"Harry Krause" wrote in message
...
NOYB wrote:
"thunder" wrote in message
...
On Sun, 30 Oct 2005 21:20:47 -0500, PocoLoco wrote:


Thanks for quoting Harry's response. It seems to lend credence to what
my
daughter has heard.
I just did a little search on this issue. Depending on the state, not
only might she have insurance problems, she might also have employment
problems. Not common, but still possible, depending on circumstances.
I
would suggest Harry's idea about maintaining anonymity might be best.
There is federal legislation to address this, but . . .

http://content.nejm.org/cgi/content/full/353/9/865

Since John's daughter is already insured under a group policy, she can
never be rejected (or quoted a higher premium) by another group because
she is protected by COBRA.

She *could* have problems with medically underwritten individual plans
though.



A. I wouldn't bet on anything in perpetuity.

B. Protected by COBRA? You mean paying COBRA rates? That's hardly
protection, and it expires.

Most is 10% over the employers price. To cover administrative costs. If
the employer goes BK, then no COBRA. 18 months coverage. The you go on
HIPPA. Price will give you a heart attack, and you will not need it for
long.


C. If there is a change in employment and a change in insurers, the new
insurer will have access to medical records.


But the Group plan will be at about the same rate as the rest of the
company.

D. The best protection remains a universal health payment card issued by
the federal government.

BS. The best is a plan that requires the providers to provide at the best
rate to a cash paying customer. Also, give coverage at a high deductible to
all at a decent rate. Universal health would be like MediCal in California.
The people on MediCal go to the doctor for everything. Costs them nada. If
you have a universal health plan, make the first 5 visits or so a year a
$100 deductible. Stop the abuse of the medical system.