HIPAA amended the Employee Retirement Income Security Act (ERISA), to provide new rights and protections for participants and beneficiaries in group health plans. Understanding this amendment is important to your decisions about future health coverage. HIPAA contains protections both for health coverage offered in connection with employment (group health plans) and for individual insurance policies sold by insurance companies (individual policies).

When your employer went out of business, the group health insurance pool to which you belonged also ended. You're not eligible for COBRA coverage because there is no longer a group under which you could continue your group health insurance benefits. Likewise, if you had already left your employer, enrolled in COBRA, and then your employer went bankrupt, your COBRA coverage would end. See similar questions...

Your employer may elect to pay the entire premium amount or share the cost with you. For single coverage, your employer must pay at least one-half the premium cost; however, your contribution cannot exceed 1.5% of your monthly gross wages. In the event your allowable share constitutes less than one-half of the premiums, your employer is liable for the entire remaining portion. Your employer is permitted to withhold your contribution from your wages each pay period. See similar questions...

Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise might be terminated. See similar questions...

YES! You can still participate and set aside money (on a pre-tax basis) to budget and pay for your family's qualified expenses. However, a qualified expense paid from this plan is not eligible for reimbursement from another plan. See similar questions...

HIPAA is a federal law governing in part how your health information can be used, disclosed and how you can get access to this information. All patients are provided with a copy of the Hospital's Notice of Privacy Practices upon registration or at anytime requested. See similar questions...

The employer "must notify the plan administrator...within 30 days...of the date of" the following qualifying events: The "qualifying event" in this context means the date of the triggering event, not the date that coverage is lost. See similar questions...

The law generally covers health plans maintained by private-sector employers with 20 or more employees, employee organizations, or state or local governments. See similar questions...

U.S. STUDENTS ONLY: All U.S. students should provide to our office evidence of medical insurance valid in England by sending us a photocopy of your insurance card showing the dates you are covered. We recommend the International Student ID Card, which costs about $25.00. It provides some medical and travel insurance and student discounts. International Student ID cards can be obtained from STA Travel or call 1-858-544-9632 or 1-800-226-8624 or at the USD UC Box Office. See similar questions...

The federal law known as COBRA (sometimes called "continuation coverage") protects the health care rights of workers who are laid off, as well as spouses and dependents in certain situations. It enables you to keep your benefits for 18 months, and sometimes up to 36 months, depending on the circumstances. You will be responsible for paying the full monthly premiums that your employer previously paid, plus a slight administrative fee of up to 2 percent. See similar questions...

Often referred to as HIPAA, allows people to change from one group health plan to another without being See similar questions...

In the event you are disabled and unable to work, your employer is obligated to enable you to continue health care coverage by continuing the employer's share of the premium costs for three additional months following the month during which you became disabled, or for the period for which your employer has undertaken payment of your regular wages, whichever is longer. You must maintain your portion of the premium payments; otherwise, coverage may be terminated. See similar questions...

If there is no longer a health plan, there is no COBRA coverage available. If, however, there is another plan offered by the company, you may be covered under that plan. Union members who are covered by a collective bargaining agreement that provides for a medical plan also may be entitled to continued coverage. See similar questions...

We can offer a wide range of health insurance options to individuals who are considered sole proprietors or self employed individuals with no employees. There are many retirement plans for small businesses, ranging from a SIMPLE IRA, 401(k), to Profit Sharing plans. Every employer has different reasons and objectives for setting up a retirement plan, however, employer tax deductions may be available. See similar questions...

Ans: Generally, a person will receive better and more comprehensive health insurance coverage at a comparatively lower premium rate by continuing his or her coverage under a group health plan. See similar questions...

Insurance you get through an employer is called "group" health insurance, meaning the rates are determined based on everyone in the group. Individual and family health insurance rates are calculated much like your car insurance ? they're based on the people covered. SOLO quotes take into consideration your age, gender, tobacco use, health status and other factors. See similar questions...

Proof of prior coverage will be necessary; the member should contact the customer service department of the prior health plan to request a certificate of creditable coverage. A copy of this certificate should be submitted to the employer and/or the new insurance carrier. See similar questions...