What is the name of your state (only U.S. law)? Texas
I work on Fort Hood for a government contractor. The contract I work on is made up of several companies. I work for one of the subcontracts; my husband works for the parent company of the contract.
Initially, the parent company required all of the subs to use the same medical and dental coverage. They wanted all things equal.
Earlier this month, the parent company decided to cancel that requirement because their medical benefit provider raised rates. The parent company no longer wants to pay the higher premiums for the employees of all the subs.
My company (a subcontractor) decided that it would continue offering benefits to all exempt employees. Non-exempt employees would no longer have medical or dental insurance, but would be given an extra few dollars per hour in lieu of benefits.
With health care being so expensive, and with a pre-existing condition, purchasing individual coverage is not an option for me. Being added to my husband's plan, however, is a viable option. They are in an open enrollment period, and last week his HR people told him that yes, he could add me.
Today, they told him that I could NOT be added to his medical and dental plans because "my being dropped by another company was not considered an event worthy of adding me to his insurance plan." They also said that the only way I would be able to receive coverage would be to quit or be fired.
I understand that offering 'in lieu of' money instead of benefits is legal under DOL and SCA policy. However, I question the legality of the company's excuse that this is not an event 'worthy' of adding me to his existing plan - especially since it is an open enrollment period, and he is paying for the benefits anyway.
Can anyone give me any legal advice, or point me in the direction of someone who can?What is the name of your state (only U.S. law)?
I work on Fort Hood for a government contractor. The contract I work on is made up of several companies. I work for one of the subcontracts; my husband works for the parent company of the contract.
Initially, the parent company required all of the subs to use the same medical and dental coverage. They wanted all things equal.
Earlier this month, the parent company decided to cancel that requirement because their medical benefit provider raised rates. The parent company no longer wants to pay the higher premiums for the employees of all the subs.
My company (a subcontractor) decided that it would continue offering benefits to all exempt employees. Non-exempt employees would no longer have medical or dental insurance, but would be given an extra few dollars per hour in lieu of benefits.
With health care being so expensive, and with a pre-existing condition, purchasing individual coverage is not an option for me. Being added to my husband's plan, however, is a viable option. They are in an open enrollment period, and last week his HR people told him that yes, he could add me.
Today, they told him that I could NOT be added to his medical and dental plans because "my being dropped by another company was not considered an event worthy of adding me to his insurance plan." They also said that the only way I would be able to receive coverage would be to quit or be fired.
I understand that offering 'in lieu of' money instead of benefits is legal under DOL and SCA policy. However, I question the legality of the company's excuse that this is not an event 'worthy' of adding me to his existing plan - especially since it is an open enrollment period, and he is paying for the benefits anyway.
Can anyone give me any legal advice, or point me in the direction of someone who can?What is the name of your state (only U.S. law)?