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.
No. Under ERISA (a federal law for employer health plans), an employer has to give at least 60 days notice before ending a health plan. The bummer is that COBRA coverage will not be available if the employer ends the plan. The carrier may offer you an individual (non-group) plan.
Texas does not have a state mandated disability program. You can get coverage through your employer if they offer a voluntary option. You would need to begin coverage before getting pregnant.
Absolutely not. No one except yourself has access to your medical records. If an employer is requesting or obtaining your records, he is probably in voilation of HIPPA provacy laws.
Yes, it is more likely it is the insurance provider's requirement rather than the employer.
Did you have coverage before? If so, then you are probably guaranteed issue into your wife's group plan - as it would be a "special enrollment" If there is a medical questionnaire - it's for determining premium, not if you will be covered
In medical insurance a "Pre-D" is a predetermination of plan coverage versus plan exclusion or denial of a specific service or device before the service is rendered or before the device is provided.
Most likely not, as long as your employer is bound by the FMLA and you have been with the Employer long enough.
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. In going thru this issue before the HR department said that: There needs to be a "qualifying event" http://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 For more information see www.SteveShorr.com/ic.10700.htm
Medical expenses were incurred before insurance coverage, noncovered service deemed not a medical necessity, provider's address, PIN, or group number is missing.