• Private Insurance - FAMILY PLAN
  • Primary Benefit - Birthday Rule
  • Maintaining Coverage after age 18
    • Student Status
    • Dependent
      
      
• Private Insurance - COLLEGE HEALTH INSURANCE
• Private Insurance - EMPLOYER
• Private Insurance - MAINTAINING COVERAGE
  • HIPAA - Portability & Continuation of Insurance
  • COBRA - Consolidated Omnibus Budget Reconciliation Act
    
    
• High-Risk Health Insurance Plans - High-Risk Pools
• Self-insured / ERISA - Employee Retirement Income Security Act
• Private Insurance Resources

• Private Insurance - Family Plan

This is usually something your parents pay for through a policy they get a work. Your medical needs are paid for because they most likely have a Family Plan, that paid for care for all family members. Once you turn 18 you are legally an adult so what does this mean for you health care insurance? Check your plan to see if there is an age cap. When does it start and under what circumstances, such as changing jobs? Some plans will cover young adults if they are students. What happens if the youth can only attend part-time due to the disability or chronic illness?

• Primary Benefit- Birthday Rule

If both your parents work, or if you have step-parents who work, it might be possible for you to be on one of several plans.

• Primary coverage is determined by the birthday rule. The parent whose birthday comes first is the primary insurer.
• Two parent and divorced families may have multiple coverage. Remember first birthday usually determines primary coverage even in blended families. Important to note: the parent who has custody and has a family health insurance plan - his/her plan is usually considered to be the primary coverage - unless - the divorce decree states otherwise.
  
  (e.g. Mother has custody of child/youth and the divorce decree mandates the father to pay for and provide family health insurance plan that will cover the child's/youth's health care. In this instance his family health insurance plan would be the primary insurance. If wife #2 also had a family plan, her insurance would be secondary. If wife # 2 did not have insurance and the mother did, the mother's insurance would be the secondary benefit. A copy of the divorce decree would need to be shared with the insurance company and with selected providers that will serve as documentation (proof of the divorce decree mandates insurance coverage.)

• Maintaining Coverage after age18

Many health care insurance plans allow you to remain on the policy without change in premiums as long as:

1. STUDENT STATUS You go on to college or technical school and are still depending on your family for financial support. Family plan coverage may be continued for unmarried children from age 19 through the end of the month dependents turn age 25 (some policies, age 23), if they are full-time students and dependent upon their parents for support and maintenance. Each state has laws that include health care coverage for young adults on family plans.

Annual re-certification Varies from plan to plan. Usually may require copy of grades or note from college stating you are a full-time student.

NOTE: If your health issues are sometimes unstable and may prevent you from carrying a full-time load, then you might want to consider requesting adult disabled dependent child status. This way you can attend classes part-time and when possible full-time without being in jeopardy of losing your insurance coverage. Your coverage can continue as long as you are not gainfully employed, usually living at home and require majority of support (physical and economic) from your parents/family. Some plans require that you live in your parent's home to be eligible. Some plans have an age cap.

2. DEPENDENT - You are permanently disabled and depend on your family to support you. Your parents insurance policy calls this Continuation of Coverage for Severely Handicapped Children”. Eligibility continues to any age for covered dependent children who are incapable of self-sustaining employment because of mental retardation or physical handicap, and become so prior to age 19. The policyholder must notify his/her employer s benefits office when the handicapped dependent turns 19 or 25 of the need for this special coverage. Many states have laws that mandate continued family coverage if an adult child is dependent and disabled Annual re-certification - Each year you will need to submit a letter to the insurance company that states your diagnosis and gives an explanation of how it affects your functioning. You might include a one-page medical summary that describes your disability, chronic health issues, potential decline and need for support in ADLs; a letter from SSA if you are an SSI recipient, and other related brief reports. Some families/youth prepare a draft letter for their doctors to retype and sign that will be sent to the insurance company when they request documentation that you have a permanent disability.

Resources:

HRTW TIPS & TOOLS: INSURANCE STATUES
State-by-state listing of statues that mandate provision to continue health care insurance for adult children who are disabled and dependent on their parents' private health insurance coverage family plan.

