil: :cry: :cool: :arrow: :???: :?: :!: