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I Advice - Health Insurance; COBRA; OBRA; HIPAA; Medicare; Definitions, Relationships
Credit card is a necessary evil in the present life. Nowadays, our needs and desires have increased manifold. In addition, the living cost has appreciated considerably. Sometimes, it is not possible to forgo some needs, especially if they are urgent. It may be possible that a person does not have sufficient funds at that time.So, what is the most easy alternative to fulfil the urgent need?Well, most of us will put our hands in the pocket and take out our credit cards. Occasional use of credit cards to meet urgent financial requirements is fine. But financial problems start when this becomes a habit. Today, many people are 'addicted' to credit card usage. Needs and desires dominate so much that they do not make efforts to balance their expenditures as per their income. For every small need and desire, they do not think twice before taking out their credit cards.Credit cards, if not used judiciously, may eventually turn out to be a 'debt monster'. A credit card is a type of unsecured loan and carries a
Here again, before automatically taking COBRA, it would be wise to contact a Benefits Insurance Broker and give him/her all of your options, and get their input. I have worked extensively with a Benefits Insurance Broker, and he is absolutely fantastic!
OBRA
What, you ask, is OBRA? I've never heard of it, you say, and no one I know has heard of it either! Well, that's because, 99% of Human Resource or Benefit folks that I know have never heard of it! OBRA is a federal law that was passed that extends COBRA for an additional 11 months FOR DISABILITY PURPOSES ONLY!! Why, you ask, is this important? Thanks for asking, let's see if I can explain.
If you are as nieve (did I spell this wrong too? sorry!) as I was when I first started looking to bridge my health insurance from working to Medicare, I assumed that when I got through all of the hoops to qualify for SSDI (Social Security Disabililty Insurance) I'd IMMEDIATELY be eligible for Medicare, RIGHT??? WRONG!!!!
When you F
Undoubtedly, it is possible to get a car loan after bankruptcy. But, how long do you have to wait before applying? What are your chances of getting approved? How can you boost your possibilities of obtaining your loan? All these questions are asked by those who have gone through a bankruptcy when contacting lenders. However, answering them is not that simple.Advantages Of Car Loans After Bankruptcy The secured nature of car loans contributes greatly to the approval process of applicants with past bankruptcies on their credit reports. The car to be purchased is used as collateral of the loan and in case of default; the lender can recover his money by forcing the sell of the vehicle so he can claim his investment from the purchase price.Collateral greatly reduces the risk involved for the lender in the financial transaction and thus contributes to increase the chances of getting approved. The main reason why applicants with bankruptcy get rejected is because the risk they represent is too high.
HEALTH INSURANCE Coverage from Work
If we are lucky, we, and/or our spouse, work for a company that provides, as a benefit, health insurance coverage for us and our family. If so, we are very lucky. Even if that is true, there are some key things that you might want to look at to see if you have ENOUGH coverage.
1) From your Human Resources Department (or wherever else you would go to get information about your health insurance) get what is called a "Summary Plan Description" (SPD). This document should be kept where you can always find it, as it contains all the information you will need about what your insurance covers and what it doesn't.
2) Look up "Coverage" and "non-coverage" in your SPD.
These will tell you what your plan covers and doesn't cover. You need to see if, perhaps, you or one of the covered members of your family has a condition or circumstance that might not be covered, where you need additional coverage. For example, let's say that your family has a history of cancer; perhaps your plan restricts the number of hospitalization days for care; or, restricts the days per condition. In this case, (like my children) you might want to get additional "cancer insurance" (I think that AFLAC might provide this type of coverage).
It would be a good idea to contact a Health Insurance benefit Broker and ask him/her to read your SPD and see if you have any gaps in coverage. They then can help you supplement coverage BEFORE YOU NEED IT!
NO HEALTH INSURANCE COVERAGE
You might be one of the growing members of our society that, through one circumstance or another, does NOT have health insurance coverage for your family. In this case, I strongly encourage you to contact a Health Insurance Broker and get immediate coverage of what is called "catestrophic" (not sure if I spelled this correctly) coverage. In this type of coverage, you will generally have large deductibles, but will have coverage if, say, one of you has to go into the hospital.
CONTACTING A BENEFITS INSURANCE BROKER
Whenever you call or email a Health Insurance Broker, it is very important to prepare ahead of time. WHAT, specifically are you looking for; how much can you afford to pay every month; what circumstances do you want to make sure that your family is covered for. In this way, you can make sure to focus on your critical needs.
COBRA
COBRA is an acronym ( how can I spell acronym correctly, yet not be sure that I spelled catestrophic correctly?) that stands for: Consolidated Omnibus Budget Reconciliation Act. Basically, it is a federal law that allows you to pay for your Company-paid health insurance, as an active member, if you no longer work for that company for, generally 18 additional months.
1) COBRA is "triggered" (that is, you, or a covered member of your family, become eligible for COBRA) by events such as the following: resignation from the company; termination (FOR ANY REASON) from the company; divorce of a spouse; a covered chile's birthday makes them ineligible for coverage. These are the main "triggering" events for COBRA.
2) Now, when eligible for COBRA, you will be asked to pay for 100% to 105% of the company's employee/employee and family coverage amount. You should get a letter from your company explaining what that amount will be. BEFORE YOU DECIDE TO TAKE COBRA, there are some important things for you to consider.
What will be your cost, and what will be the coverage for that cost? Sometimes the cost is too much for the coverage. In these cases, you might want to select HIPAA coverage, instead (see HIPAA below).
Or, you might just want to get catestrophic coverage as was mentioned earlier, and wait for full coverage under your next job.
Part of this decision should be whether or not you or a member of your family has what is called a "pre-exisitng coverage" condition.
Here again, before automatically taking COBRA, it would be wise to contact a Benefits Insurance Broker and give him/her all of your options, and get their input. I have worked extensively with a Benefits Insurance Broker, and he is absolutely fantastic!
OBRA
What, you ask, is OBRA? I've never heard of it, you say, and no one I know has heard of it either! Well, that's because, 99% of Human Resource or Benefit folks that I know have never heard of it! OBRA is a federal law that was passed that extends COBRA for an additional 11 months FOR DISABILITY PURPOSES ONLY!! Why, you ask, is this important? Thanks for asking, let's see if I can explain.
If you are as nieve (did I spell this wrong too? sorry!) as I was when I first started looking to bridge my health insurance from working to Medicare, I assumed that when I got through all of the hoops to qualify for SSDI (Social Security Disabililty Insurance) I'd IMMEDIATELY be eligible for Medicare, RIGHT??? WRONG!!!!
When you FI
When you are involved in internet marketing there is nothing quite like having your own products. One way to achieve this is to learn how to make your own products out of private label products. You can do many things with these that you cannot do with affiliate products.You can sell them on your own website, and even create a minisite for each product. You can even sell the resell rights, or provide them to others as private label products. You can give them away as free gifts to promote other products or even turn them into audio or video versions and take advantage of all the new technology that is developing in internet marketing.However, it takes time to develop your own product, and if you purchase the resale rights to existing products, you can do most of the above. A private label product differs from having resale rights, in that with the latter you will not be allowed to modify the product in any way, and will be provided with a minimum price that you must sell it at. You must also sell the p
2) Look up "Coverage" and "non-coverage" in your SPD.
These will tell you what your plan covers and doesn't cover. You need to see if, perhaps, you or one of the covered members of your family has a condition or circumstance that might not be covered, where you need additional coverage. For example, let's say that your family has a history of cancer; perhaps your plan restricts the number of hospitalization days for care; or, restricts the days per condition. In this case, (like my children) you might want to get additional "cancer insurance" (I think that AFLAC might provide this type of coverage).
It would be a good idea to contact a Health Insurance benefit Broker and ask him/her to read your SPD and see if you have any gaps in coverage. They then can help you supplement coverage BEFORE YOU NEED IT!
NO HEALTH INSURANCE COVERAGE
You might be one of the growing members of our society that, through one circumstance or another, does NOT have health insurance coverage for your family. In this case, I strongly encourage you to contact a Health Insurance Broker and get immediate coverage of what is called "catestrophic" (not sure if I spelled this correctly) coverage. In this type of coverage, you will generally have large deductibles, but will have coverage if, say, one of you has to go into the hospital.
