When it comes to short term health insurance, there are many more options available today then there were impartial a few years ago. Cobra is an option that many of us have today that is provided by our employer. It provides a continuation of group health insurance benefits when we lose our job, or our hours may be reduced making us ineligible for company insurance benefits. This is the best insurance option available, I fill, as it is a continuation of our new policy. We don’t have to go hunt for another insurance if we’re covered by Cobra. As splendid as Cobra is, it is also the most costly perform of a temporary insurance. What your employer traditional to contribute to your insurance is discontinued, and you have the whole responsibility of paying for it yourself. Some of us can’t afford this, which was my spot, a few years ago, so I had to glimpse out another source of temporary health insurance until I was eligible for Medicare. I have made a list of 5 temporary health insurance providers and some of benefits they provide.

1. Amigo-This is the only temporary health insurance belief that provides a copay for an urgent care facility. If you go to urgent care, you don’t have to pay a deductible, impartial a $50.00 copay and you’re covered. There are no out of network penalties, and you have the freedom to settle doctors and hospitals. There is no application fee with this policy and eligibility is 2 to 64 years.

2.Celtic-This is a non-renewable policy for 1 to 6 months only. The deductible is $250. to $1000., depending on the policy you catch. After the deductible is gratified, it pays 80% of the next $5000, and 100% up to 2000,000. This is one the most inexpensive, yet flexible temporary health insurance plans.

3. Fairmont-Pre-admission certification prior to eligible in patient hospitalization or surgery by the covered individual is required within 48 hours. Failure to pre-certify will result in 50% reduction in benefits. Next day coverage for physician services, diagnosis and treatment is available once you’re common for the policy. This is short term coverage for unexpected illness and accidents. No pre-existing conditions are covered, which is standard policy with most temporary health insurance policies.

4. Liberty Select-You can consume any doctor or hospital you chose with this health insurance provider. It pays the 80% or 50% of your medical costs, depending on the policy you chose, after the deductible is jubilant, up to $10,000 and 100% up to 2000,000. You also have the fair to settle your have doctor or hospital for your care.

5. Assurant-This is a accepted temporary health insurance provider in Minnesota, where I live, although it is available in many other states. This is the provider I venerable when I needed temporary health insurance. I was lucky enough not to have had to employ them, as I didn’t obtain sick or require any medical attention when I was with them.
They now let you exercise any doctor or hospital you chose, which they didn’t when I was under their coverage. I lived 2 blocks away from medical facilities, but if I required any care I had to go to a clinic or hospital that was 25 to 75 miles from my home. Their rating as a company is suited, though, so I would recommend them to anyone looking for temporary health insurance.

These 5 providers are different, but in many respects the same. Most of them don’t veil pre-existing conditions so when you are checking out temporary health insurance providers, be certain you know exactly what’s covered, and what’s not covered. Also, some of them don’t have coverage in every place, so check with the providers that are available in the station you live in.

Sources:shorttermhealthinsurance.com
consumerbenefits.com
personal experience

When it comes to short term health insurance, there are many more options available today then there were objective a few years ago. Cobra is an option that many of us have today that is provided by our employer. It provides a continuation of group health insurance benefits when we lose our job, or our hours may be reduced making us ineligible for company insurance benefits. This is the best insurance option available, I bear, as it is a continuation of our unique policy. We don’t have to go hunt for another insurance if we’re covered by Cobra. As sterling as Cobra is, it is also the most costly effect of a temporary insurance. What your employer frail to contribute to your insurance is discontinued, and you have the whole responsibility of paying for it yourself. Some of us can’t afford this, which was my status, a few years ago, so I had to spy out another source of temporary health insurance until I was eligible for Medicare. I have made a list of 5 temporary health insurance providers and some of benefits they provide.

1. Amigo-This is the only temporary health insurance notion that provides a copay for an urgent care facility. If you go to urgent care, you don’t have to pay a deductible, honest a $50.00 copay and you’re covered. There are no out of network penalties, and you have the freedom to determine doctors and hospitals. There is no application fee with this policy and eligibility is 2 to 64 years.

2.Celtic-This is a non-renewable policy for 1 to 6 months only. The deductible is $250. to $1000., depending on the policy you buy. After the deductible is glad, it pays 80% of the next $5000, and 100% up to 2000,000. This is one the most inexpensive, yet flexible temporary health insurance plans.

3. Fairmont-Pre-admission certification prior to eligible in patient hospitalization or surgery by the covered individual is required within 48 hours. Failure to pre-certify will result in 50% reduction in benefits. Next day coverage for physician services, diagnosis and treatment is available once you’re common for the policy. This is short term coverage for unexpected illness and accidents. No pre-existing conditions are covered, which is standard policy with most temporary health insurance policies.

4. Liberty Select-You can exercise any doctor or hospital you chose with this health insurance provider. It pays the 80% or 50% of your medical costs, depending on the policy you chose, after the deductible is tickled, up to $10,000 and 100% up to 2000,000. You also have the true to decide your gain doctor or hospital for your care.

5. Assurant-This is a well-liked temporary health insurance provider in Minnesota, where I live, although it is available in many other states. This is the provider I feeble when I needed temporary health insurance. I was lucky enough not to have had to utilize them, as I didn’t gather sick or require any medical attention when I was with them.
They now let you employ any doctor or hospital you chose, which they didn’t when I was under their coverage. I lived 2 blocks away from medical facilities, but if I required any care I had to go to a clinic or hospital that was 25 to 75 miles from my home. Their rating as a company is reliable, though, so I would recommend them to anyone looking for temporary health insurance.

These 5 providers are different, but in many respects the same. Most of them don’t conceal pre-existing conditions so when you are checking out temporary health insurance providers, be obvious you know exactly what’s covered, and what’s not covered. Also, some of them don’t have coverage in every space, so check with the providers that are available in the position you live in.

Sources:shorttermhealthinsurance.com
consumerbenefits.com
personal experience

You’re one of those, go-getting, micro-business entrepreneurs or an frail fashioned puny business owner … and that means its up to and you alone to choose whether or not you can provide a group healthcare conception to your close-knit workforce. These days, business owners in your plot need more than unprejudiced health insurance for themselves, the availability of group health has become an distinguished recruiting selling point. Besides, it’s frankly in your best interest to be on a group understanding rather than an individual belief. Group health plans often have richer benefits and lower premiums overall because of their shared risk/shared cost structure.

Once you’ve made the decision to offer a group medical belief, you should be aware of the types of health plans available and the many features and benefits they provide. There are many types of group insurance programs. However, I’ll only focus on plans specifically designed to be comprehensive workforce oriented healthcare solutions rather than those focused on specific medical issues.

This is all simpler than its sounds. You stare, most health insurance plans can be broken down into four major categories: Comprehensive Major Medical, HMOs, PPOs and Self Funded Plans.

First Up, the Comprehensive Major Medical Plan

This type of group health policy will provide benefits for expenses incurred by an employee for most medical treatments. This includes benefits for treatments in a hospital, for physician services in or out of a hospital, for treatments needed for the care of accidental injuries, for treatments incurred during pregnancy, and most other medical costs incurred from a “medically notable treatment.

Here are the four riders that can traditionally be attached to comprehensive major medical plans:

Prescription Drug Card – allows for exiguous co-payment by employee when purchasing prescription drugs.

Supplemental Accident Benefits - provides first dollar coverage with no deductible for treatment of accidental injuries.

Dental/Vision Benefits – provides insurance for the specific cost of dental and optical treatments.

Skilled Nursing Care/Home Health Care – provides coverage for the cost of ongoing care in a skilled nursing facility or in the home.

