http://www.hrbenefitsalert.com/a-legal-way-to-cut-cobra-burden/ Daily dose of benefits news and know-how Sat, 18 Jun 2011 21:36:33 +0000 hourly 1 http://wordpress.org/?v=abc http://www.hrbenefitsalert.com/a-legal-way-to-cut-cobra-burden/comment-page-1/#comment-520 jeanette stabile Thu, 28 Aug 2008 18:33:05 +0000 http://www.hrbenefitsalert.com/?p=179#comment-520 I had to resign from my job because lack of childcare. I had to resign from my job because lack of childcare.

]]> http://www.hrbenefitsalert.com/a-legal-way-to-cut-cobra-burden/comment-page-1/#comment-241 Rhonda Norton Thu, 10 Jul 2008 20:58:16 +0000 http://www.hrbenefitsalert.com/?p=179#comment-241 You need to be careful with this advice. Most Short term plans do not cover pregnancy. Many do not offer the employee the creditable coverage that is needed for GI plans they need to transisiton to if they become injured or ill. Temp plans all have an ending without extension. If my dependant became ill with Cancer and waived Cobra to go onto the temp plan then couldn't work to get group coverage I would hold the person who advised me to get the temp plan responsible. I have sold temp plans many times. I remind the client what they are giving up when they leave their Cobra. I still worry about their full understanding. In California our major risk program is broken. Applicants need to wait 4 months before they can get coverage. The HIPAA plans from the major carriers require that the person fulfill and exhaust their Cobra benefits. So please be careful with this advice. You need to be careful with this advice. Most Short term plans do not cover pregnancy. Many do not offer the employee the creditable coverage that is needed for GI plans they need to transisiton to if they become injured or ill. Temp plans all have an ending without extension. If my dependant became ill with Cancer and waived Cobra to go onto the temp plan then couldn’t work to get group coverage I would hold the person who advised me to get the temp plan responsible.
I have sold temp plans many times. I remind the client what they are giving up when they leave their Cobra. I still worry about their full understanding. In California our major risk program is broken. Applicants need to wait 4 months before they can get coverage. The HIPAA plans from the major carriers require that the person fulfill and exhaust their Cobra benefits.
So please be careful with this advice.

]]>