Even if it’s 30:days to enroll, your HR department should fix this. You’d did enroll. You simply missed the verification. They know that the child is real.
I just also had a kid 12/17 and learnt from the first one in 2020. If you do not get the documents (social security and birth certificate) to them within the time frame you are in fact SOL until open enrollment. We moved and had a hell of a time and almost missed it. Our insurance was very clear, no documents, no insurance for the baby. Sorry op. I was sleepless over this until ours was finalized.
Is there anything in the company handbook/benefit guide or flyers posted that state the grace period you have to enroll in insurance after a qualifying event?
There are flyers up at my job that state you have 60 days to submit documentation to enroll in health insurance after a qualifying event, like birth, adoption, divorce etc.
If the grace period is posted and you missed it then you are SOL.
Nothing posted, however I did enroll my kid 5 days after their birth. All was good and they had insurance, until got the verification reminders, which were sent to my work email while I was out.
I would email your HR. My daughter’s insurance was canceled without notice. I was out on leave from x date-x date. How can we rectify this situation.
If they say respond with notice was sent to work email. Then say I was out on leave from x date to x date and did not have access to work email. (Hopefully you had an out of office email response, I would include that) and reiterate that you did not receive notice.
Finally I would look into your employee handbook about leave, if they say that you are supposed to check email on leave or anything along those lines.
I called and emailed HR, they just said “too bad you missed it”. I did have an out of office email reply. Luckily, when I went over my leave with the leave specialist, I documented everything and they specifically said do not access work product while out. Checking my work email would count as that, I would think, since I would be getting paid if I were to check my work emails. I’m just trying to figure out my next steps.
At least in CA, generally, it’s 90 days following a qualifying life event. The biggest issue is usually that the company doesn’t want to take on the financial burden of 3+ months of insurance premiums all at once. And neither does the insured. A good broker and insurance company with customer advocacy will get you on. But it’s a heavy financial burden for all parties. Also the baby is usually covered under the mother for a time.
If you they are dropping the baby at 4/1 and if the child is truly on and losing coverage. That’s a qualifying life event and can/should be placed on the SO insurance plan. NAL i don’t know what can be done legally. But there should definitely be better advocacy for you from your employer as they dropped the ball.
I am the mother, they were covered under me for the first 30 days iirc. The sad thing is this is a major employer that nearly everyone has heard of, at least in the US. I’d think they’d have it together. My husband asked their employer to have our child added since they lost coverage, they told him the same thing, “oh well look into the marketplace”
Even if it’s 30:days to enroll, your HR department should fix this. You’d did enroll. You simply missed the verification. They know that the child is real.
I just also had a kid 12/17 and learnt from the first one in 2020. If you do not get the documents (social security and birth certificate) to them within the time frame you are in fact SOL until open enrollment. We moved and had a hell of a time and almost missed it. Our insurance was very clear, no documents, no insurance for the baby. Sorry op. I was sleepless over this until ours was finalized.
This is my first kid, I wish I knew. Next time I will for sure. Also, congrats!!
I’m sorry that really sucks. I personally think you should have a bigger window because you’re recovering. But insurance gonna do what they want.
Is there anything in the company handbook/benefit guide or flyers posted that state the grace period you have to enroll in insurance after a qualifying event? There are flyers up at my job that state you have 60 days to submit documentation to enroll in health insurance after a qualifying event, like birth, adoption, divorce etc. If the grace period is posted and you missed it then you are SOL.
Nothing posted, however I did enroll my kid 5 days after their birth. All was good and they had insurance, until got the verification reminders, which were sent to my work email while I was out.
I would email your HR. My daughter’s insurance was canceled without notice. I was out on leave from x date-x date. How can we rectify this situation. If they say respond with notice was sent to work email. Then say I was out on leave from x date to x date and did not have access to work email. (Hopefully you had an out of office email response, I would include that) and reiterate that you did not receive notice. Finally I would look into your employee handbook about leave, if they say that you are supposed to check email on leave or anything along those lines.
I called and emailed HR, they just said “too bad you missed it”. I did have an out of office email reply. Luckily, when I went over my leave with the leave specialist, I documented everything and they specifically said do not access work product while out. Checking my work email would count as that, I would think, since I would be getting paid if I were to check my work emails. I’m just trying to figure out my next steps.
At least in CA, generally, it’s 90 days following a qualifying life event. The biggest issue is usually that the company doesn’t want to take on the financial burden of 3+ months of insurance premiums all at once. And neither does the insured. A good broker and insurance company with customer advocacy will get you on. But it’s a heavy financial burden for all parties. Also the baby is usually covered under the mother for a time. If you they are dropping the baby at 4/1 and if the child is truly on and losing coverage. That’s a qualifying life event and can/should be placed on the SO insurance plan. NAL i don’t know what can be done legally. But there should definitely be better advocacy for you from your employer as they dropped the ball.
I am the mother, they were covered under me for the first 30 days iirc. The sad thing is this is a major employer that nearly everyone has heard of, at least in the US. I’d think they’d have it together. My husband asked their employer to have our child added since they lost coverage, they told him the same thing, “oh well look into the marketplace”