Insurance options after employment with small employer

[angelgrl]

What is the name of your state (only U.S. law)? Idaho


I am currently working for a small employer (less than 10 employees) that provides group health coverage with maternity benefits. My husband and I have recently become pregnant; however, I am contemplating what my options are, (if any). I don't really enjoy my job and want to find another one. We also may be moving across the state in a few months. COBRA is not an option, (employer doesn't have enough employees). If I was to quit, I was wondering if I have any coverage from a federal/state program to help out with coverage since going to another insurance carrier is not an option as pregnancy is a pre-existing condition? (My husband does not work for an employer that provides insurance benefits)

[ecmst12]

Pregnancy can't be considered a pre-existing condition by any plan under section 125 (most employer sponsored group plans).

[moburkes]

Medicaid would be available if your incomes at the time are below their threshhold. There is no state program that I can see. I'm not sure why you thought pregnancy was a pre-existing condition - except for an individual policy. And most of those will cover complications of pregnancy.

[angelgrl]

Thanks for all your input. It is greatly appreciated. I thought pregnancy was a pre-existing condition if you apply for health insurance while pregnant. Is it different if you had coverage beforehand and apply before the 63 days between insurances? My question is, is if I end up leaving my employer's group insurance due to moving, finding another job that may not have benefits, etc. could I still get on an individual policy? If not, would I have any kind of coverage anywhere? My husband and I would not be able to qualify for Medicaid. I think COBRA would be an option, but I know my employer is too small.

[ecmst12]

You will NOT be able to get an individual policy which will cover your pregnancy. It CAN be considered pre-existing in individual policies, and in fact most of them have a 2 year waiting period before maternity will be covered.

Your best option would be to remain at your current job until you find another job which will provide benefits, or until you give birth. OR, until your husband gets a job with benefits.

[angelgrl]

Thank you so much for all your help! I'm sorry if all these are questions from me are irritating. I have done some research on my situation, but most of what I am finding are options available to employees with a bigger employer. I figured the best option, and really about the only one unless we get lucky and find somewhere that provides immediate benefits, is to stay put with the job I have. I am wondering though, is what kind of maternity leave, if any, is provided for me? I read that employers are required to give "x" amount of time, but again, this is for bigger employers, which doesn't pertain to me. It's fine if I don't have maternity leave, but could I quit my job right after I give birth, or is there a law that says I need to stay with the employer for so much time afterwards? I just want to make sure my bases are covered.

[ecmst12]

Your company is too small to fall under FMLA so they are not required to offer you any leave if they do not wish to. They MAY choose to hold your job while you are out, or they may not, it's up to them. And they are definitely not required to pay you for any time you are out.

You can quit your job as soon as you give birth if you like. You will still have the insurance problem in that case of course, but you are not obligated to go back to that job even if they would like you to.

[cbg]

There is no law that requires you to stay with the employer for any particular length of time. We abolished slavery in this country quite some little time ago. You can quit any time you like.

What confuses some people, and I think what you may be thinking of, is that IF you choose not to return from your leave or if you return for less than 30 days, the employer HAS THE OPTION of requiring that you repay them for any insurance premiums that may have been paid on your behalf. Not all employers require this, and while the employer has express permission under the law to do this when FMLA applies, I've never seen the issue addressed for non-FMLA leaves. So it very well may be a non-issue for you.

But you can quit any time you like. Keep in mind that because of the small size of your employer, COBRA does not apply, at least at the Federal level (I'll have to double check the state).