Can an employer force an employee to drop group health insurance coverage because the employee is eligible for coverage through his spouse's plan?
No. The employer cannot force you not to take the coverage. However, if you don't want you may have to sign a waiver.
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no, no employer can force you to sign up for medical benefits. If you are covered by a spouse, for example, there may be no need for you to sign up for your company's insurance program. It may be required for you to sign a waiver stating you are refusing the insurance offered by your employer. This …is usually accompanied by a statement stating that you are fully insurable within your first 30 days of employment. If you choose to participate in the insurance program after your inital 30 day employment period, you may be subject to a physical and / or other medical tests. Actually the previous answer that somebody gave is incorrect. If the employer is paying 100% of the premium cost they not only can force you to be on the plan, but they must. Under federal law they would be discriminating against you if they did not. You cannot waive off the policy. However, if you are paying ANY portion of the premium, you have the right to waive off the policy. Actually, it's worse. Both of the previous answers are wrong, according to the Department of Labor. Their representative states that there is no law that bars a company from making its employees accept the health coverage options it offers-- even if the employer pays none of the premium. I repeatedly ask for a law that speaks to this question, and they repeatedly said there is no law. They related it to practices like companies requiring that employees have (and pay for) uniforms. They can make this a requirement of employment. So Yes, an employer can force its employees to accept the health coverage and pay out of pocket. They may offer waivers, but they are not required to by law. (MORE)
Is it legal to have your own health insurance through your employer as well as being on your spouse's employer's health insurance plan?
Yes, but check into them carefully first. Both me & my husband both have insurance coverage on us and our kids. I did not realize it but it is hurting us more than helping us at the moment. My insurance is not as good as my husbands and my birthdate falls earlier in the year. My husbands insuran…ce has a "do duplication of benefits clause in it" which means when they figure up what they pay they figure out their normal amount they would pay subtract off what my primary insurance paid and then pay the difference which is little to nothing. What is really hurting us is that they have larger discounts than my primary and so when they would have paid all of it had they been primary but pay nothing since they are secondary we are stuck to foot the bill (last one was $483.00). Unfortunately I cannot drop my insurance and my husband cannot drop his because of clauses that state that if your spouse has insurance available to them from their employer that they much take it. However, I am going to drop mine to a basic single plan (the smallest I can get) and let my kids just be covered under my husbands which will save us money in the end ( I hope unless there is something else I don't know about), Unfortunately I cannot do this until next January (I just found out about the discounts thing) when my company allows changes to insurance plans. \n\n Answer \n\nYes. One is primary, one is secondary. Primary is usually whose birthday comes first in the year.\n\n\n Answer \n\nThe birthday rule only applies when there are dependants involved. The primary insurance is always the insurance for the company you work for. If your spouse has his/her own coverage, there health insurance from their company will be their primary and yours will be the secondary. (MORE)
Can an employer in OH legally deny coverage for a spouse if the spouse's employer offers health insurance?
Generally insurance coverage should be offered to an employeesspouse. It does not matter if they are offered coverage from theiremployer whereas it provides an additional option in case 1 plan ismore affordable than the other.
Is an employer responsible for continuing health insurance coverage if an employee is out on workers compensation claim?
I don't know anything in the Code that requires it. The EmployER application for Group Medical Coverage asks if an Employer would like to allow an employee to keep coverage for up to 6 months. What if the Employer is only paying a portion of the premium? The Employee would still have to pay his port…ion. For a copy of the Blue Cross employer application Question # 10 http://www.quotit.net/eproIFP/webpages/applications/applications_group.asp?license_no=0596610 There is always COBRA (MORE)
How do you maintain health insurance coverage for your wife and son after you turn 65 and are eligible for Medicare?
Where you covered under an Employer Group or Individual Plan? If Employer Group - they would be eligible for COBRA - If Individual - then just tell the Insurance Company to take you off.
Can you drop out of your work insurance plan at any time if your spouse's new job offers you better coverage?
