Can the robustness insurance company if truth be told deny coverage for our newborn?
My wife has been covered by her employer's condition plan through Blue Cross Blue Shield of Tennessee. She recently gave birth to our son on April 22nd. She technically quit her charge on April 16th.
Human resources told us that she would be covered until the end of April, after which we planned on using COBRA. Human resources told us all we have to do was notify them ASAP after the baby's birth to get him on the plan.
So we did exactly as they told us, but today human resources department newly told us they can't put our son on her plan because she is listed as having quit, even though her insurance will verbs until the end of the month. They said they would call the insurance company, but they made it give the impression of being like he most likely wouldn't be allowed on the plan.
Can this be true? She is covered until the winding up of the month and then we're going to pay for continuing coverage through COBRA. How could they not tolerate my child on the plan?!?!
Any experts out there that can offer suggestion?
It is entirely possible that the Human Resources department is no longer able to handle the issue between you and the insurance haulier, however your baby can ABSOLUTELY be covered under your wife's insurance plan. Or yours, for that business, at your preference.
You may need to achieve the form from Human Resources (or Blue Cross Blue Shield) and send it in directly, but within is no cause for concern other than a stoppage. Get that form in, and put your concerns to rest.
Answers: Any child born to or placed for adoption with a covered employee during the time of year of COBRA coverage is considered a qualified beneficiary. In this case there may be some confusion by the HR department because it also states: "A qualified beneficiary mostly is an individual covered by a group health plan on the day until that time a qualifying event (termination of employment) who is either an member of staff, the employee's spouse, or an employee's dependent child."
Here is the link to the government website: http://www.dol.gov/ebsa/faqs/faq_consume...
You should look into getting a private policy unless your wife or the newborn is uninsurable. The premium for a private policy can be much less expensive. Visit a local independent agent that works with adjectives the major plans in your nouns. There is no extra charge using an agent.
why did she quit? she would've be able to take a go for childbirth which would have made her an employee still and eligible for the insurance coverage...I don't know but while my daughter be out on maternity leave her company be bought by another company which ended her insurance, it was after the hospitalization thank virtue, but really messed her up as far as her follow up visits. she then applied for state coverage for the child ie blue cross all kids, they go by your income and own a pretty high limit, you might want to check that out, it's greatly cheaper, but will still take some time to get it adjectives done...good luck
Well, part of it is true. She have to sign up for Cobra, and then call the Cobra administrator to put in the child.
The employer can't add the baby on.