According to Section 81 Para. 2 Sentence 2 No. 2 SGB IX aF, a severely disabled applicant who was disadvantaged when hired because of his severe disability is entitled to appropriate compensation. § 81 para. 2 Sentence 2 No. 3 Sentence 1 SGB IX aF limits the claim to compensation to a maximum of three months’ earnings if the severely disabled applicant would not have been hired even if the selection had been free of discrimination 51. With judgment dated On September 12, 2006 (- 9 AZR 807/05 -) the Ninth Senate confirmed its case law, according to which the employer in accordance with Section 81 Para. 2 Sentence 2 No. 1 Sentence 3 SGB IX aF bears the burden of proof that there were objective reasons for the selection decision that were not related to the disability, provided that the severely disabled applicant credibly provides facts that suggest discrimination due to the disability. According to Section 81 Para. 1 Sentence 2 SGB IX, every employer is obliged to contact the Federal Employment Agency at an early stage before filling a vacant position. If the employer violates this obligation, this gives rise to the presumption of discrimination due to the disability. S. of § 81 paragraph. 2 Sentence 2 No. 1 Sentence 3 SGB IX aF. If a public sector employer then refutes this presumption by claiming that the severely disabled applicant does not meet the formal training requirements required in the requirements profile, he must explain and, if necessary, prove that the qualifications the applicant has completed are not equivalent. This follows from the right of access to public office in accordance with Article 33 paragraph. 2 GG. This right prevents the public sector employer from requiring a specific formal training qualification for reasons that do not objectively arise from the requirements of the job. Otherwise, access to public office would be restricted without this being justified on grounds of the applicant’s suitability, qualifications and professional performance. The appropriate amount of compensation is determined by the type and severity of the violation as well as the consequences for the severely disabled applicant. It may be important whether procedural deficiencies were caused intentionally or accidentally. According to Section 81 Para. 4 Sentence 1 No. 1 SGB IX, severely disabled employees have a right from their employer to employment in which they can utilize and further develop their skills and knowledge as fully as possible. The employer regularly fulfills the employment claim by assigning the employee the work agrThe employer regularly fulfills the employment claim by assigning the employee the work agreed in the employment contract.eed in the employment contract. If the employee is no longer able to perform the associated activities due to the nature or severity of his disability, he may be entitled to alternative employment. According to a ruling by the Ninth Senate June 13, 2006 (- 9 AZR 229/05 -) according to Section 81 Para. 4 Sentence 1 SGB IX, even during a continuous incapacity to work, require reintegration, which is supported by the social insurance providers. The prerequisite for eligibility is the presentation of a medical certificate, which, in addition to the certified incapacity to work, contains a reintegration plan about work that is permissible from a medical perspective. The medical certificate must also contain a prognosis as to whether and when full or partial work ability can be expected to be restored. Otherwise, the employer cannot decide whether it is unreasonable for him to employ the employee and therefore i. S. of § 41 para. 4 Sentence 3 SGB IX is entitled to refuse to participate in reintegration.