Method of insurance coverage termination and COBRA option

[Guest Brenda Hal]

I was a full-time employee for a company until 11/15/99. At that point I converted to a part-time status with the understanding and verbal verification from Human Resources that I would still qualify for health/dental/vision insurance coverage. (Policy stated that part-time employees would qualify after 1 year of employment-which I was employed as full-time for one year).After reviewing my first paystub of 2000, I noticed that I did not have a health insurance deduction which I had previously paid my portion of premieums 11/15/99 through 12/31/99. When I called Human Resouces, I was told that as of 1/1/00 employees are required to work 24 hours a week (I am currently 8 hours a week) to qualify for insurance benefits. Furthermore, I was told that they sent me a letter dated 11/3/99 notifying me of this change and offering me the COBRA option. I was also told that my manager was also notified but he did not notify me. (currently he is on vacation). Essentially, I have not had insurance coverage since 1/1/00. To complicate this even further, I am now 6 months pregnant (this being the main reason I maintained minimal hours for insurance benefit). My primary concern is I know I can obtain other employment if I choose, but due to the lapse in coverage my pregnancy will more than likely not be covered for a period of time if at all. What recourse do I have? I would appreciate any info before I proceed with any internal or possible legal action.