Operational Integration Management (OIM)
Since 2004, all employers have been legally required to provide Operational Integration Management (OIM) in the event of a defined number of sick days, whereby the implementation of the procedure is voluntary for the employees.
As part of integration management, a discussion must be held with the employee in question regarding any work-related factors that might have contributed to their illness, and what measures could be taken to prevent these in future. In addition, it should be determined what support is required for reintegration.
Please contact Alexandra Baumkötter, our member of staff responsible for integration management, for any additional information or questions you might have regarding a specific individual case.
Operational Integration Management is legally defined in § 84 Section 2, Book Nine of the Social Welfare Code. Under this law, all employers are obliged to actively care for the health of their employees by providing Operational Integration Management (OIM), and offering this to all employees who meet the requirements.
All employees who, regardless of calendar year, are unable to work due to illness for more than six weeks within a period of 12 months are entitled to Operational Integration Management. It is irrelevant whether the employee has been unable to work for a continuous period of six weeks or the employee has been absent for a number of periods which add up to a total of six weeks.
The OIM procedure aims to
- maintain the ability of employees to work on a long-term basis
- resolve the incapacity for work
- avoid disabilities and chronic illnesses
- make the workplace safe in the long-term
regardless of whether the incapacity for work was linked to workload or not.
The University has appointed an authorised OIM representative to be in charge of Operational Integration Management. Furthermore, an integration team has been set up, from which members may be appointed to take part in the integration interview if required.
Employees who meet the requirements will receive a letter from the authorised OIM representative, which will give them a short summary of OIM and invite them to an in-depth briefing. A decision to take part in integration management will only take place after this briefing.
Taking part in the Operational Integration Management Procedure is voluntary! Non-participation will not result in any consequences in terms of personnel law. Naturally, no one is obliged to disclose diagnoses or causes of their incapacity for work.
If the employee decides to participate in Operational Integration Management, an appointment will be made for the integration interview after resumption of work, or during the sick leave if the employee agrees. If it seems necessary, the authorised OIM representative may, with the employee’s consent, call a meeting of an integration team. During the interview, further steps will be arranged and possible measures discussed, and planned and implemented with the consent of those involved.
Data protection and documentation
Strict compliance with data protection laws is a basic prerequisite for Operational Integration Management.
During the implementation of OIM, all data collected about the employee are especially carefully stored by the authorised OIM representative. They may not be filed in the personnel file. The personnel file may only record whether OIM was offered and whether this offer was accepted or declined by the employee.
If personal data needs to be passed on, the prior written permission of the person concerned must be obtained. All conversations in the context of integration are confidential. All those involved in the process are bound by a duty of confidentiality.