CONTACTING A BENEFITS INSURANCE BROKER
Whenever you call or email a Health Insurance Broker, it is very important to prepare ahead of time. WHAT, specifically are you looking for; how much can you afford to pay every month; what circumstances do you want to make sure that your family is covered for. In this way, you can make sure to focus on your critical needs.
COBRA
COBRA is an acronym ( how can I spell acronym correctly, yet not be sure that I spelled catestrophic correctly?) that stands for: Consolidated Omnibus Budget Reconciliation Act. Basically, it is a federal law that allows you to pay for your Company-paid health insurance, as an active member, if you no longer work for that company for, generally 18 additional months.
1) COBRA is "triggered" (that is, you, or a covered member of your family, become eligible for COBRA) by events such as the following: resignation from the company; termination (FOR ANY REASON) from the company; divorce of a spouse; a covered chile's birthday makes them ineligible for coverage. These are the main "triggering" events for COBRA.
2) Now, when eligible for COBRA, you will be asked to pay for 100% to 105% of the company's employee/employee and family coverage amount. You should get a letter from your company explaining what that amount will be. BEFORE YOU DECIDE TO TAKE COBRA, there are some important things for you to consider.
What will be your cost, and what will be the coverage for that cost? Sometimes the cost is too much for the coverage. In these cases, you might want to select HIPAA coverage, instead (see HIPAA below).
Or, you might just want to get catestrophic coverage as was mentioned earlier, and wait for full coverage under your next job.
Part of this decision should be whether or not you or a member of your family has what is called a "pre-exisitng coverage" condition.
Here again, before automatically taking COBRA, it would be wise to contact a Benefits Insurance Broker and give him/her all of your options, and get their input. I have worked extensively with a Benefits Insurance Broker, and he is absolutely fantastic!
OBRA
What, you ask, is OBRA? I've never heard of it, you say, and no one I know has heard of it either! Well, that's because, 99% of Human Resource or Benefit folks that I know have never heard of it! OBRA is a federal law that was passed that extends COBRA for an additional 11 months FOR DISABILITY PURPOSES ONLY!! Why, you ask, is this important? Thanks for asking, let's see if I can explain.
If you are as nieve (did I spell this wrong too? sorry!) as I was when I first started looking to bridge my health insurance from working to Medicare, I assumed that when I got through all of the hoops to qualify for SSDI (Social Security Disabililty Insurance) I'd IMMEDIATELY be eligible for Medicare, RIGHT??? WRONG!!!!
When you F
It can be debated that the resume is the most significant aspect of applying for a job. After all, it is the first thing a potential employer sees in the application process. A resume is basically a one or two page document that contains a record of introductory information that may include a person's past job experiences, education, credentials, interests & skills, etc.A resume makes it easier for employers to evaluate whether a person who is applying for a job is a possible candidate. In some cases, this also helps narrow down the selection process. Some companies have very specific qualifications when hiring, and the review of an applicant's resume is a good way to tell if a particular applicant meets the company's standard.Tips on organized resume writing:- Keep your resume short and concise. Remember that the people who will be reviewing your resume will be seeing many resumes each day. They will not take the time to read your five paged masterpiece of a resume - however impressive it might
CONTACTING A BENEFITS INSURANCE BROKER
Whenever you call or email a Health Insurance Broker, it is very important to prepare ahead of time. WHAT, specifically are you looking for; how much can you afford to pay every month; what circumstances do you want to make sure that your family is covered for. In this way, you can make sure to focus on your critical needs.
COBRA
COBRA is an acronym ( how can I spell acronym correctly, yet not be sure that I spelled catestrophic correctly?) that stands for: Consolidated Omnibus Budget Reconciliation Act. Basically, it is a federal law that allows you to pay for your Company-paid health insurance, as an active member, if you no longer work for that company for, generally 18 additional months.
