The employer is a care institution of a church sponsor. The church sponsor has a representation of interests (disability representatives) and has introduced Disability Management.
The 42-year-old geriatric nurse is severely disabled with a degree of disability (GdB
) of 90 and has been working for the employer for six years.
The geriatric nurse works on a station in alternating shift with another colleague. In the morning, 10 people are to be cared for, in the afternoon 25. There are usually people in need of care, who are lying in bed. The geriatric nurse is very popular with them, because he does his work very lovingly and with much patience.
The geriatric nurse is hard of hearing and wears a hearing aid. He hears very badly, his language is washed out. If he is addressed from behind, he understands nothing. The persons and colleagues to be treated have learned to look at him while talking, so that he can read from the mouth.
Then a longer sick leave occurs. The geriatric nurse is invited to a disability management interview, which he agrees to.
Disability Management conversation
The inclusion officer of the employer, the employee representatives and the representatives of the severely handicapped take part in the conversation.
After a friendly welcome, the geriatric nurse is informed about Disability Management. Meaning and purpose and data protection are explained. The question is asked if the illness is related to the work. The geriatric nurse says no.
He hopes he soon overcame the disease. The doctor says that in three to four weeks you could talk about a reintegration. This actually takes too long for the geriatric nurse, but he does not want to risk anything by starting too early. The Disability Management team agrees. An early start often aggravates the disease situation.
In the course of the conversation his deafness comes up. The AG
representative thinks he can remember that at the beginning of the activity of the geriatric nurse in the company whose hearing had been better. The geriatric nurse can not answer that, but reports how exhausting it is for him to do the work. He is constantly tense because he is afraid that he will not hear the residents when they call and therefore he can not provide any help. Even if the residents talk to him, he gets almost nothing, so that he always puts together what they might have said. This often leads to misunderstandings between him and the residents.
The geriatric nurse reports that he has not been to an ear doctor for many years. He believes he can not change his situation.
He is given respect, as he always friendly in his situation and the residents made his work.
Would not he like to go to an ear doctor again to have his hearing rechecked? He wants to do that during his sick leave. A new appointment will be arranged if the geriatric nurse knows when to start his reintegration.
Disability Management Follow-up Talk
For conversation, a completely changed geriatric nurse appears. The tension is gone, he seems free and happy. His language is articulated, you can understand him well. He assures the Disability Management team that he is so grateful that the Disability Management meeting made a suggestion to see a specialist again. Had he known what such a hearing aid can do, he would have done so much sooner. Now he can hear things he did not know how to sound.
Wishes and ideas
The geriatric nurse would like to work again. At the same time, he does not want to start working too soon after his illness, so as not to jeopardize his recovery.
It is jointly agreed that he will do morning duty during his eight-week reintegration. During this time, he is present in addition to the sick leave, which has been set after his six-week salary payment. It can remain during the reintegration because the geriatric nurse continues to receive sickness benefit during the placement period.
Implementation of the measure
The geriatric nurse makes an eight-week reintegration. He works four hours for the first four weeks and six hours a day for the last four weeks.
The geriatric nurse applies with the cost estimate of the hearing care professional to the pension provider digital hearing aids. After three weeks, the geriatric nurse receives a message from the pensioner that he has forwarded the application to the health insurance company. The pensioner only covers the costs for the hearing aids if this is necessary for the work, otherwise the health insurance company.
The health insurance informs the geriatric nurse that a new supply is medically justified, but the assumption of the costs for the devices from the estimate is not possible because of many manufacturers multi-channel digital devices with noise reduction and multi-microphone technology are available, which can be delivered at a fixed amount. There are two manufacturers named by the health insurance, in which hearing aids are available without additional payment. The geriatric nurse is very unsettled and therefore contacted the disability representatives. The geriatric nurse believes he has to bear the high balance that exceeds the fixed amount. He could not do that.
The hearing care professional had not informed the geriatric nurse that there are also no-charge devices. The medical device named by the health insurance has the hearing aid acoustician not in stock, but orders them. The geriatric nurse returns the devices initially provided and tries the ones recommended by the health insurance fund. With the payment-free hearing aids, the geriatric nurse can determine no difference in quality
Through interested questions on the person and factual information in the Disability Management interview, the person concerned has recognized the necessity of acting. Not only hearing and speech have improved significantly with the new hearing aids. The person concerned has also regained self-confidence. A capable employee was able to regain full participation in working life.
- Law: § 33 SGB
- Judgment: assumption of the full cost of a digital hearing aid - fixed amount of the statutory health insurance file number B 3 KR 20/08
This is a practical example from the book: Disability Management - reintegration in small and medium-sized businesses of Edeltrud Habib - published by the Bund-Verlag.