Uh ... if your present employer has a group medical plan, I believe they're required by law to offer you COBRA insurance for up to 18 months. It won't be free, but it'll provide a continuation of benefits until you find something else.
Before you go "Piffle!" and discard the idea of COBRA'ing ... consider that by continuing your current policy, all of your copays to this point will remain in effect, since it's the same policy. It's usually a good idea to grit one's teeth and pay the outrageous COBRA price, at least until you're certain the new employer's plan has kicked it.
Since I'm paying for the individual ANYWAY, COBRA is a very expensive way to get $5 rather than $10 meds. (This year I haven't started on my deductibles. I'm still recovering from how much I spent on my feet last year.)
Just be sure to research the full ramifications of HIPPA with respect to wait times for pre-existing conditions and breaks in coverage before eschewing COBRA.
If you go the COBRA route, it will be considered qualified coverage and so will forcibly waive any pre-existing conditions waiting period your ultimate new employer's coverage might seek to impose.
Your individual catastrophic coverage might not be so legally-blessed (then again it may be) and so you might be subject to a six-month (or whatever) waiting period before the new employer's coverage will pay for any pre-existing conditions. Hence my recommendation to make sure you know all the rules before declining COBRA.
Yeah, last time I was between jobs I didn't research so I kept COBRA for waaaaaaay too long.
This time, my last day on the payroll is June 1 so I get June's health coverage. (I was fortunate enough to negotiate using up my vacation time to make my last day physically present be this Friday.) By the end of June I am hoping to have another job anyway, so with any luck, this will be moot.
![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png){kind=small}
![[identity profile]](https://www.dreamwidth.org/img/silk/identity/openid.png){kind=small}
no subject
Before you go "Piffle!" and discard the idea of COBRA'ing ... consider that by continuing your current policy, all of your copays to this point will remain in effect, since it's the same policy. It's usually a good idea to grit one's teeth and pay the outrageous COBRA price, at least until you're certain the new employer's plan has kicked it.
Sign me,
"Been There, Done That"
no subject
no subject
If you go the COBRA route, it will be considered qualified coverage and so will forcibly waive any pre-existing conditions waiting period your ultimate new employer's coverage might seek to impose.
Your individual catastrophic coverage might not be so legally-blessed (then again it may be) and so you might be subject to a six-month (or whatever) waiting period before the new employer's coverage will pay for any pre-existing conditions. Hence my recommendation to make sure you know all the rules before declining COBRA.
no subject
This time, my last day on the payroll is June 1 so I get June's health coverage. (I was fortunate enough to negotiate using up my vacation time to make my last day physically present be this Friday.) By the end of June I am hoping to have another job anyway, so with any luck, this will be moot.