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Permalink Reply by cheryl cliff on September 25, 2010 at 12:49pm

Can't blame your suspicions for this one...sure doesn't sound right. I wonder if the Ins Co recently increased the employer portion of the policy. A one man "group policy" is very expensive for employers, there is no financial incentive for the employer to be candid with you. Follow the money.

Cheri Gunvalson said:

I'd contact the Insurance commissioners office for your state and ask them how to proceed, if you can settle this without a lawyer it will be better for all.

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Permalink Reply by Cheri Gunvalson on September 25, 2010 at 8:44pm

I still think that before they can cancel your policy you legally have to be informed in writing of the COBRA option.

Karen Barnett said:

You hit on every reason that I am so suspicious about what I was told happened (a survey & waiver getting turned in 5 days late).

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Permalink Reply by Keith Van Houten on September 26, 2010 at 6:48pm

This had me wondering, so I looked it up. I don't think you're entitled to COBRA for a circumstance like this. Even if you were, you'd be paying the full cost (what you were paying, plus what the employer was paying). For a family with a pre-existing condition like this, I'm guessing it would be crazy expensive. Probably more than you'll pay in additional copays and deductibles on the plan through your (Karen's) employer.


Qualifying Events - Qualifying events are certain events that would cause an individual to lose health coverage. The type of qualifying event will determine who the qualified beneficiaries are and the amount of time that a plan must offer the health coverage to them under COBRA. A plan, at its discretion, may provide longer periods of continuation coverage.

Qualifying Events for Employees:
Voluntary or involuntary termination of employment for reasons other than gross misconduct
Reduction in the number of hours of employment

Qualifying Events for Spouses:
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee

Qualifying Events for Dependent Children:
Loss of dependent child status under the plan rules
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee

link to more information on COBRA

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Permalink Reply by Cheri Gunvalson on September 26, 2010 at 8:51pm

I still think she will qualify as I am dropping below 50% faculaty status per my choice next semester and so since the College won't cover our health insurance I can go on COBRA for the family, it is $800/month for our family of 5.and then get back on in Sept when I will be at the proper %. They can only raise the rates once a year. It is worth a try. Cheri

Keith Van Houten said:

This had me wondering, so I looked it up. I don't think you're entitled to COBRA for a circumstance like this. Even if you were, you'd be paying the full cost (what you were paying, plus what the employer was paying). For a family with a pre-existing condition like this, I'm guessing it would be crazy expensive. Probably more than you'll pay in additional copays and deductibles on the plan through your (Karen's) employer.


Qualifying Events - Qualifying events are certain events that would cause an individual to lose health coverage. The type of qualifying event will determine who the qualified beneficiaries are and the amount of time that a plan must offer the health coverage to them under COBRA. A plan, at its discretion, may provide longer periods of continuation coverage.

Qualifying Events for Employees:
Voluntary or involuntary termination of employment for reasons other than gross misconduct
Reduction in the number of hours of employment

Qualifying Events for Spouses:
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee

Qualifying Events for Dependent Children:
Loss of dependent child status under the plan rules
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee

link to more information on COBRA

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Permalink Reply by Keith Van Houten on September 27, 2010 at 8:25pm

Cheri - yours is a qualifying event. "Reduction in number of hours worked" from the list above.

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