COverage options?

[Guest STLGiant]

Husband has insurance for himself and for two children through his employer A, spouse has insurance with her employer B. Shortly after termination from employment due to voluntary resignation, husband and wife have a new baby. Question: Since Husband has had an "event" he is eligible for COBRA and could he add the new child to his insurance via COBRA related benefits from employer A. In addition, can't Spouse could elect to cover new child with her employer (B) since there is a change in family circumstance? To complicate the matter, Husband starts new job with Employer C 10 days after birth of new baby. What are parents options as to coverage? Who should be sent claims for new child just born? What are rules for pre-existing conditions and/or whether new employer must accept claims for new child? Thanks in advance

[oriecat]

Either the husband or the wife should be able to add the new child to their plans, since it was a HIPAA special enrollment event. Since the husband is already paying for coverage for children through COBRA, then that might not cost additional for another child.

Under our plans, a new born is covered for 30 days under the plan of the mother, I don't know if this is standard practice.

Is the coverage with Employer C effective immediately? If so, then there's no reason the baby couldn't be added there as well. Of course, any claims prior to the start date wouldn't be covered. I don't think pre-existing conditions could be placed on a newborn child, but that's just a gut feeling, I can't back it up and I could be wrong!

[Guest STLGiant]

Greatly appreciate your reply...while I'm confident on the 401a side of benefits, COBRA and HIPPA aren't my strongest area. I had thought that might be the answer, but wasn't sure...