I don't qualify for employer-provided private disability insurance due to vigour issues. Is this legally recognized?
There are under 50 workers and the company provides a very expensive private disability policy on its force. There are approx. 6 workers who do not qualify due to their past medical history, counterbalance, etc. They do not provide any other short or long-term disability programs. Is this discriminatory or legal? Are they required to provide some benefit for those who don't qualify for the fancy policy?Answers: No, your company doesn't own to provide you an alternative benefit. Ideally, when a company offers a benefit and some of their force are denied coverage the company would make an hard work to find an insurance company that would coverage all the human resources.
I don't know enough give or take a few your company but maybe the existing policy be put in place until that time the company was immense enough to level for group long term disability (LTD) insurance. With group LTD the force don’t have to complete individual medical questionnaire and everyone is covered automatically is there anyone at the company that you could ask roughly speaking the situation? Does the company have an insurance broker who shops adjectives the employer-provided benefits each year? (The more expensive disability policies can other be kept on the executives even if a group LTD plan is implemented.)
With smaller quantity than 50 employees, the company isn't subject to oodles laws within place to protect employees but I would directory a complaint with the Department of Labor to see if anything can be done. For benefit purposes the organization classifies employees as highly-compensated and non-highly compensated (the take-home pay amount changes respectively year). If all six body who have be denied the disability insurance are classified as non-highly compensated, that may impact the tax status of the plan for the company. In other words, right presently they may have tax-preferred status on the disability premiums and they will lose that if an unreasonable percentage of highly-compensated employees benefit from the plan. Your complaint to the DOL is confidential. Go to www.dol.gov for more information.
I hope this works out for you.
It is discriminatory and it is legitimate. Keep in mind that contained by America the client is the insurance company. Existing solely to make the most money it can, it have no interest in helping folks who need help--such population cost the company money.
Welcome to "conservative" (corporatist, really) America!
Watch the thumbs down from the mindless neocon ideologues!
in America, this is legitimate.
the insurance company the employer has hired is not liable for costs due to existing conditions. [if any insurance company would be, it would be some prior one.] their path of preventing any question as to whether costs you might incur as theirs or not is to deny coverage.
you enjoy, of course, the right to find a available job elsewhere working for an employer whose insurance company doesn't have such arduous conditions. I suggest government or a position covered by a grouping contract as the likely possibilities if this is high-status to you.
of course, I'll draw from the thumb's down from all the mindless liberals who want to spend my money on their favorite programs. 8-)
Well, sure it's discriminatory - EVERYTHING roughly insurance is discriminatory, which is why YOU pay a lower rate for your coupé insurance than a 16 year old boy.
Employers are NOT required to provide any benefits at adjectives. If they have a group policy, depending on the state and size of the group, the insurance company CAN require a minimum robustness standard.
Yes, it's legal. If you're looking for coverage, conceivably you need to find a clean job near a much larger employer.
This is a high number of workers who enjoy been rejected. I'll bet your employer could do better beside a "guaranteed issue" Disability plan. These are common on employer remunerated disability plans (rather than employee rewarded or "voluntary" plans. Guaranteed plans are issued to all force regardless of medical condition.
It is possible that your company is either markedly small, or in an industry specifically difficult to insure, but my bet is that they can find better "guaranteed" coverage. There are a lot of DI companies, and abundant agents are not well versed on what is available.
Tell your employer to find a hot benefits specialist agent to shop out the coverage. It very ably may not end up costing more.
Fire Dept.?
I was wondering what career are offered through the Fire Dept. and what are there estimated per annum pay rate are:I know of the Fire Fighter and I judge the estimated pay rate per year is 40 to 50k
What other career can a person make a purchase of through the Fire Dept. and what is there estimated settle up rate.A link to this information would be nifty. Thank you.
Answers: You probably should have posted this contained by careers fairly than insurance.
Many, many parts of the country own a purely volunteer fire company. So, your best bet is to check with your local fire department.
You can be a fire participant, or a dispatcher. Most of the administrative duties are done by the municipality.
How much does it cost to replace a social security card?
Answers: its free but trust me its a b** to replace one
just the whole proccess is tough
I just got a new one...just went down to the social security office and showed them my i.d. and told them the # and got it in less than 2 weeks in the mail...it was free.