Check and make sure that your spouse's employer does not require you to keep your insurance first. My employer requires that if your spouse has insurance available through their work they must get it or they will drop them from their policy. Yes. The problems come not when you drop a plan, but when …you want to sign up for a plan and it's not open enrollment or you're a new hire. For more info see http://www.steveshorr.com/bc.group.htm and scroll down to "deleting employees from a plan" My ex wife has custody of our two children. She just put insurance on them from her work a few weeks ago. I just graduated college and put them on my insurance at work. Her insurance says that she can't drop the dependant children with out an "event" happening. They said I would have to go to court and have the court order me to pay support, then they would drop her coverage. I belive you can drop anytime. Does anyone know if I am right or not? ANSWER If the employer takes the premiums for the insurance in pre-tax dollars by using a 125 Flex Premium Only Plan, the IRS can penalize the employer for allowing employees to drop the insurance plan without an IRS qualified "event." An event is defined as a birth, a death, a marriage, a divorce, an adoption, a change of employment, a court order, a move of over 50 miles. (MORE)
Can an employer force you to keep insurance on dependent children if your ex has insurance on them but the insurance won't drop coverage unless there is a court order for the ex to cover them?
Answer . Your employer can not legally force you to insure anyone unless the employer is in possession of a court order that requires the employer to keep this coverage in place.. Answer . In going thru this issue before the HR department said that:. There needs to be a "qualifying event" ht…tp://www.dmhc.ca.gov/library/faq/coverage/cal-cobra.asp#small to be able to drop coverage.. However, qualifying event refers to GETTING or enrolling for coverage, NOT taking coverage off.. The Blue Cross Manual says "Employees may be deleted from the plan due to termination of employment, ineligibility for coverage under the plan or when the employee does not wish to continue coverage regardless of his/her employment status and/or eligibility.". Ask the Employer or Insurance Company to cite the law or their manual. It appears they are confused between getting coverage midyear and taking coverage off.. CA Insurance Code 10700 et etc. applies to GETTING coverage - not taking it off at the employees request http://www.leginfo.ca.gov/cgi-bin/displaycode?section=ins&group=10001-11000&file=10700-10701. Answer . For more information see www.SteveShorr.com/ic.10700.htm (MORE)
Can a new employment health insurance plan give less coverage than the previous one for a preexisting condition?
Answer . The new plan must give you credit for your time on the prior plan.
In Pennsylvania can an employer legally ask an employee for proof of marriage or divorce before adding or deleting insurance coverage for a dependent?
Answer . \nYes, it is more likely it is the insurance provider's requirement rather than the employer.
How can you protect your Health Insurance coverage if you become seriously ill and are unable to work for the small employer who provides the plan?
Federal and California COBRA basically provides that if you are no longer covered under a group health plan, you can keep the coverage for 18 (Federal) or 36 months (California) at 2 to 10% more than the employer was paying for you. This may or may not be less expensive than getting your own plan. S…hop and compare the figures, you might save a lot of money. With your own coverage you have the option of taking a higher deductible, HSA or not taking maternity dental, life or vision to save $$$. When you lose coverage under a group plan, your Employer should automatically send you all the information about COBRA continuation coverage. If you have problems, we can lead you in the right direction. It's basically though something that you arrange directly through your Former Employer's HR Department or Insurance Company. When you're COBRA expires, we can help you with continuation coverage under HIPAA or other options. (MORE)
If you lose your job and primary health insurance but are also covered through your spouse's group plan are you still eligible for COBRA?
That would depend on if your spouse's coverage is group or individual coverage. If it is group coverage offered by your spouse's employer then NO. Cobra regulations specifically say that you are not eligible if you have other employer sponsored group coverage with one exception. That is if the other… coverage includes any pre-exisitng conditions clause that would deny you coverage for that illness/injury. If you have no pre-existing conditions or the pre-ex caluse does not relate to you (ie. pregnancy is a pre-ex but you are not pregnant) then you are not eligible. If the spouse's coverage is individual coverage and not group you are still eligible for Cobra. (MORE)
Does an employer have to reinstate group coverage through COBRA before the initial premium is received from the employee?
Answer . I believe the answer to that is no, although once the payment is made, there is an exta amount that can be paid to cover the time in between the termination of employment, and the beginnign of COBRA coverage.
Answer . Yes and no, depends on the circumstances. Are they similar situated individuals? Does the employer care about the premiums being tax deductible?
Yes, an employer can require different waiting periods. Differentlevels of jobs may have different benefits which would requirevarious waiting periods.
No, an employer cannot harass their employees into droppingcoverage. It is not the employers business to get involved in thepersonal insurance details of their employees.
My employer is telling me that I can not have the health insurance they offer because my wife has coverage at her job is this legal?
Answer . They can refuse to cover her if she has coverage available where she works but I think they have to cover you. At least that is the way it is where I work. I also have the option of covering her on anything she isn't offered where she works, such as vision or dental programs.
