NFT: Healthcare Question - Domestic Partners

.....will your employer recognize a domestic partner?

Some companies do, some don't.

Your other option of course is COBRA, which will honor her previous insurance (at higher cost) for 18 months.

...I worked for a company that did support domestic partners for health coverage, and I had to submit to my employer three pieces of proof (common address, shared bank account, she was my beneficiary etc).

There was no formal document needed to be recognzied by the state I lived in.

The company recognizes domestic partners.

In comment 14925412 HeftyLefty said:

Quote:

The company recognizes domestic partners.

So I would think if you give the required documents the company requires - because they are paying as part of a group insurance - you'll be fine.

I am even surprised the health provider even cares.......

And you wouldn't need anything from your local/state govt stating you are in a domestic partnership.

to accomplish what you are trying to do. One needs a "life event" to be added to another policy,,,ie getting married, having a child (the child would be able to be added to the policy). The life event allows one to be added right then and there.

When I lost my job. COBRA sucks or at least my job had shit coverage that was super expensive for me to stay on.

Can you end the partnership unilaterally, or do both partners have to agree on it?

In comment 14925511 SCGiantsFan said:

Quote:

to accomplish what you are trying to do. One needs a "life event" to be added to another policy,,,ie getting married, having a child (the child would be able to be added to the policy). The life event allows one to be added right then and there.

Loss of job is generally considered a life event.

As mentioned, it’s really up to your employer since they would determine if Domestic Partnership is covered. If DPs are covered, then should be a simple process for you. The insurance provider shouldn’t need to be consulted. I’d present the situation your employer and they should hopefully walk you through the process.

Also, if you are in NY, cobra coverage is extended for 36 months.

1) If your HR admins benefits in-house, contact them to confirm DP policies. Else contact the 3rd party administer and understand the policy and what proof you will need to provide (or will need to have available if audited). This will spell out the conditions (typically length of cohabiting a space) that you need to meet to qualify.

2) Provided you can cover a DP and you meet criteria, ask your HR/administer to create a Spouse/DP Loss of Coverage event. This is a Section 125 Qualified Status Change and it will need to be dated to coincide with the date in which your DP lost their coverage. This is time sensitive (typically within 30 days), but there are easements in place due to COVID-19.

Additionally, COVID-19 has resulted in some revisions to legislation and guidelines with HIPAA Special Enrollment Periods. Depending on interpretation of legislation at your company, there may be other enrollment opportunities to add the DP (again assuming they meet eligibility) if challenged on the Spouse/DP Loss of Coverage event.

3) Be prepared to understand total costs - including imputed income. Assuming your DP does not meet the threshold for a dependent and thus tax-free benefits, the net benefit gained from covering this DP will result in an imputed income deduction or the amount being reported on your W2, thus impacting your tax return.

Ask to confirm what they will be charging/withholding/reporting to understand total cost (especially against COBRA, etc.).

and marry her. Problem solved.