Comprehensive major medical coverage is the celebrated option of most exiguous business owners and micro-business entrepreneurs. However, due to the enriched benefits provided by major medical plans, it can be a fairly costly choice. Secondly, The Health Maintenance Organization (Group HMO)

The sometimes infamous: Health Maintenance Organization (aka HMO) is in reality unruffled mannered Bruce Banner (sorry, objective kidding) HMO’s are managed health care platforms. They apply built-in cost containment features to relieve cut the risk of loss to the underwriting insurance company, thereby reducing the cost to business owners such as, well … you. Here’s an example: Many Blue Cross/Blue Shield plans have HMO options that provide relieve plans for employees who resolve physicians from a celebrated / participating roster of health care providers.

Typically HMOs are organized in distinguished the same method. The inequity centers on the procedure the physician “panel is structured. You peek, prepaid group practice HMOs include practitioners that are located together in an office/complex and are hired by the thought and paid a salary. Individual practice association HMOs include participating physicians who practice individually and are contracted by the HMO. In both cases, the HMO is receiving a prepaid premium from the thought participant.

Next Up, The Preferred Provider Organization (Group PPO)

The not so obnoxious at as all that Preferred Provider Organization is very similar to the HMO, at least in terms of contaminated conception. Group PPOs are fair groups of physicians and hospitals that contract with employers, insurance companies, or third party administrators to provide health care services at reduced fees. Like HMOs, PPOs may be structured as group or individual practices.

The critical differences between Group HMOs and Group PPOs play out as follows:

PPOs do not provide benefits on a prepaid basis but on a fee-for-service basis as services are rendered.

Fees are usually subject to a schedule extinct by all PPO participants.

Concept participants do not have to exercise the PPO physicians or facilities. They can perform a choice each time health care is considerable. However, PPOs usually have lower deductibles and lower co-payments.

Lastly, The Self-Funded Group Medical Plan

The Self-Funded View involves an scheme whereby the employer assumes all the responsibilities and liabilities that an insurance company would normally prefer. Basically, the employer is responsible for payment of all claims. However, can problems arise if your workforce incurs broad claims. Therefore, most self-funded group medical plans will be less economically feasible for tiny business groups but will work quite effectively for firms with medium-sized groups due to the reduced risk.

There are various partially self-funded group health plans that are more feasible for diminutive groups. An insurance company would underwrite this type of belief. The employer would be responsible for the co-insurance fraction of the major medical view, while the employee is responsible for the appropriate deductible. Traditionally, the co-insurance allotment of a major medical understanding is 80% of the $5,000 of medical costs that exceed the deductible. The insurance company is then responsible for all amounts exceeding the deductible and co-insurance.

The total annual aggregate out-of-pocket expenses for the employer work out to be what the average annual cost of a full-blown major medical concept would be for the same group. Therefore, if a company has a fairly apt health history, it may set aside some money with a partially self-funded understanding.

Remember, two or more of the group-oriented health insurance plans above can be extinct in concert with a variety of tax saving strategies.

Before You Go, Here’s a Trace About Group Cafeteria Plans

Cafeteria Plans are available to business owners and their employees for the purpose of funding employee benefits with pre-tax dollars. The essence of a cafeteria idea, as described in IRC Share 125, is that it allows each participating employee to determine among two or more benefits. In particular, the employee may “win nontaxable benefits by foregoing taxable cash compensation. Benefits under a cafeteria conception are puny to cash and sure statutory benefits, including medical, disability and other accidental or health belief coverages, group term life insurance, dependent care, group just services, and 401(k) plans.

There are many different methods of initializing cafeteria plans for puny businesses. Every petite business is different, and cafeteria plans should be approached with that notion in mind.

The choice of what type of group health insurance view will best fit the needs of your workforce isn’t easy one. However, having a basic knowledge of what is available can fabricate the decision a limited easier. The bottom line is a more vital quiz. “Do you want a concept with quality features and benefits? ” or “Do you want to put money? ” In most cases, you will accumulate it difficult to have both.