It is exactly what it says. The EMPLOYER provides health insuance coverage if you desire to avail yourself of it. The employer MAY cover all of the cost, some of the cost or none of the cost. But, because you are part of a group insurance plan, the cost will generally be less than finding a policy o…n your own. (MORE)
It depends on why the ins. co. denied the claim. Usually a simple call to the insurance company by the insured person is enough to get the insurance co to at least review the claim again. If the policy is part of a group plan through an employer, you might want your human resources department …to make the inquiry. Often, insurance companies will deny a perfectly legitimate claim, because they know a percentage of patients will simply give up and walk away. They save lots of money this way. The key is to be persistent. If there is any validity to the claim, they will eventually pay the claim just to make it (and you) go away. If you suspect the insurance co. is not acting in good faith, let them know you are going to contact your state's insurance commissioner regarding the matter. You may also want to threaten to take legal action (sue) if they do not reverse their decision. If they claim the procedures were not necessary, tell them you intend to sue the doctor, and you will compel the insurance co. to testify on your behalf. I've actually used this technique and it was very effective. They reversed themselves immediately on a $2000 claim. You can also threaten to go public with your claim, use the local news media to publicize your plight. (MORE)
What is the federal law requiring employers to permit employees to continue their group health insurance coverage after termination?
The Consolidated Omnibus Budget Reconciliation Act or COBRA is what you are referencing. It allows you to keep your group coverage for a specific period of time provided you pay the premiums. One very important point here that most people do not know. If you have a family that was covered on the gr…oup plan each is eligible independently, you do not have to enroll he whole group. Lilkewise you do not have o enroll the employee but can still enroll the dependents. Say you have a dependent with ongoing medical needs but you are in good health and are willing to run the risk of going without coverage (NOT something I recommend). You can enroll that dependent only and drop coverage for yourself. Also you have 60 days to enroll so take that time to look around for other options. (MORE)
Answer . Under most circumstances you can drop coverage at open enrollment. You can check with your benefits administrator to see if there are any qualifying events that may allow you to drop earlier. Also, in some circumstances you can not drop coverage even if you want to. Here in CA if the emp…loyer's health insurance contract calls for the employer to pay 100% of the employees premium the employee can not decline coverage. Very often you will see a contract written at 99% even though the employer actually pays all of it just for that reason. (MORE)
What is the bnefit of having health insurance coverage with my employer if my husbands insurance covers me?
To see if there is any benefit, you will need to compare the policy. There may be network issue such as having particular doctors. Also, deductible differs. Prescription drugs coverage also are different. The best thing to do is to sit down with your insurance agent and compare it. Even if he/she do…esn't benefit from such commission, that should be one of the service they provide to you. (MORE)
Who is legally responsible for carrying professional liability insurance coverage the employer or employee?
Neither, This is generally addressed in the terms of your employment. Sometimes the company will provide the coverage while other times The employee will. However, Most often, when working in the employ of another the employer will carry the necessary coverage.
Can an employer force an employee to take the health insurance they are offered if already covered under their spouse's insurance?
No, you can opt-out of your employer's group insurance and use your own. Agent http://www.anyhealthinsurance.com
Can you drop your health insurance coverage at anytime from your employer? Read more: http://wiki.answers.com/Q/Can_you_drop_your_health_insurance_coverage_at_anytime_from_your_employer#ixzz1d7yLrC9k .
If you have insurance under hippaa and drop that insurance because your employer starts offering health insurance will you still qualify for hippaa coverage if you get laid off?
HIPAA is not insurance. HIPAA is the Heath Information Portability and Accountability Act passed by congress to protect persons Personal health Information (PHI).There is a clause in HIPAA that states you will receive a certificate of credible coverage for the months you had coverage to waive any pr…e-existing wait period a new policy may have.Other than that HIPAA only applies to the handling of PHI by insurance companies and third party entities whom work with insurance companies.If you are laid off of your job your employer MUST offer you continuation of the EXACT SAME coverage you had as an employee when you were actively employed. This was also an act passed by congress called COBRA (Consolidated Omnibus Reconciliation Act). The catch is that while you worked there you may have been paying.. say $40 a month for your insurance and your employer was paying the rest. Once you agree to continue your policy under COBRA .. YOU will be paying the ENTIRE premium. So if the premium was $200 when you worked then.. and you were paying $40 a month.. now youll b paying the entire $200. COBRA is only effective for 24 months after you term employment. You also have a limited amount of time to accept the COBRA offer.I hope this helps:)Evan (MORE)
It depends ... most companies require employees to be full-time to be eligible for health insurance. Check with your HR department.