1) COBRA is "triggered" (that is, you, or a covered member of your family, become eligible for COBRA) by events such as the following: resignation from the company; termination (FOR ANY REASON) from the company; divorce of a spouse; a covered chile's birthday makes them ineligible for coverage. These are the main "triggering" events for COBRA.
2) Now, when eligible for COBRA, you will be asked to pay for 100% to 105% of the company's employee/employee and family coverage amount. You should get a letter from your company explaining what that amount will be. BEFORE YOU DECIDE TO TAKE COBRA, there are some important things for you to consider.
What will be your cost, and what will be the coverage for that cost? Sometimes the cost is too much for the coverage. In these cases, you might want to select HIPAA coverage, instead (see HIPAA below).
Or, you might just want to get catestrophic coverage as was mentioned earlier, and wait for full coverage under your next job.
Part of this decision should be whether or not you or a member of your family has what is called a "pre-exisitng coverage" condition.
Here again, before automatically taking COBRA, it would be wise to contact a Benefits Insurance Broker and give him/her all of your options, and get their input. I have worked extensively with a Benefits Insurance Broker, and he is absolutely fantastic!
OBRA
What, you ask, is OBRA? I've never heard of it, you say, and no one I know has heard of it either! Well, that's because, 99% of Human Resource or Benefit folks that I know have never heard of it! OBRA is a federal law that was passed that extends COBRA for an additional 11 months FOR DISABILITY PURPOSES ONLY!! Why, you ask, is this important? Thanks for asking, let's see if I can explain.
If you are as nieve (did I spell this wrong too? sorry!) as I was when I first started looking to bridge my health insurance from working to Medicare, I assumed that when I got through all of the hoops to qualify for SSDI (Social Security Disabililty Insurance) I'd IMMEDIATELY be eligible for Medicare, RIGHT??? WRONG!!!!
When you F
Since the inception of the internet, trade has been taken into a new dimension. A digital age where everything is available and transactions are processed quickly and professionally. It has given rise to a new requirement for online business – a cheap merchant account.Business and business transactions are made easier and cost efficient with a cheap merchant account. They are necessary for any online business as a cheap merchant account is the best method to accept and process credit card transactions. Any serious internet business should seek out a cheap merchant account as one of its initial goals.A Cheap Merchant Account Is a Top PriorityThe significance of finding and using a cheap merchant accounts can never be underrated, as they are the cheapest and most efficient way to accept credit card payments. A cheap merchant account is a gateway to accessing a whole new level of profits which would have previously been untapped.With any new enterprise it is a main priority to keep costs do
2) Now, when eligible for COBRA, you will be asked to pay for 100% to 105% of the company's employee/employee and family coverage amount. You should get a letter from your company explaining what that amount will be. BEFORE YOU DECIDE TO TAKE COBRA, there are some important things for you to consider.
What will be your cost, and what will be the coverage for that cost? Sometimes the cost is too much for the coverage. In these cases, you might want to select HIPAA coverage, instead (see HIPAA below).
Or, you might just want to get catestrophic coverage as was mentioned earlier, and wait for full coverage under your next job.
Part of this decision should be whether or not you or a member of your family has what is called a "pre-exisitng coverage" condition.
Here again, before automatically taking COBRA, it would be wise to contact a Benefits Insurance Broker and give him/her all of your options, and get their input. I have worked extensively with a Benefits Insurance Broker, and he is absolutely fantastic!
OBRA
What, you ask, is OBRA? I've never heard of it, you say, and no one I know has heard of it either! Well, that's because, 99% of Human Resource or Benefit folks that I know have never heard of it! OBRA is a federal law that was passed that extends COBRA for an additional 11 months FOR DISABILITY PURPOSES ONLY!! Why, you ask, is this important? Thanks for asking, let's see if I can explain.
If you are as nieve (did I spell this wrong too? sorry!) as I was when I first started looking to bridge my health insurance from working to Medicare, I assumed that when I got through all of the hoops to qualify for SSDI (Social Security Disabililty Insurance) I'd IMMEDIATELY be eligible for Medicare, RIGHT??? WRONG!!!!
