This is a cross post from the European Tribune, which would be my first diary. Forewarned is foreskinned, or something like that...
I work for a very large US based corporation. I asked our HR people about signing up my 24 yo son on the company's health insurance as the new Health Care Law called for. I knew we were coming up on the 6 month deadline. I was told that I would have to wait until the annual enrollment period in a few months to get him on next year.
I remember one of the most immediate benefits touted by the Administration was that in 6 months, I and a lot of other parents would be able to cover our kids. I had gone to my Representative's office (PA-3) to ask her to vote for the (sadly watered down) bill that I specifically mentioned how this bill would allow me to get my son on my insurance at work 6 months after signing. So I called my Representatives office to ask about the implementation of this provision, and talked to a man named Bill.
When I explained my experience trying to enroll my son, he was not surprised. Apparently, some companies are using the excuse that these newly eligible children must wait until the annual enrollment period before being covered.
I would like to say that I was incredulous that some would sink so low to avoid their (legal, moral, ethical) responsibility, but that would not be the case. As a Union Steward (UE), I see companies pay whatever it takes to do the right thing, in the coin of lip service.
Those of you reading this in the US, ask your HR rep or the company person handling the enrollment what their policy is on this.
In my case, I plan to take action first with my union, then in the local community.
Since the standard period of time under my benefit package after having a family member become eligible to sign up for insurance is up to thirty days after the event (marriage, adoption, birth, etc.), then what allows them to set a different rule for these that are to be eligible in September?
I also plan to write a letter to the editor of the local (conservative) newspaper, both to show the community what the largest employer in this area is doing, and to make them aware of what might be happening to them. I hope to adorn my letter with a few hundred signatures of my Union sisters and brothers.
I am interested in knowing how many companies are starting to implement this in September or already have, and how many are not.
I understand reluctance to name those that will not start in September, but corporations complying might want the positive PR that this could bring. If you feel secure enough, name names. Here is a hint about my company. Generally, if it was electric, we made it. Not so much, anymore.
Update @2:03 pm
Time to go to work