Comments on: The reason for 75% of benefits lawsuits http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/ Daily dose of benefits news and know-how Sat, 18 Jun 2011 21:36:33 +0000 hourly 1 http://wordpress.org/?v=abc By: A Concerned Mother.... http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/comment-page-1/#comment-2664 A Concerned Mother.... Fri, 13 Feb 2009 05:07:22 +0000 http://www.hrbenefitsalert.com/?p=585#comment-2664 Thanks for all the support, infor, etc. I called out congressman. They are looking into it. Seesm that the employer can change the rules in mid stream, but they do have to offer him cobra. Esp since the employer counted time he was off on FMLA when tallying his hours which took away his health insurance. It is just a matter of time. Thanks for all the support, infor, etc. I called out congressman. They are looking into it. Seesm that the employer can change the rules in mid stream, but they do have to offer him cobra. Esp since the employer counted time he was off on FMLA when tallying his hours which took away his health insurance. It is just a matter of time.

]]> By: Rachel http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/comment-page-1/#comment-2632 Rachel Thu, 12 Feb 2009 20:55:12 +0000 http://www.hrbenefitsalert.com/?p=585#comment-2632 Could your son sign up for Medicade disability or spend down? In the state of Indiana the number is 1-800-403-0864 be patient it is automated for most. needs patience Could your son sign up for Medicade disability or spend down?
In the state of Indiana the number is 1-800-403-0864
be patient it is automated for most. needs patience

]]> By: Maggie http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/comment-page-1/#comment-2191 Maggie Fri, 30 Jan 2009 22:47:59 +0000 http://www.hrbenefitsalert.com/?p=585#comment-2191 Insurance plans (at least in Wisconsin) can't go backwards with changes. You can announce it and go forward. You may even need to give notice in advance. I would call your state insurance office and find out if this is legal. Probably isn't. I disagree that he would not be eligible for COBRA. COBRA kicks in when you lose insurance due to your hours worked. I would also bring this up with the state insurance office. Good luck. Insurance plans (at least in Wisconsin) can’t go backwards with changes. You can announce it and go forward. You may even need to give notice in advance. I would call your state insurance office and find out if this is legal. Probably isn’t. I disagree that he would not be eligible for COBRA. COBRA kicks in when you lose insurance due to your hours worked. I would also bring this up with the state insurance office. Good luck.

]]> By: Hazel http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/comment-page-1/#comment-2180 Hazel Fri, 30 Jan 2009 16:14:51 +0000 http://www.hrbenefitsalert.com/?p=585#comment-2180 It is unfortunate that economic pressures are forcing companies to use extreme cost saving measures to stay in business. However, it has immediate and costly consiquences to their employees. Having said this, how can a company legally change an employee's status from full-time to part-time, knowing they will lose their benefits by having to work less hours, and not get into muddy waters for doing so? It is unfortunate that economic pressures are forcing companies to use extreme cost saving measures to stay in business. However, it has immediate and costly consiquences to their employees. Having said this, how can a company legally change an employee’s status from full-time to part-time, knowing they will lose their benefits by having to work less hours, and not get into muddy waters for doing so?

]]> By: generic http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/comment-page-1/#comment-2178 generic Fri, 30 Jan 2009 13:45:43 +0000 http://www.hrbenefitsalert.com/?p=585#comment-2178 Based on the limited information above, it appears he would not be eligible for COBRA. You can get more info on COBRA at link below. http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html Regarding his need for insurance coverage, you should inquire about possible conversion coverage from the former insurance. Often times this is an option. Based on the limited information above, it appears he would not be eligible for COBRA. You can get more info on COBRA at link below.

http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html

Regarding his need for insurance coverage, you should inquire about possible conversion coverage from the former insurance. Often times this is an option.

]]> By: A Concerned Mother with is also HR http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/comment-page-1/#comment-2164 A Concerned Mother with is also HR Thu, 29 Jan 2009 22:34:42 +0000 http://www.hrbenefitsalert.com/?p=585#comment-2164 I meant to say "Now he has NO health insurance but he still has the degenerative disc disease but cannot get treatment." I meant to say “Now he has NO health insurance but he still has the degenerative disc disease but cannot get treatment.”

]]> By: A Concerned Mother with is also HR http://www.hrbenefitsalert.com/the-root-cause-of-75-of-benefits-lawsuits/comment-page-1/#comment-2162 A Concerned Mother with is also HR Thu, 29 Jan 2009 22:33:19 +0000 http://www.hrbenefitsalert.com/?p=585#comment-2162 My 33 year old son works for Steak and Shake. He was there 3 years January 15, 2009. Late last year Steak and Shake changed their policy regarding health insurance. They used to allow health insurance coverage for an employee who worked 20 hours a week or more. Now they have upped the requirement to 32 hours a week. Worse yet, they went BACK a year and told my son that he would no longer have coverage after December 31, 2008. Last year my son has had lots of time off (doctor directed) due to degenerative disk disease. He was also off several weeks for surgery. Even though he was taking FMLA leave they counted that against him! AND the won't offer him cobra coverage. I maintain that since they changed the eligibility requirement, it, in effect created a reduction in hours which is a qualifying event for cobra coverage. Now he has health insurance and he still has degenrrative disck disease but cannot get treatment. My 33 year old son works for Steak and Shake. He was there 3 years January 15, 2009.
Late last year Steak and Shake changed their policy regarding health insurance. They used to allow health insurance coverage for an employee who worked 20 hours a week or more. Now they have upped the requirement to 32 hours a week. Worse yet, they went BACK a year and told my son that he would no longer have coverage after December 31, 2008.
Last year my son has had lots of time off (doctor directed) due to degenerative disk disease. He was also off several weeks for surgery. Even though he was taking FMLA leave they counted that against him! AND the won’t offer him cobra coverage.
I maintain that since they changed the eligibility requirement, it, in effect created a reduction in hours which is a qualifying event for cobra coverage.
Now he has health insurance and he still has degenrrative disck disease but cannot get treatment.

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