You’re one of those, go-getting, micro-business entrepreneurs or an old-fashioned fashioned dinky business owner … and that means its up to and you alone to determine whether or not you can provide a group healthcare notion to your close-knit workforce. These days, business owners in your space need more than unbiased health insurance for themselves, the availability of group health has become an considerable recruiting selling point. Besides, it’s frankly in your best interest to be on a group idea rather than an individual thought. Group health plans often have richer benefits and lower premiums overall because of their shared risk/shared cost structure.

Once you’ve made the decision to offer a group medical notion, you should be aware of the types of health plans available and the many features and benefits they provide. There are many types of group insurance programs. However, I’ll only focus on plans specifically designed to be comprehensive workforce oriented healthcare solutions rather than those focused on specific medical issues.

This is all simpler than its sounds. You notice, most health insurance plans can be broken down into four major categories: Comprehensive Major Medical, HMOs, PPOs and Self Funded Plans.

First Up, the Comprehensive Major Medical Plan

This type of group health policy will provide benefits for expenses incurred by an employee for most medical treatments. This includes benefits for treatments in a hospital, for physician services in or out of a hospital, for treatments needed for the care of accidental injuries, for treatments incurred during pregnancy, and most other medical costs incurred from a “medically famous treatment.

Here are the four riders that can traditionally be attached to comprehensive major medical plans:

Prescription Drug Card – allows for microscopic co-payment by employee when purchasing prescription drugs.

Supplemental Accident Benefits - provides first dollar coverage with no deductible for treatment of accidental injuries.

Dental/Vision Benefits – provides insurance for the specific cost of dental and optical treatments.

Skilled Nursing Care/Home Health Care – provides coverage for the cost of ongoing care in a skilled nursing facility or in the home.

Comprehensive major medical coverage is the well-liked option of most limited business owners and micro-business entrepreneurs. However, due to the enriched benefits provided by major medical plans, it can be a fairly costly choice. Secondly, The Health Maintenance Organization (Group HMO)

The sometimes infamous: Health Maintenance Organization (aka HMO) is in reality serene mannered Bruce Banner (sorry, honest kidding) HMO’s are managed health care platforms. They apply built-in cost containment features to serve slice the risk of loss to the underwriting insurance company, thereby reducing the cost to business owners such as, well … you. Here’s an example: Many Blue Cross/Blue Shield plans have HMO options that provide assist plans for employees who decide physicians from a well-liked / participating roster of health care providers.

Typically HMOs are organized in worthy the same device. The contrast centers on the design the physician “panel is structured. You observe, prepaid group practice HMOs include practitioners that are located together in an office/complex and are hired by the concept and paid a salary. Individual practice association HMOs include participating physicians who practice individually and are contracted by the HMO. In both cases, the HMO is receiving a prepaid premium from the opinion participant.

Next Up, The Preferred Provider Organization (Group PPO)

The not so disagreeable at as all that Preferred Provider Organization is very similar to the HMO, at least in terms of outrageous opinion. Group PPOs are fair groups of physicians and hospitals that contract with employers, insurance companies, or third party administrators to provide health care services at reduced fees. Like HMOs, PPOs may be structured as group or individual practices.

The necessary differences between Group HMOs and Group PPOs play out as follows:

PPOs do not provide benefits on a prepaid basis but on a fee-for-service basis as services are rendered.

Fees are usually subject to a schedule former by all PPO participants.

Opinion participants do not have to exhaust the PPO physicians or facilities. They can do a choice each time health care is important. However, PPOs usually have lower deductibles and lower co-payments.

Lastly, The Self-Funded Group Medical Plan

The Self-Funded Understanding involves an map whereby the employer assumes all the responsibilities and liabilities that an insurance company would normally rob. Basically, the employer is responsible for payment of all claims. However, can problems arise if your workforce incurs enormous claims. Therefore, most self-funded group medical plans will be less economically feasible for miniature business groups but will work quite effectively for firms with medium-sized groups due to the reduced risk.