You have employer provided health insurance but want to put your child on another health insurance plan. Do not want to buy family coverage through employer insurance provider. Can you do that?
Sure. You are not "required" (at least not yet) to cover either yourself OR your dependents on your employer's plan at work. In fact, you can often get a more cost effective plan (i.e., cheaper or more "appropriate" for your actual needs) by going with an individual health plan for your dependents (…especially if you only have 1 or 2 kids to cover). Individual health plans, unlike most group/employer plans, are usually less costly because they don't have to insure everyone who applies for coverage. Therefore, under the right circumstances and assuming they don't have any "significant" health conditions, you should be able to save money. Here's a few tips: 1- Stay with "brand name" insurance companies, like Blue Cross, Aetna, Humana, etc. There are a lot of plans around that look good & cost less, but remember - you get what you pay for. You don't want to be "stuck holding the bag" because you tried to save a little money. 2- Consider a plan with a higher deductible ($2,500 - $5,000); you'll really lower the monthly cost (which is a "fixed" expense you have to pay) but still get the 2 benefits you'll use the most: doctor and drug copays (for example, $35/doctor visit and $15/generic Rx). 3- Find a local broker to help you. Go to http://nahu.org/consumers/findagent.cfm ; this is the professional association for agent who, like me, specialize in health insurance. 4- If you like, run some quote online yourself at sites like http://www.acforrest.com or http://www.norvax.com. This will give you an idea about what's available at what cost. Hope this helps a bit! (MORE)
Section 125 plans have an irrevocability rule which states that once an election has been made under a section 125 plan it cannot be revoked during the course of the plan year except for certain allowable events.. 1. Changes in status such as: â¢ a change in legal marital status â¢ a chang…e in the number of dependents â¢ a change in employment status of employee, spouse, or dependent(s) affecting benefit eligibility under a cafeteria plan â¢ a change causing the loss of eligibility for a dependent â¢ a change in the employee's, spouse's, or dependent's place of residence 2. Leaves of absence (all types, including FMLA and non-FMLA leaves) â¢ Important Note: Employees taking a leave under the Family and Medical Leave Act (FMLA) have the right to maintain their health coverage throughout that leave. This can be paid for in one of three ways: 1) the premiums are paid on a pre-tax basis before the leave (this cannot be the only option made available), 2) the premiums are paid on a pre-tax basis after the leave, or 3) the premiums are paid on an after-tax basis during the leave. 3. Significant change in cost of insurance benefits 4. Significant change in coverage provided or benefits offered, such as: â¢ curtailment of insurance coverage â¢ addition or significant improvement in benefits offered under the POP plan â¢ loss of group health coverage offered through a government or educational institution â¢ change in election under another employer's plan (this resolves the possible "election lock" problem faced by spouses whose employers have different plan years) 5. Entitlement (or loss of entitlement) to Medicare or Medicaid 6. Certain domestic relations judgments, judicial decrees, or orders mandating coverage (e.g., an order requiring that a divorced parent provides health coverage to a child) 7. COBRA qualifying events 8. HIPAA Special Enrollment Rights arising upon the loss of other health coverage or the acquisition of a new dependent by marriage, birth, adoption, or placement for adoption â¢ Important Note: Unlike many of the listed exceptions to the irrevocability rule, these specialenrollment rights are not optional for employers. Furthermore, in a major departure from the usual POP plan rules, employees may make retroactive elections due to the acquisition of a new dependent by birth, adoption, or placement for adoption (but not by marriage). 9. Children's Health Insurance Program (CHIP) Special Enrollment Rights arising for employees and dependents who are "eligible but not enrolled for coverage" under a group health plan and 1) have had Medicaid or CHIP coverage terminated or 2) have become eligible for a Medicaid or CHIP group health plan subsidy. These exceptions are the only exceptions that are explicitly allowed. (MORE)
At Open Enrollment (yours or his) you can make a switch to one or the other. Between those times, most plans will not allow you to make a change of coverage unless you have a life event (ie job loss, marriage, death). So if you want to drop your spouse's insurance during your open enrollment, you …probably can do so. Check with your company's human resource/benefits department. (MORE)
Can an employer deny health insurance coverage to an employee's children if through divorce the employee does not list them as dependents on his tax return?
