I've been working on how to get my fiance health insurance after he quits his day job without getting married just yet. He would need just under a year of health insurance. He is in his mid 20s, and healthy. He saw the doctor once in the last year, got some expensive antibiotics, and that was it.
His COBRA is something around $500/month. Ouch. There is a group of people in similar freelance jobs that comes together in the city to buy group insurance. That's pretty cool. But it's still too expensive, at about $3-400.
We are looking at a high-deductible plan for $60-100/month. It would have a $5,000 deductible, but after that everything would be covered. This would mean if he gets in a car accident, it costs us 5K. If he gets mildly sick, he's uninsured. We do know one doctor, a neighbor. She's a residency/dirt poor doctor, so I bet she would help if we asked once a year.
He would get to open an HSA. The only blogger I've seen that has one of these is Him. I'm not even sure how to set one up, but it looks like a pretty cool plan. This looks like the best (and cheapest!) option for us. If a medical horrible happened, we could always get married and I could add him.
Tuesday, February 19, 2008
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3 comments:
You can't add him after a tragic accident because it's a preexisting condition. And he can't go without because in case of a pre-exisiting condition, make sure before he quits you have something in place.
The HDHP sounds fine, the problem is when you are sick, the prescriptions is when it gets pricy. Not just antibiotics, but lots of medications are pricy.
The good thing about group plans, at least the incredibly expensive one my employer buys, is that is doesn't exclude pre-existing conditions.
If it did, I would be, well, screwed because of my issues.
So, I think I could add him with cancer, though probably not after a car accident. Either way, I think we could manage.
No, you are covered from pre-existing, but once you are married you can add him. Or else you have to wait till open enrollement. Also the policy can state that if he lapses in coverage they can refuse to cover him even from employer provided insurance.
Talk to HR.
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