cobra and infertility

cobrahelp · #1 Oct 5, 2009, 07:08 PM

My family and I are currently on my employer's health plan which pays for infertility. I may very well get laid off and we are trying to find out if we have to go on my husbands plan if I get laid off. We would prefer to do my cobra because it pays for 100% of infertility and my husbands plan only pays for a small percentage. We would love to stay on cobra till my husbands next open enrollment. Also, if i get a new job, do i have to take their coverage instaed of cobra? Anyhelp would be greatly appreciated.

LearningAsIGo · Oct 6, 2009, 08:05 AM

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We would love to stay on cobra till my husbands next open enrollment.

Cobra is very expensive so you might want to look into the up-front cost to you and compare it with your husbands. Cobra also has a time limit on how long you can use it. It is specifically meant for people who've lost their jobs and need temporary insurance.

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Also, if i get a new job, do i have to take their coverage instaed of cobra? Anyhelp would be greatly appreciated.

Since Cobra is meant as temporary coverage, its doubtful you can keep it if an employer offers you their coverage. If you qualify for your spouses insurance, you would have a choice between it or your own thru your employeer.

I found this on their website

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What is COBRA?

The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires most employers with group health plans to offer employees the opportunity to continue temporarily their group health care coverage under their employer's plan if their coverage otherwise would cease due to termination, layoff, or other change in employment status (referred to as "qualifying events").

How long must COBRA continuation coverage be available to a qualified beneficiary?

Up to 18 months for covered employees, as well as their spouses and their dependents, when workers otherwise would lose coverage because of a termination or reduction of hours.
Up to 29 months is available to employees who are determined to have been disabled at any time during the first 60 days of COBRA coverage and applies as well to the disabled employee's nondisabled qualified beneficiaries.
Up to 36 months for spouses and dependents facing a loss of employer-provided coverage due to an employee's death, a divorce or legal separation, or certain other "qualifying events".

jef1056 · Oct 6, 2009, 10:39 AM

I assume you are with a company with more that 20 employees.
You could probably stay with your plan while unemployed. Once you are eligible for your own coverage with a new job you are no longer eligible for COBRA.
You could COBRA just yourself and the rest of the family goes on to your spouses coverage.
In any of the options you would not be eligible for the ARRA subsidy of 65%.



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