Insurance Problems at Work

[Ratatosk]

Do you have an employee policy that explains some of these things in writing? Or can you check with the state of Ohio's webpage to see what your rights are?

I know a couple times we had some issues in which our HR person claimed that it was the insurance provider or our flexible benefits contract that wouldn't allow certain things, so we contacted them directly and resolved issues that way.

 

[Ratatosk]

Do you have an employee policy that explains some of these things in writing? Or can you check with the state of Ohio's webpage to see what your rights are?

I know a couple times we had some issues in which our HR person claimed that it was the insurance provider or our flexible benefits contract that wouldn't allow certain things, so we contacted them directly and resolved issues that way.

 

[Ratatosk]

Do you have an employee policy that explains some of these things in writing? Or can you check with the state of Ohio's webpage to see what your rights are?

I know a couple times we had some issues in which our HR person claimed that it was the insurance provider or our flexible benefits contract that wouldn't allow certain things, so we contacted them directly and resolved issues that way.

 

[Ratatosk]

Do you have an employee policy that explains some of these things in writing? Or can you check with the state of Ohio's webpage to see what your rights are?

I know a couple times we had some issues in which our HR person claimed that it was the insurance provider or our flexible benefits contract that wouldn't allow certain things, so we contacted them directly and resolved issues that way.

 

[Ratatosk]

Do you have an employee policy that explains some of these things in writing? Or can you check with the state of Ohio's webpage to see what your rights are?
<br />
<br />I know a couple times we had some issues in which our HR person claimed that it was the insurance provider or our flexible benefits contract that wouldn't allow certain things, so we contacted them directly and resolved issues that way.

 

[Skye]

I guess I am unclear as to why the company asked you to work full-time.....40 hours....and then decided that they didn't want to give benefits?? Was that not discussed when they made that offer? Have you been working 40 hour weeks? I think you said that your husband has insurance....is that not an option?

This happens all the time in this country. It is so sad and a prime example of why health coverage should NEVER be connected to employment. If you feel that there is truly discrimination involved, you may consider contacting a lawyer. You might find something out about your rights that you were not aware of. You could consider contacting Beth Suffian....a CF lawyer that others have used on this site.

 

[Skye]

I guess I am unclear as to why the company asked you to work full-time.....40 hours....and then decided that they didn't want to give benefits?? Was that not discussed when they made that offer? Have you been working 40 hour weeks? I think you said that your husband has insurance....is that not an option?

This happens all the time in this country. It is so sad and a prime example of why health coverage should NEVER be connected to employment. If you feel that there is truly discrimination involved, you may consider contacting a lawyer. You might find something out about your rights that you were not aware of. You could consider contacting Beth Suffian....a CF lawyer that others have used on this site.

 

[Skye]

I guess I am unclear as to why the company asked you to work full-time.....40 hours....and then decided that they didn't want to give benefits?? Was that not discussed when they made that offer? Have you been working 40 hour weeks? I think you said that your husband has insurance....is that not an option?

This happens all the time in this country. It is so sad and a prime example of why health coverage should NEVER be connected to employment. If you feel that there is truly discrimination involved, you may consider contacting a lawyer. You might find something out about your rights that you were not aware of. You could consider contacting Beth Suffian....a CF lawyer that others have used on this site.

 

[Skye]

I guess I am unclear as to why the company asked you to work full-time.....40 hours....and then decided that they didn't want to give benefits?? Was that not discussed when they made that offer? Have you been working 40 hour weeks? I think you said that your husband has insurance....is that not an option?

This happens all the time in this country. It is so sad and a prime example of why health coverage should NEVER be connected to employment. If you feel that there is truly discrimination involved, you may consider contacting a lawyer. You might find something out about your rights that you were not aware of. You could consider contacting Beth Suffian....a CF lawyer that others have used on this site.

 

[Skye]

I guess I am unclear as to why the company asked you to work full-time.....40 hours....and then decided that they didn't want to give benefits?? Was that not discussed when they made that offer? Have you been working 40 hour weeks? I think you said that your husband has insurance....is that not an option?
<br />
<br />This happens all the time in this country. It is so sad and a prime example of why health coverage should NEVER be connected to employment. If you feel that there is truly discrimination involved, you may consider contacting a lawyer. You might find something out about your rights that you were not aware of. You could consider contacting Beth Suffian....a CF lawyer that others have used on this site.

 

[Buckeye]

Skye - When I was asked to work 40 hours per week I asked if I would be eligible for benefits and the HR Director told me that I would be, but after 12 weeks. And then only after the 12 weeks of working the 40 hours per week is when they said they would not be changing my status to full-time and that just because I worked 40 hours that did not mean I was full-time. Somehow the number of hours worked and the terminology "fulltime" and "parttime" have no coorelation now. Oh and BTW they still would like me to keep working the 40 hours even though I will not be eligible for anything.We do have insurance through my husband, but the copays, deductibles and limits on coverage mean that we still pay huge amounts out of pocket where a secondary insurance would pick up where the primary leaves off. I basically work in order to pay for the medical things that my husband's insurance won't pay for. You would be amazed at the cost of wheelchairs, communication devices and just the necessary equipment for kids with disabilities.Liza - we do have an employee handbook that states anything over 32 hours per week is full-time, but it also has a huge disclaimer at the beginning of the handbook that says something to the effect that just because it is in the handbook does not mean that it is current policy and rules can be changed at any time. I did contact three different agencies today, so hopefully I am getting somewhere.