Absolutely not! This is not legal. They are your children regardless of "who's turn it is" to claim them on taxes. I advise you explain this to HR and tell them that if not covered, you will have a lawyer contact them. . NOTE: As this is a "legal" question I suggest you contact the Insurance commis…sioner (or their title for your state) and have them provide you an answer for your situation, in your state. (MORE)
If an employer pays the premium on medical insurance and forces an employee to take that coverage is there anything the employee can do if they are covered under another plan?
Contact your human resource or personnel department people. If you have to self-pay for your health insurance coverage at your workplace you may be able to select not paying for it and decline the coverage. It depends on the insurance laws in your state and what is the policy at your workplace. If y…our employer pays for the insurance for you and you don't have to pay anything then why turn it down? Medical care is very expensive. And if you lose your job you may be able to continue that coverage until you have coverage from a new job. (MORE)
If a health insurance plan covers domestic partners does a employer that carries that insurance have the right to deny coverage?
A health insurance plan is designed based on what the employer wants. So if a plan says that domestic partners are covered then the employer group is the one that put that wording in the policy. So if an employer wont cover a domestic partner then domestic partners aren't covered company wide.
There is currently no requirement for U.S. employers to offer a group health plan to its workers. In 2014, however, all employers who have 50 or more people will be required to offer a plan, or to offer "free choice vouchers" for employees to buy their own plan on an insurance exchange. When 2014 …arrives, employers' plans will have to meet certain standards. Plans will have to cover certain things (i.e. preventive care), for example. This is all assuming that nothing else changes between now and 2014! For more plain and simple answers to health insurance questions, visit Health Unsurance blog . (MORE)
Does the healthcare law require employers to include in the W-2 form of each employee the aggregate cost of applicable employer sponsored group health coverage that is excludable from the employee's g?
Yes if the employer is claiming the credit the amount of the medical insurance premium that the employer is paying on behalf of the employee will be included on the W-2 form to inform the employee of the amount that the employer is paying for the employee.
"Voluntary" insurance programs, such as those offered by AFLAC and certain other companies, are actually individual insurance policies that are marketed at the workplace-frequently during a period of "open enrollment". The premiums are paid by the employee, although the employer sometimes deducts pr…emiums from pay upon the authorization of the employee. Therefore, the employer is not truly a party to the insurance transaction. All other things being equal, the employer cannot "drop" the coverage. (MORE)
A group health plan is one in which the named insured of the policy is an entity or other conglomeration of people who are insome way related to each other by employment, interest, or in some other way. The policy is itself issued to that entity or group. Like other insurance policies, the group pol…icy specifies that which is covered, excluded, excepted, and other terms and conditions of coverage. A certificate of group health plan coverage is that document which each member of the group (who opt in to participation in the coverage) get to evidence coverage and participation. The certificate may contain a summary of the terms and conditions of coverage, but will in all events refer back to the master policy for the complete terms and conditions of coverage. (MORE)
Does an employee with existing group health insurance have to enroll into Medicare at age 65 buy a supplemental plan then drop the group health insurance?
You have a choice to stay in your employer's plan or join Medicare. When you do stop working and lose your group health plan, make sure you enroll in Medicare within 8 months. You could also enroll in Medicare Part A (hospital coverage), and postpone enrolling in Part B (physician coverage) until… you are done with your group health plan. Part A does not cost you a monthly premium. You would be over-insured, but the Part A benefit is available to you at age 65, whether you have other coverage or not. (MORE)
In general, health insurance covers the cost of medical or hospitalization care as a result of an illness or injury that occurs or is manifested while the policy is in force. Like other kinds of insurance, the benefits are payable in return for the insured paying a premium. A premium is the amount o…f money charged by the insurer for the coverage. The coverage can be any one of a number of varieties, depending upon what is purchased: 1. Fee for service. This involves the health care provider billing the insurer for a fee, and the insurer paying all or part of it. Generally, there are guidelines that the insurer follows in determining the amount to be paid, and it is often determined by a community standard. The policy itself provides that the person insured must pay a portion of the charges per visit or occurrence (the deductible), and also what of usually called a co-payment. The latter reflects the fact that a policy may pay only a percentage of the allowable charge, for example, 80%. The corollary is that the insured pays the remaining 20%. In general, the larger the deductible and co-payment that the insured assumes, the lower the premium, because the insurer is at risk for less. 2. PPO. This stands for Preferred Provider Option. In a nutshell, healthcare providers agree to become a part of the insurer's network of providers, and pre-negotiate fees for stated procedures. An insured who is a member of a PPO typically sees a physician or goes to a hospital that is in the network, and gets the benefit of the reduced fee. The PPO pays the pre-negotiated rate, subject to the insured being responsible for a deductible and a co-payment (as discussed above). If the insured goes to a non-network provider, normally the deductible or co-payment is higher. 3. HMO. This stands for a Health Maintenance Organization. Ir is a form of what has become known as "managed care" and emphasizes preventive care. It has several models, including one involving in-house physicians, and one involving physicians who maintain their own practices but are devoted mainly to HMO patients. For a fixed monthly fee, the patient is entitled to a range of services. Costs are kept low because medical expenditures are monitored closely and permission is required to see an out-of-network provider. (MORE)
Can a health insurance provider drop a spouse because the employee did not give them a marriage license?