There are various partially self-funded group health plans that are more feasible for limited groups. An insurance company would underwrite this type of thought. The employer would be responsible for the co-insurance section of the major medical understanding, while the employee is responsible for the appropriate deductible. Traditionally, the co-insurance share of a major medical opinion is 80% of the $5,000 of medical costs that exceed the deductible. The insurance company is then responsible for all amounts exceeding the deductible and co-insurance.

The total annual aggregate out-of-pocket expenses for the employer work out to be what the average annual cost of a full-blown major medical view would be for the same group. Therefore, if a company has a fairly suited health history, it may effect some money with a partially self-funded notion.

Remember, two or more of the group-oriented health insurance plans above can be extinct in concert with a variety of tax saving strategies.

Before You Go, Here’s a Impress About Group Cafeteria Plans

Cafeteria Plans are available to business owners and their employees for the purpose of funding employee benefits with pre-tax dollars. The essence of a cafeteria notion, as described in IRC Portion 125, is that it allows each participating employee to settle among two or more benefits. In particular, the employee may “choose nontaxable benefits by foregoing taxable cash compensation. Benefits under a cafeteria conception are microscopic to cash and determined statutory benefits, including medical, disability and other accidental or health concept coverages, group term life insurance, dependent care, group true services, and 401(k) plans.

There are many different methods of initializing cafeteria plans for exiguous businesses. Every exiguous business is different, and cafeteria plans should be approached with that notion in mind.

The choice of what type of group health insurance concept will best fit the needs of your workforce isn’t easy one. However, having a basic knowledge of what is available can build the decision a diminutive easier. The bottom line is a more valuable seek information from. “Do you want a opinion with quality features and benefits? ” or “Do you want to build money? ” In most cases, you will derive it difficult to have both.

Being each other-employed presents many benefits and advantages; unfortunately therapeutic insurance isnt one of them. Self employed beings have to rummage around out their own health insurance provider, and this can be considerably more expensive than an employer-backed growide awake rate. Self-employed free of chargelancers may qualify for group discounts and services if they congregate certain sets and affiliations, on the other hand this isnt the only option to get intense health insurance rates. reasonable health insurance plans are available from a style of netessays and health insurance providers; heres where to turn:

Start with Health Insurance Quotes
Dont serene for the first health insurance provider you find from a Google search; the best way to find a wide range of rates and services is by reaching a quote from a health insurance database. NetQuote is a great region to start, as this one compares rates from leading health insurance providers including American Family Insurance, Kaiser, Humana One, and Assurant Health. yet if you dont sign up with any of these companies, youll have a good idea of the rate ranges and services available in your area.

Review Rates from Self Employed Insurance Group
This is a sales and sales promotion agency for health insurance, that takes care of the approval stage of your requests. The health insurance providers in this network are not largest companies, and the company works with association health plans instead. Its a private company that wont retail it to you your information to third parties, and can help you secure a couple solid health insurance packages in a very short period of episode.

Get a Free Quote from eHealthInsurance.com
If youre looking for a temporary tactic or just a standard individual health insurance policy, this is another valuable resource. eHealthInsurance.com specializes in short-term, student, and dental insurance if you crave other services as well, and the application algorithm is very frank. Health insurance insurance plans are available from Humana, joined HealthCare, Aetna in the course of others.

Learn the Ins and Outs of Health Insurance for Self Employed Individuals at HealthInsuranc.org
If youre wondering how association-endorsed health insurance eplans work, or just required to find out how to relax health care costs, this is a valuable resource to take the by the book strategy. You can also get a free health insurance quote for a variety of plans on the site.

Finding affordable health insurance when youre self employed can take some time, but reviewing and comparing at least 5-6 options is the best way to choose the right match. When you dont want to spend too much for health insurance coverage, but still want a reliable and trustworthy health insurance provider, brand use of any of these resources to find the best fit.

