All,
I have a child beside a medical condition that is not covered lower than my current insurance plan because it comes from a self-insured, out-of-state employer. (Don't argue that fact - I've checked the regulation, and they don't have to pay).
However, employer-based group insurance issued by an in-state employer is required to cover this condition. So, I developed the following strategy and needed to know if it would work:
1) Wife gets opportunity with an in-state employer that offer group health to child. This shouldn't be THAT firm to find.
2) Wife keeps profession long enough to bring coverage (usually several months to a year).
3) Wife quits.
4) We buy COBRA for child for 12-18 months, afterwhich we should no longer need treatment.
5) If treatment looks resembling it will be needed longer, repeat steps 1-4.
If I read the law right, this works. In reality, it looks like I don't even hold to get COBRA for the wife - of late for the child. Is there a flaw contained by this plan (other than high COBRA premiums)?
Answers: I won't argue that certainty. If the employer is self-insured, that means, at hand ISN'T an outside medical policy in place, so they aren't SUBJECT to any insurance rules. You don't HAVE employer base group INSURANCE.
You'll have to buy cobra for the child and the wife. AND, usually near a pre-existing, unless the child has a current card of credible coverage, there will be an 18 month loaf before the child's pre-existing conditions are covered.
Worst valise - after wife's insurance kicks surrounded by, you still have to loaf 18 months before the pre-existings are covered.
It works. Wouldn't it be easier for your wife to merely keep the mission for 12-18 months- then she would be making money, and you wouldn't hold to pay soaring COBRA premiums?
It's legal, but completely wrong.
I have a child beside a medical condition that is not covered lower than my current insurance plan because it comes from a self-insured, out-of-state employer. (Don't argue that fact - I've checked the regulation, and they don't have to pay).
However, employer-based group insurance issued by an in-state employer is required to cover this condition. So, I developed the following strategy and needed to know if it would work:
1) Wife gets opportunity with an in-state employer that offer group health to child. This shouldn't be THAT firm to find.
2) Wife keeps profession long enough to bring coverage (usually several months to a year).
3) Wife quits.
4) We buy COBRA for child for 12-18 months, afterwhich we should no longer need treatment.
5) If treatment looks resembling it will be needed longer, repeat steps 1-4.
If I read the law right, this works. In reality, it looks like I don't even hold to get COBRA for the wife - of late for the child. Is there a flaw contained by this plan (other than high COBRA premiums)?
Answers: I won't argue that certainty. If the employer is self-insured, that means, at hand ISN'T an outside medical policy in place, so they aren't SUBJECT to any insurance rules. You don't HAVE employer base group INSURANCE.
You'll have to buy cobra for the child and the wife. AND, usually near a pre-existing, unless the child has a current card of credible coverage, there will be an 18 month loaf before the child's pre-existing conditions are covered.
Worst valise - after wife's insurance kicks surrounded by, you still have to loaf 18 months before the pre-existings are covered.
It works. Wouldn't it be easier for your wife to merely keep the mission for 12-18 months- then she would be making money, and you wouldn't hold to pay soaring COBRA premiums?
It's legal, but completely wrong.