Health Care benefits after termination (employee, employer, job, company)

[mortimer]

My company is laying off an employee with a sick daughter. I assume
that over 50% of the expenses by the health care vendor is probably
just for the girl. I also assume that the reason the layoff is happening
is because of that cost which will probably show up in premiums later.

The daughter will need ongoing treatments that were started
previous to dismissal. Has anyone had experience with this?

Is it necessary to pay COBRA to receive ongoing treatments?

I can imagine that some treatments/procedures would be denied
due to the fact that they are not necessary at a particular time,
even though they will be necessary some day.

I can also imagine that some procedures would need to be performed within a
time window and are not possible unless previous procedures were performed.

I consider her to be an essential employee who will need to be replaced with
temp workers, so the cost of her salary isn't really going to save the company
any money at all. I'm p|ssed, Lots of us are.

[Zembonez]

These situations vary greatly by state, the insurance company's policies, and the willingness of the employer to work with the ex employee. Since the patient is a dependent and not the actual employee, this may get sticky.

[kodaka]

Yes it is necessary to pay COBRA to receive coverage for treatment under the company's health care plan. The child would likely be eligible for Medicare if the parent loses their job and associated coverage. It might result in a different treatment plan or require that she see different doctors.