If you have health insurance, then you probably wonder that youre safe should anything happen, such as an illness or injury. Fortunately, this is usuthe entiretyy the case, but what happens if your insurance organization retroactively deletes your diary? This doesnt happen very always — less than 0.5% of the epoch, according to USA Today — but if it does, you can find yourself in medical debt that numbers into the hundreds of thousands of dollars. when an insurance company retroactively cancels your health insurance, that means you are liable for the money spent on your health care, regardless of the reasons.

Lawsuits across the country are in anticipation of as to whether or not this maneuvers is illegal. According to the law, insurance companies cannot retroactively cancel a health insurance policy unless they have been defrauded in some way by the consumer. For illustration, if you failed to disclose a heart infirmity, your insurance company might retroactively cancel your policy if you wind up in the hospital following a heart defy.

In order to procure health insurance, you must, at the very least, fill out an application that goes into detail with regards to your medical earlier period. Omitting facts or misrepresenting them is considered insurance fraud and could result in the retroactive cancellation of your health insurance policy. In some cases, physicals are requested in order to obtain health insurance, but this is positively not a universal policy. The health insurance company relies on you, the consumer, to disclose any information that might upset their decision to insure you.

When you provide the health insurance company with false or incomplete information almost your medical history or a past diagnosis, they have the right to claim that you defrauded them. They will say that they would have declined to insure you or that they would have charged you a higher rate based on the risk factor in providing you with insurance. When the insurance company retroactively cancels an insurance policy, the consumer has little recourse except to row a lawsuit, which some incensed consumers have done above the closing five years.

To avoid having your health insurance retroactively canceled, your best stake is to provide full and complete disclosure of your medical history:

1. Mention any past diagnoses, no matter how small they might seem. Even if your physician has declared that you are cured, the insurance company should know about it.

2. Ask the insurance company when in doubt about what to include. You can also consult with an attorney for advice on what to plant on your health insurance application form.

3. Clarify the specifics of a diagnosis. Sometimes, insurance companies retroactively cancel a health insurance plan even given that of an honest mistake. If you dont understand your diagnosis, ask your physician to provide further details.

You dont want to find yourself in a situation where you lack health insurance, so make sure that you are following all of the rules and procedures down to a “T”. If your insurance company does retroactively cancel your health insurance, communication an attorney immediately to pursue any recourse and to ascertain your preferences.

Shortly behind the birth of our first son, my husband and I experienced an incredible stun. We thought we saw prepared for the diapers, the late night feedings, and the complete lack of doze. However, the cost of relations health insurance shocked us more than anything else.

There we were in our late twenties, both perfectly healthy. We had finished our undergraduate degrees and were both ongoing to take excess courses as we needed to. We were both working and finally enjoying the contentment of being able to pay our bills completely on our own. We had group health insurance through my husbands employer, as I did not have insurance available to me through my employer.

The group safe havenage for employee and spouse was not cheap, but it was do-able for us. I chose my medical care providers throughout my pregnancy and I was essentially happy with the care I received. We spent approximately $3,000 out-of-pocket for maternity and pregnancy related expenses. A huge collapse into our meager savings, but again, it was still do-able.

When our son was born and we added him to our insurance however, the cost of our family policy skyrocketed to more than double the cost of our total monthly alive expenses! With an infant to care for and our closest relatives more than three hours aroad, I was staying at home during the day with our son and working part-time in the evenings when my husband came home from work.

I was also exclusively breastfeeding, washing cloth diapers, and making all my sons baby food to help offset the costs of my not working full-time. Still, when the annual enrollment window came around, we knew we had to make some changes if we were surging to continue to pay our bills and our student loans.

We decided on the employee and one group plan for my husband and son, and then chose an Aetna Advantage High Deductible PPO Plan for me. For a little over a hundred dollars a month, I had some sort of basic health insurance coverage which we felt would be acceptable temporarily except we could find the money for to work something else out when our son was a little older.

