Cook & Associates

Description

We use this information to provide you and your company with a market analysis of Medical/Dental/Vision/Life/AD&D/Std/Ltd products and constantly compare alternatives and make recommendations of changes or additions to your plan(s). We use this information to review the employee participation in your benefit programs. We use this information to review the financial standing of the in-force plan(s). We also use this information to help resolve employee claim issues when they arise with the various carriers. We restrict access to all company and personal information to those employees or companies who need access to that information to provide products or services to you or to us as described above. We will not sell, share or rent this information to any source(s). We also have physical, electronic and procedural safeguards in place to guard this personal information. We understand the importance of privacy and therefore, we use these privacy practices and policies to protect the personal information of prospective, current and former clients. We want to take this opportunity to thank you for allowing us to serve your needs now and in the future.

If you are covered under your employer's health plan and you lose your job, have your hours reduced, or get laid off, and your employer's health plan continues to exist, you and your dependents may qualify to purchase temporary extended health coverage under COBRA at group rates under the employer's plan. Divorce, legal separation, loss of dependent child status, the covered employee's death or entitlement to Medicare, may also give your covered spouse and dependent children the right to elect continued coverage under COBRA. Your plan must be notified of these events. Generally, COBRA covers group health plans maintained by employers with 20 or more employees. The group health plan is required to provide you with a written notice indicating your eligibility for COBRA coverage. If you are eligible, you will have 60 days from the date the notice is sent or from the date your coverage ends-whichever is later-to elect COBRA. If the employer is too small to be subject to COBRA, state law may require the plan's insurer to provide some continuation coverage.

When you're thinking about retiring, be sure you understand the documents governing your health care plan. Review your SPD, and any documents you have received that would modify it. Also, request copies of any formal written documents that outline how your plan operates, and any other information on your employer's policies on retiree health care benefits. Realize that although some employers continue to provide health care benefits to their retired employees, private sector employers are not required to provide retiree health benefits. And remember, federal law does not prevent employers from cutting or reducing health benefits under plans available to participants and their families, unless there has been a specific promise to continue them that can be legally enforced. So before you retire, think about saving money to use for any coverage gaps that may occur before you are eligible for Medicare.

Accident insurance was first offered in the United States by the Franklin Health Assurance Company of Massachusetts. This firm, founded in 1850, offered insurance against injuries arising from railroad and steamboat accidents. Sixty organizations were offering accident insurance in the U.S. by 1866, but the industry consolidated rapidly soon thereafter. While there were earlier experiments, the origins of sickness coverage in the U.S. effectively date from 1890. The first employer-sponsored group disability policy was issued in 1911.

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