When you F
There are a lot of companies that are running their own pay per click program on their website, not wanting to go with Google Adsense, Yahoo Overture, or MSN Adcenter. There are many reasons why they might be doing this.Have you ever thought about advertising directly on their site? And you don't even have to go through Google Adsense, Yahoo Overture, or MSN Adcenter!The first reason is that they want better control. They want to be able to better control what advertisements they want to display on their website. This makes sense, because they don't want to worry about their competitors being on their website, or any other company that might be taking business away from them. Yes, the admin panels for Google Adsense and Yahoo YPN allow you to "block" competitors, but again, it's going to be hard for them to know all the ads that are being displayed on their website.The second reason is money. Companies that run their own Pay Per Click software on their site can receive more funds from advertisers
Here again, before automatically taking COBRA, it would be wise to contact a Benefits Insurance Broker and give him/her all of your options, and get their input. I have worked extensively with a Benefits Insurance Broker, and he is absolutely fantastic!
OBRA
What, you ask, is OBRA? I've never heard of it, you say, and no one I know has heard of it either! Well, that's because, 99% of Human Resource or Benefit folks that I know have never heard of it! OBRA is a federal law that was passed that extends COBRA for an additional 11 months FOR DISABILITY PURPOSES ONLY!! Why, you ask, is this important? Thanks for asking, let's see if I can explain.
If you are as nieve (did I spell this wrong too? sorry!) as I was when I first started looking to bridge my health insurance from working to Medicare, I assumed that when I got through all of the hoops to qualify for SSDI (Social Security Disabililty Insurance) I'd IMMEDIATELY be eligible for Medicare, RIGHT??? WRONG!!!!
When you FINALLY qualify for SSDI, you have to wait for 5 months before you get your first check. AND, the rules state that, you are eligible for Medicare 2 years (24 months) FROM THE DATE OF YOUR FIRST SSDI PAYMENT. Well, if you add 24 + 5 you get, 29 months between qualifying for SSDI, and Medicare coverage.
OK, I said earlier that COBRA is for 18 months of coverage. Well guess what 18 months of COBRA + 11 months of OBRA equal - 29 months!
BUT, there are two catches to OBRA; first of all, you have a small window of 30 - 60 days to apply ( this window opens the date of your SSDI approval); and, it can cost up to 150% of your plan coverage amount. BUT, if you have a "previously existing condition" this might be the best way for you to proceed.
Again, it is important to contact a Health Insurance Broker to help you with the risk/cost ratio of all of these situations.
It is also improtant to know all of these deadlines as you plan to ensure that you and your family have important health insurance coverage.
HIPAA
HIPAA is a federal law that is called, briefly, the "portability" law for health insurance. What that means is that when you leave a group (read company-paid plan), the carrier that provided that plan, must offer to you, another plan, different from COBRA, when you leave the group coverage. Generally this will be what is called a "bare bones" plan. Again, the best thing for you to do is to call/email a Health Insurance/Benefits Broker with all of your information: SPD, COBRA info, HIPAA info, needs, cost limits, and let him/her help you find the optimum plan coverage for you.
MEDICARE
OK, now, finally, we've reached Medicare! BUT (you really didn't think it would be that easy, did you?) if you have qualified for Medicare because of disability, there are RESTRICTIONS (of COURSE there are!).
First of all, if you are qualifying for Medicare because of disability, you are probably under the age of 65 - normal retirement age.
Medicare coverage does NOT cover prescription drugs, which, those of us with disabilities probably need, and which cost lots.
But, Congress prescribed that states (all but 11) offer what is called "Medicare supplement" plans, some of which do offer prescription coverages. BUT, these plans ARE NOT REQUIRED TO, and do not, offer these medicare supplement plans that offer prescription coverages to folks who qualify under age 65! So, if you are qualifying because of disability, your medical insurance plan doesn't cover one of your primary cost expenditures!
Here again is where you need to contact a health insurance/benefit broker. Again, he/she can work with you, and your specific circumstances, to get you the coverage you need.
Hope that this information was helpful to you. If you have any questions, please feel to ask them by commenting on this blog, and I'll be happy to get you an answer.
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