I was adolescent, healthy, and I only ever went to the doctor for my annual physical because I hated doctors and generally avoided them. Also, since I was exclusively breast-feeding and on the pill, I wasnt planning a second pregnancy anytime soon and the likelihood of that occurring was about 99.9% unlikely.

However, part of the reason we choose an Aetna policy was due to the fact that it was the only plan we researched that offered immediate maternity coverage for women in my position. In comparison, other policies we considered offered maternity coverage only if the policy had been in effect for at least a year. I thought I was making an educated and researched decision.

For the first six months of breastfeeding, I was set a mini-pill. When my son started solid foods, my prescription switched to a universal strength pill, which immediately methodized me terribly sick. I continued to take it yet made an appointment with my OB/GYN to see if there was a different medication I could try. You cannot imagine my shock when she informed me that I was already one million0 weeks pregnant! I cried all the way home as I thought I had been doing everything within my power to be an educated, in charge, and loving mother.

I cried even harder a few weeks later on when the first pregnancy related bills started to arrive in our mailbox. The only insurance policy that was supposed to offer maternity coverage paid literally nothing. So, I called and talked to a very nice and understanding customer service representative who explained everything to me in the whole story and enlightened me to my complete and total ignorance.

I understood that a high deductible PPO plan meant that I had a high deductible. I had braced myself for being responsible for the $3,000 deductible before the policy would be of any benefit. However, what I had not anticipated was that the deductible year was from January 1 – December 31, regardless of my pregnancy related expenses.

Let me explain.

I found out I was pregnant in August 2006. Since I had not been to the doctor at all that year, I still had the full $3,000 deductible until the plan would pay a dime of my maternity care. Not only that, on January 1, 2007, my deductible would go right back up to another $3,000 for the 2007 year. Also, as soon as my baby was born, he would have his own $3,000 deductible.

A bit bewildered, I recall asking the charitable customer service lady, “So, what youre saying is this pregnancy is going to cost me $9,000 before this policy will even cover anything at all, so Im paying more than a hundred dollars a month for pretty much absolutely nothing?” The customer service representative very quietly squeaked “yes,” and that she was sorry but there was nothing else she could do to help me. She added that most all other policies are this same way and that probably my only other option, if I qualified, was to check into Medicaid.

Somehow, the individual who originally sold me this policy completely failed to mention to me how pregnancy coverage really worked. Then, since it wasnt something I was planning on needing I also didnt think to ask. I knew the coverage I had wasnt exceptional, but I felt secure that having something was better than nothing, right? I couldnt have been more mistaken.

I sincerely hope other women can learn from my mistake. If you are thinking about getting pregnant, wanting to get pregnant, or even afraid of having a little surprise, please make sure you really understand your health insurance coverage so you are more prepared. If your insurance coverage deductible runs from January 1-December 31, my suggestion would be to try and get pregnant between mid-November and the total of February. In that instance, your 9-month pregnancy will be limited to one deductible year. This can potentially save you a bundle of money, as your little bundle of joy should absolutely not be a bundle of financial woe.

As I cried and tried to explain to my OB/GYN that she was mistaken, I recall her assuring me that I indeed was going to have another baby whether I had planned it or not. She said this little baby just somehow must have really wanted to be here. Obviously, this little baby knew absolutely nothing about health insurance.

My husband and I have always worked hard, and we have always strived to be independent and self-sufficient individuals. Though we have under no circumstances had everything we ever wanted, we have always made do, and we have had everything we always really needed. It was an incredible blow to both our ego and our pride to face the realization that we needed some help in our situation.

In the America that we live in today, I am quite appalled that the right to life is so unreasonably expensive for the working heart class. I love my two boys dearly, and there is nothing I wouldnt do for either of them. My pride has fallen, yes, but my dignity is intact, and I will recover. I also never want my infant child to know that the $500 alternative was not an option, because I was already too far along when we realized the direness of our situation. No mother should have to be able to admit that to her child. Nor should any mother everyplace have to even remotely consider that option.