Subject: Seeking Advice on Active Insurance from Former Employer
Hi everyone,
I was laid off at the beginning of February and was informed that my insurance would remain active until the end of that month.
I’ve recently accepted a new job that reimburses COBRA coverage while waiting for their insurance to kick in after 90 days. However, while looking into COBRA, I discovered that my insurance from my previous employer is still active. This could be due to the fact that my former employer covered 100% of the costs for employees, and their HR department has been rather disorganized.
Now I’m facing a dilemma. Should I remain quiet and continue using the coverage for the next 90 days, or should I inform them and arrange for COBRA? What are the potential risks of staying silent?
I would greatly appreciate any guidance on this situation. Thank you!
It’s understandable to be in a difficult position regarding your health insurance coverage. Here are a few things to consider:
Legal and Ethical Considerations: While it may be tempting to continue using the coverage without notifying your previous employer, it’s important to remember that doing so could be considered insurance fraud, and it may have legal consequences. It’s generally advisable to act ethically and maintain transparency.
Contact HR: It would be a good idea to reach out to your former HR department to clarify your insurance status. You can explain that you noticed the coverage appears to still be active and ask for confirmation. This way, you can ensure that you’re abiding by their policies and understand your options clearly.
Cobra Coverage: If your previous insurance is indeed still active, you have a couple of choices. If you inform HR and their records show that it should have been deactivated, then you might need to set up COBRA to maintain coverage. However, if HR confirms the insurance is still valid, you can continue using it for now, but be sure to keep an eye on any communications from them regarding changes.
Stay Informed: If you decide to continue using the coverage, be proactive in following up with HR. If it turns out that staying on the plan was an oversight on their part, you might need to transition to COBRA sooner than expected.
In summary, it’s best to reach out to your former employer’s HR department to clarify the situation. This can prevent any potential issues down the line, and ensure you’re making the best decision for your healthcare coverage. Good luck!