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Can an employer use the working spouse rule to force a self-employed spouse to get her own health insurance when the premiums would exceed her income?
Working Spouse Rule If both you and your spouse work for Vought Aircraft, one of you can opt out of medical and dental coverage and the other spouse can cover both of you. Or, each spouse can elect separate coverage. However, only one of you can cover your eligible dependents for medical and dental benefits. Both of you can cover eligible dependents for optional benefits, such as optional life.
If your spouse works for a company other than Vought Aircraft and has medical coverage available through that employer, Vought requires that your spouse enroll in that employer's medical plan if the employer pays 50% or more of the cost of the plan. Your spouse's plan becomes the "primary" payer, and your Vought coverage becomes your spouse's secondary insurance.
A change in your spouse's employment status (termination or beginning of employment, for example, or a significant change in insurance coverage) qualifies as a change in life status that allows you to change your benefit elections during the plan year.
for more info. see www.steveshorr.com/
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In my opinion, if that person makes the dough then they get to rule the house! But if the other person works as well, then they should have free rule also! Or, split the finan…ical responsibilty! Hope I didn't start a fight!
No. Federal Law (ERISA) does not require that health benefits are offered at all. They can make those restrictions if they want to.
Child is a dependent on parents health insurance and a spouse on her husband health insurance who would be primary?
The governing body National Association of Insurance Commissioners (NAIC) has not yet determine the coordination of benefits rule for dependent adult children who are also on …their spouse's plan. However, most group insurance policies have "coordination of benefits" rules to determine which plan is primary under various circumstances. Each health plan's rules would have to be reviewed in each specific case, but common coordination of benefits rules are: If one of the plans doesn't have coordination rules, that plan will be the primary plan.A plan that covers you as an employee, rather than as a dependent, will be your primary plan.If you are covered as a dependent by more than one plan, the plan of the employee/policyholder whose birthday is first in the calendar year will be primary for you. For example, you're covered by your parent's health plan and your spouse's health plan. Your parent's birthday is June 3 and your spouse's birthday is November 11. Since your parent's birthday is earlier in the year than your spouse's birthday, your parent's plan will be primary for you.If a determination can't be made, the plan that has covered you longer will be primary. It's also possible that the parent's plan will no longer cover the child once she is married - but some plans do have very liberal eligibility rules, and a married child might be able to continue coverage under her parent's plan. Keep in mind that the above are just general examples of coordination rules, and the rules that are specified in your plans may be different.
Can an employer force spouses off of the health insurance plan if they have a health insurance plan available to them through their job?
To my knowledge- No they cannot. It almost comes down to discrimination. If they offer insurance to one spouse then your employer shouldn't be able to turn to another person a…nd say "sorry.. your spouse has health insurance options at her job.. denied!" You will be the one paying the premium to carry your spouse! I have honestly never heard of this happening. You should contact your corporate HR though. Hope this is helpful:) Evan
a company or a person that hired your husband or wife, so it's kinda like their boss.
Does Starbucks offer health insurance for the SPOUSES of part time employees for an additional premium?
As a Starbucks part-time employee, the answer is yes. You need to fulfill an average of 20 hours a week to qualify and that is on a quarterly basis. The price for family benef…its is probably on par with what you'd pay at a full-time job. However, the insurance benefits are phenomenal. I work full-time for a company that is self-insured and sad to say it's benefits are lacking. I love coffee and needed dental and vision and decided to work pt at Starbucks evenings and weekends. --Diana M.
The term "Working Spouse Rule" refers to some employer provided medical insurance plans. These types of plans require that if the employee's spouse works for a company which… also offers medical insurance benefits, that spouse must be enrolled in that plan. This means that if your spouse is employed, and his or her employer offers medical and/or dental coverage, the spouse must be enrolled for at least individual coverage in that company's plan, regardless of cost, in order to be covered on a secondary basis under your medical and/or dental plan.
Generally speaking (and this may not apply to every circumstance), an employer can force a spouse (or domestic partner) off of the employer's sponsored health insurance plan, …but under certain conditions only. The spouse being forced off of the plan must be eligible for his or her own employer sponsored plan. The plan that the spouse is eligible for must include a comprehensive package, and not be a fixed indemnity limited coverage plan. For example, wife works and covers her husband and kids under her family plan. The husband also works, and where he works they too offer coverage under a similar comprehensive medical plan. He has waived out of his company's plan because he is covered by his wife's plan. In this instance the wife's company could force the husband off of her plan, thus making it necessary (maybe even mandatory) for him to enroll as a single subscriber under his employer's plan. The wife's company would not be able to force the husband off if the husband's company (1) did not offer medical insurance, or (2) if the husband's company only offered a limited coverage plan.
Of course, but it is advisable not to do that as she can have double cover. Need to check what kind of coverage your employer has given you. If its a floating family cover, in… case you use up the full cover she can then opt to use her cover.
yes If you drop your insurance, your spouse's insurance would not be primary. It would be the only insurance you'd have. "Primary" only comes into play if you are covered by …more than one policy. You should check carefully before dropping your own insurance. First of all, be sure your spouse can get family coverage through his employer. My employer only offers individual coverage because family coverage is so expensive. Second, if you both have family coverage, keep the policy with the best benefit-to-cost ratio. If your spouse's policy is cheap but has a high deductible, and yours is more expensive but has only fairly small co-pays, you may have reason to chose one over the other. Or, keep the insurance of the spouse whose job is most likely to still exist several years into the future. If I dropped my insurance I would ask my employer to increase my salary since benefits are part of your compensation, and dropping your insurance saves your employer a great deal of money.
The employer does not have to pay for the spouse's coverage. It can be offered to the employee and the cost taken from his/her paycheck to cover the spouse. There is no legal… requirement for the employer to offer coverage for spouses -- even at the employee's expense. However, it would be very unusual for a plan to cover only employees and not have coverage available for spouses and children.
Several insurance companies now have "Domestic Partner" plans available. This includes coverage regardless of gender and/or marrital status. Check with the individual co…mpanies to see if they offer the coverage.
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 t…he employer's insurer would allow the spouse to join.
Can your health insurance company force your spouse to take her employer's health plan as primary instead of yours?
Coordination of Benefits Yes, under the standard Coordination of Benefits provisions contained within Group Health Plans, the "rules" to determine which coverage …pays first (primary) are clearly stated. Also, a plan can contain a provision that states if a spouse is eligible for coverage as an employee and chooses not to take that coverage, the other plan can deduct the amounts the other plan would have provided (even if the spouse did not elect the coverage).
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 employees spouse. It does not matter if they are offered coverage from their employer whereas it provides an additiona…l option in case 1 plan is more affordable than the other.
Can I choose not to use my primary insurance and use only my spouse plan for my doctor visits as I don't want my employer to see my health records?
Answer Usually no, the primary carrier will have to pay first. It is of course against the law for anyone to tell anyone else your medical information, or for an…yone that doesn't have to know, to have knowledge of your condition.