SEP with New Job
- Thread starter kgmom219
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Something else to question...does the cost of COBRA exceed 9.5% of the house hold income?
Also, who had the job with the coverage?
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- #3
I assumed no, since her LTD app had $200K and we had to discuss the $10K max benefit. Good question, though.
COBRA is under husband's former employer
- 1,305
I assumed no, since her LTD app had $200K and we had to discuss the $10K max benefit. Good question, though.
COBRA is under husband's former employer
Ok, so why not go STM until OE then flip it to a MMP? Are they using the coverage with COBRA?
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- #5
I'm not that stressed about writing it. I can get it now or 11/1 when it expires.
She asked, healthcare.gov and my main carrier are giving conflicting answers, so I thought I would throw it out there and see if anyone had any insight. However, I appreciate the advice!
She asked, healthcare.gov and my main carrier are giving conflicting answers, so I thought I would throw it out there and see if anyone had any insight. However, I appreciate the advice!
Special enrollment periods.
Click the link for the full text of the law regarding and defining SEP's.
Moral of the story, no. Strictly speaking, availability of employer sponsored insurance is not an SEP (but, of course, they may enroll in employer coverage at any time and drop individual, so long as employer rules permit).
If the primary was to drop coverage and obtain an individual employer sponsored plan, the spouse/dependents would have a qualifying event under reason (1) "The qualified individual or his or her dependent loses minimum essential coverage:"
If the wife was a dependent, no SEP. If she was primary, there is an SEP ONLY IF she cancels the current plan and does not enroll the dependents/spouse into the employer plan.
Click the link for the full text of the law regarding and defining SEP's.
Moral of the story, no. Strictly speaking, availability of employer sponsored insurance is not an SEP (but, of course, they may enroll in employer coverage at any time and drop individual, so long as employer rules permit).
If the primary was to drop coverage and obtain an individual employer sponsored plan, the spouse/dependents would have a qualifying event under reason (1) "The qualified individual or his or her dependent loses minimum essential coverage:"
If the wife was a dependent, no SEP. If she was primary, there is an SEP ONLY IF she cancels the current plan and does not enroll the dependents/spouse into the employer plan.
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- #8
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- #10
Absolutely, positively NO exchange. I'm pretty sure they have a Tea Party sign in their yard.
But good to know!
