I should know this, but I don't write many individual ACA plans. My wife is abruptly leaving an employer group plan at the end of the May. Since it is after the 15th of the month is the first available ACA compliant plan effective date July 1? We'd like a June 1 effective date so as to not have a coverage gap and potential tax penalty!
Special ACA Life Event Enrollment Rules
- Thread starter fostever
- Start date
- Staff
- #2
Do app at Marketplace.
Select box losing coverage in NEXT 60 days.
Losing 6/30/16.
You'll get an effective date of 7/1 all the way up to 6/30 app date.
You'll get your medical card within 3 months
- Thread starter
- #4
BCBS of IL from employer and had it with individual.
----------
I hate going on the marketplace website to change back since they ask for all this unnecessary crap like whether my wife who's been a citizen for 30 years is actually a citizen while doing it off the exchange is seamless! oh well
- Staff
- #5
then add her to your group...........
- Thread starter
- #6
We are all on her affordable employer plan this month and she decided to quit last week after the 15th and so we all are losing coverage 6/1/16
- Staff
- #7
Oh goodness....
1. If you want coverage 6/1, you can get it, assuming you are willing to jump through extra hoops at the FFM
2. The tax penalty requires more than 2 months, 29 days of consecutive non-coverage. AKA-1 month isn't going to trigger the penalty
3. Assuming the group is over 20 employees (I have no idea what state you are in and if State Continuation is available), you are COBRA eligible. You will have 60 days from the date of the COBRA notice (NOT termination date) to activate COBRA.
My two cents:
Ride the COBRA grace period out for June. Get your RX's filled prior to 5/31, if possible for a 90 day supply. Don't go to the doc in June. If something happens, activate COBRA for that person ONLY. Go 7/1 on an Indy plan. On or Off Ex. Just make sure you have documentation (COC) with the termination date.
1. If you want coverage 6/1, you can get it, assuming you are willing to jump through extra hoops at the FFM
2. The tax penalty requires more than 2 months, 29 days of consecutive non-coverage. AKA-1 month isn't going to trigger the penalty
3. Assuming the group is over 20 employees (I have no idea what state you are in and if State Continuation is available), you are COBRA eligible. You will have 60 days from the date of the COBRA notice (NOT termination date) to activate COBRA.
My two cents:
Ride the COBRA grace period out for June. Get your RX's filled prior to 5/31, if possible for a 90 day supply. Don't go to the doc in June. If something happens, activate COBRA for that person ONLY. Go 7/1 on an Indy plan. On or Off Ex. Just make sure you have documentation (COC) with the termination date.
Similar threads
