Can an employer deny vigour insurance for a spouse if they hold insurance contained by california?
i have insurance and he is on mine, and he has insurance but it is too expensive for both of us. is within a particular law that say my employer cannot force me to use his or force him off mine?
Answers:
Your employer can charge EXTRA for covering your spouse, if he is employed and has coverage AVAILABLE through his employer - even if it's not as good coverage, or costs plentifully more. Typically, it's an EXTRA $100 a month or so.
Regarding the proof of dependents, it's the INSURER who's requiring the employer to pass along that information - too many associates are lying about their dependents. Source(s): agent, 21+ years
Its certainly legal to ask for documentation of dependents - I work for a firm that conducts dependent audits for large companies.
In reality, employer interest in doing such audits is skyrocketing because of the cost savings involved (for a ample corporation, they can save millions in weed out ineligible dependents). The Wall Street Journal just featured a story this month almost dependent audits - you can view that article here: http://online.wsj.com/public/article/SB1…
You wouldn't believe the crazy situations we've uncovered during an audit. People claiming their neighbor's children on their benefits, people claiming boyfriends/girlfriends as spouses, etc. There's unambiguously a reason why so many employer are looking twice!
It is rare for an employer to cover insurance costs for both a hand and spouse without requesting a percentage of the cost during annual or subsequent life event enrollment.
It is customarily cheaper for each employee to land insurance from their employer individually rather than as an EE + spouse. For example, my Blue Cross insurance costs $35 per bi-monthly pay time of year and my husband's costs $75. If we chose just one policy for both of us, the monthly costs would rise to $230 (mine) $362 (his) which is a 10% increase over last year. They are both Blue Cross, but mine covers 90 physical treatment visits and his only 24, otherwise they are exact. Since I need lots of PT and mine was significantly cheaper, we chose to gain policies this year from our individual employers.
An employer could not deny group insurance to a spouse that had addtl coverage, any denial is up to the insurance company. Denial would typically appear if the enrollment card was signed late, a EOI (evidence of insurability) be needed and a medical problem precluded coverage.
A company cannot force you to use his policy or take him sour yours. The action of needing a bridal license seems rather distasteful though. Are they having issues with insubstantial spouses? If you have any questions appointment your HR or benefit specialist and the customer service line at each insurance company for clarification. Source(s): Benefit Specialist at a California insurance company
Related Questions:
Answers:
Your employer can charge EXTRA for covering your spouse, if he is employed and has coverage AVAILABLE through his employer - even if it's not as good coverage, or costs plentifully more. Typically, it's an EXTRA $100 a month or so.
Regarding the proof of dependents, it's the INSURER who's requiring the employer to pass along that information - too many associates are lying about their dependents. Source(s): agent, 21+ years
Its certainly legal to ask for documentation of dependents - I work for a firm that conducts dependent audits for large companies.
In reality, employer interest in doing such audits is skyrocketing because of the cost savings involved (for a ample corporation, they can save millions in weed out ineligible dependents). The Wall Street Journal just featured a story this month almost dependent audits - you can view that article here: http://online.wsj.com/public/article/SB1…
You wouldn't believe the crazy situations we've uncovered during an audit. People claiming their neighbor's children on their benefits, people claiming boyfriends/girlfriends as spouses, etc. There's unambiguously a reason why so many employer are looking twice!
It is rare for an employer to cover insurance costs for both a hand and spouse without requesting a percentage of the cost during annual or subsequent life event enrollment.
It is customarily cheaper for each employee to land insurance from their employer individually rather than as an EE + spouse. For example, my Blue Cross insurance costs $35 per bi-monthly pay time of year and my husband's costs $75. If we chose just one policy for both of us, the monthly costs would rise to $230 (mine) $362 (his) which is a 10% increase over last year. They are both Blue Cross, but mine covers 90 physical treatment visits and his only 24, otherwise they are exact. Since I need lots of PT and mine was significantly cheaper, we chose to gain policies this year from our individual employers.
An employer could not deny group insurance to a spouse that had addtl coverage, any denial is up to the insurance company. Denial would typically appear if the enrollment card was signed late, a EOI (evidence of insurability) be needed and a medical problem precluded coverage.
A company cannot force you to use his policy or take him sour yours. The action of needing a bridal license seems rather distasteful though. Are they having issues with insubstantial spouses? If you have any questions appointment your HR or benefit specialist and the customer service line at each insurance company for clarification. Source(s): Benefit Specialist at a California insurance company
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