 

[Buckeye]

Skye - When I was asked to work 40 hours per week I asked if I would be eligible for benefits and the HR Director told me that I would be, but after 12 weeks. And then only after the 12 weeks of working the 40 hours per week is when they said they would not be changing my status to full-time and that just because I worked 40 hours that did not mean I was full-time. Somehow the number of hours worked and the terminology "fulltime" and "parttime" have no coorelation now. Oh and BTW they still would like me to keep working the 40 hours even though I will not be eligible for anything.We do have insurance through my husband, but the copays, deductibles and limits on coverage mean that we still pay huge amounts out of pocket where a secondary insurance would pick up where the primary leaves off. I basically work in order to pay for the medical things that my husband's insurance won't pay for. You would be amazed at the cost of wheelchairs, communication devices and just the necessary equipment for kids with disabilities.Liza - we do have an employee handbook that states anything over 32 hours per week is full-time, but it also has a huge disclaimer at the beginning of the handbook that says something to the effect that just because it is in the handbook does not mean that it is current policy and rules can be changed at any time. I did contact three different agencies today, so hopefully I am getting somewhere.

 

[Buckeye]

Skye - When I was asked to work 40 hours per week I asked if I would be eligible for benefits and the HR Director told me that I would be, but after 12 weeks. And then only after the 12 weeks of working the 40 hours per week is when they said they would not be changing my status to full-time and that just because I worked 40 hours that did not mean I was full-time. Somehow the number of hours worked and the terminology "fulltime" and "parttime" have no coorelation now. Oh and BTW they still would like me to keep working the 40 hours even though I will not be eligible for anything.We do have insurance through my husband, but the copays, deductibles and limits on coverage mean that we still pay huge amounts out of pocket where a secondary insurance would pick up where the primary leaves off. I basically work in order to pay for the medical things that my husband's insurance won't pay for. You would be amazed at the cost of wheelchairs, communication devices and just the necessary equipment for kids with disabilities.Liza - we do have an employee handbook that states anything over 32 hours per week is full-time, but it also has a huge disclaimer at the beginning of the handbook that says something to the effect that just because it is in the handbook does not mean that it is current policy and rules can be changed at any time. I did contact three different agencies today, so hopefully I am getting somewhere.

 

[Buckeye]

Skye - When I was asked to work 40 hours per week I asked if I would be eligible for benefits and the HR Director told me that I would be, but after 12 weeks. And then only after the 12 weeks of working the 40 hours per week is when they said they would not be changing my status to full-time and that just because I worked 40 hours that did not mean I was full-time. Somehow the number of hours worked and the terminology "fulltime" and "parttime" have no coorelation now. Oh and BTW they still would like me to keep working the 40 hours even though I will not be eligible for anything.We do have insurance through my husband, but the copays, deductibles and limits on coverage mean that we still pay huge amounts out of pocket where a secondary insurance would pick up where the primary leaves off. I basically work in order to pay for the medical things that my husband's insurance won't pay for. You would be amazed at the cost of wheelchairs, communication devices and just the necessary equipment for kids with disabilities.Liza - we do have an employee handbook that states anything over 32 hours per week is full-time, but it also has a huge disclaimer at the beginning of the handbook that says something to the effect that just because it is in the handbook does not mean that it is current policy and rules can be changed at any time. I did contact three different agencies today, so hopefully I am getting somewhere.

 

[Buckeye]

Skye - When I was asked to work 40 hours per week I asked if I would be eligible for benefits and the HR Director told me that I would be, but after 12 weeks. And then only after the 12 weeks of working the 40 hours per week is when they said they would not be changing my status to full-time and that just because I worked 40 hours that did not mean I was full-time. Somehow the number of hours worked and the terminology "fulltime" and "parttime" have no coorelation now. Oh and BTW they still would like me to keep working the 40 hours even though I will not be eligible for anything.<p>We do have insurance through my husband, but the copays, deductibles and limits on coverage mean that we still pay huge amounts out of pocket where a secondary insurance would pick up where the primary leaves off. I basically work in order to pay for the medical things that my husband's insurance won't pay for. You would be amazed at the cost of wheelchairs, communication devices and just the necessary equipment for kids with disabilities.<p>Liza - we do have an employee handbook that states anything over 32 hours per week is full-time, but it also has a huge disclaimer at the beginning of the handbook that says something to the effect that just because it is in the handbook does not mean that it is current policy and rules can be changed at any time. I did contact three different agencies today, so hopefully I am getting somewhere.