Yes. Many carriers are now doing dependent audits to make sure the people you have added to your policy are eligible for coverage. Failure to provide the appropriate documentation can result in the person being dropped. If you poured through the master policy you will likely find the language that g…ives them that right. (MORE)
An employer can choose not to pay for health insurance for any employees but can not discriminate by paying for some employees in a qualified class and not others.
You can get good health insurance coverage on AARP, Humana One, and Aetna. The companies provide you dental, medical, pharmacy and life insurance. Prices are decent and you can be prepared when you are injured or dying.
There are several different options for health care coverage with Aetna. You need to decide how many people will be on your plan, and what kind of coverage you want, just doctors visits, prescription coverage, emergency room, etc.
Yes. A group policy is not much different from an individual policy when it comes to cancellations. If the group misses payments or no longer meets the underwriting guidelines the policy can be cancelled or non renewed per local regulations and contract terms.
Can an employee drop their health insurance coverage when it isn't their open enrollment to join their spouses coverage at their spouses open enrollment?
You can but it is unwise because you need to know when you would be covered by the spouse's health plan. Some plans have 3 and 6 monthj waiting periods. So it is wise to keep your insurance, sign up on the spouse's insurance then later on after you have your new coverage in effect you could drop you…r employer's plan. Some employers however "require" their employees to be covered or are paying for the coverage. Check with your employer about that. Some employers will also refuse to cover you again if you lose your husband's coverage. If the marriage is not is good shape it is a foolish to drop your own coverage in case there is a divorce. Sorry to mention it but is true. (MORE)
Assuming the employer offers coverage to spouses, then the employer would not have the right to turn a spouse away. The spouse's loss of coverage is a "qualifying event" and the employer's insurer would allow the spouse to join.
Why do group health insurance plans usually have better coverage and lower premiums than individuals plans?
Since group health insurance plans usually cover say 500 heads at a time, the Insurance Company has the option to offer lower premiums for economy,than charging for an individual policy. Whether group health insurance plans have better coverage is doubtful because claims are entertained on individua…l basis and are to follow guidelines applicable to all. (MORE)
No, an employer cannot suspend health coverage if the employee pays part of premium. as per Law.In case where the employer pays the entire premium, he can suspend health coverage on one pretext or other.But when the premium is equally shared by both the employer and employee, it would be a contractu…al violation and the employee can sue against his employer for remedy. (MORE)
Either go to the HR department where you work or contact your insurance company directly. The company will need this in writing. Make sure there is no lapse in coverage.
There are lots of reasons that dropping your health plan at anytime is unwise. But to answer your question: You can go for up tothree months without health insurance, and still not have to paythe penalty/ tax. You drop your health plan by stopping yourmonthly payments for it. If you are covered by a…n employer plan,you would notify your employer. The employer will have forms foryou to sign, and may ask you to verify that you have healthinsurance from another source. When you stop paying for your plan -- either at work or at home --your coverage will also stop. You pay for health insurance inadvance for the following month. So, if you don't pay the bill thatis due at the end of January, you won't have coverage in February. Keep in mind that you cannot pick up coverage whenever you want to.If you drop out, you cannot re-enter until the next openenrollment. Whatever medical bills you have while you are uninsuredare your responsibility. There is no such thing as back dating yourhealth insurance to cover your hospital bills that you had lastmonth. (MORE)
They can choose not to provide coverage for a spouse. US law states employers have to provide insurance for employee'schildren under the age of 26, but does not say anything aboutspouses, so they can choose to stop covering employee's spouses.