HEALTH INSURANCE OPTIONS AFTER LOSS OF "DEPENDENT" STATUS
http://info.insure.com/health/dependentcoverageloss.html
Many young adults (and their families) worry about health insurance coverage when they lose their status as dependents on their parents' health plans. But there's no need to panic. Some colleges and universities offer health insurance to both undergraduate students and graduates. Even when this option is not available, there are several others that are suitable for young adults searching for health insurance alternatives.

ECONOMIC RESEARCH INSTITUTE
States - Compensation & Benefit Legislation
http://www.erieri.com/freedata/hrcodes/index.htm?arkansas. htm
This site provides state-by-state database of State Compensation, Benefit Legislation and notes states that have statute for adult disabled dependent child health insurance provision.

• Private Insurance – College Health Insurance

eHealth Insurance – College Students
http://www.ehealthinsurance.com/ehealthinsurance/aboutUsCopy/
HealthInsurance101ForCollegeStudents.html
Lists alternatives for college students

FAQs-Student Health Insurance
http://www.student-resources.net/plans/faq.htm
Answers to frequently asked questions by college students about insurance.

Insure.com – College Students
http://info.insure.com/health/collegestudents.html
Questions to ask about a college health insurance policy.

If you are working at least 32 hours a week many companies have an insurance plan (or selection of plans) that you can buy into. Some employers pay the premiums or a portion of the premiums for health insurance plans as a work benefit.

This is a BIG decision. It s a good idea to ask someone to help you look over the choices and find the one that best meets your needs. Some plans offer cheaper prescriptions but high co-pays for doctor visits. Some plans restrict you to using only the doctors that are in their plan and may not include your doctor.

There may be plans that offer almost everything you want, but are expensive. No plan will offer all you want at a price that is affordable. Keep in mind that you can always change to another plan the next year when you renew your health insurance with your employer during the open enrollment” period.

ISSUES for working youth with special health care needs to consider:

• DROP FROM FAMILY PLAN - If you are working and paying for insurance through your employer, you will be dropped from your family s health insurance plan.

• WAITING PERIOD UNTIL PLAN STARTS - There usually is a waiting period before benefits will start - this can be as long as six months in some plans (usually if your job has a probationary period). How will you cover your health care costs during this time?

• PRE-EXISITING CONDITIONS

HOW TO GET THEM TO BE COVERED AND NOT EXCLUDED
If you have a health condition already, many insurance plans make you wait 12 months before they will pay for services and supplies or for that condition . This means you will have to pay for those items along with paying for your health care insurance premiums while you wait to become eligible.

There is a way to avoid the pre-existing waiting period. If you have been on another group health insurance plan (such as your parents policy) for at least 18 months you can obtain a certificate or other method of proof that you had coverage (pay stub from your parents, health insurance card that lists your name on it)

The law that covers this transfer of eligibility from your old group plan to your new one is called HIPAA - Health Insurance Portability and Accountability Act. It does not apply if you were covered under an individual plan or switch to another individual plan. This is an important consideration when you choose the company to work for. Make sure one of their benefits is a health plan that will accept the HIPAA certificate from your previous group plan (or your parents plan). (Federal website for HIPAA http://www.dol.gov/dol/topic/health-plans/portability.htm)

* See also HIPAA in Laws, Legislations, & Statutes.

• Private Insurance - MAINTAINING COVERAGE

When either leaving a job and starting a new one or through the loss of employment, your health insurance benefits and eligibility can continue through two legal provisions: HIPAA and COBRA.

PORTABILITY and CONTINUATION OF INSURANCE

• HIPAA - Health Insurance Portability and Accountability Act, 1996
Portability between plans and protection against pre-existing conditions  

Federal Link: www.dol.gov/dol/topic/health-plans/portability.htm 

• What is it
• Who is Covered
• What it costs
• Impact for YOUTH
• Guides
• Resources

What is it : HIPAA stands for the Health Insurance Portability and Accountability Act. This law, passed by Congress in 1996, establishes federal standards for group and individual health insurance plans. The Act sets minimum standards for guaranteed renewal of insurance, waiting periods for pre-existing conditions, and credit for prior health insurance coverage. It helps to protect your rights to health coverage during events such as changing or losing jobs, pregnancy, moving, or divorce. It also provides rights and protections for employers when getting and renewing health coverage for their employees. HIPAA is NOT an insurance policy. The law was designed to ease a problem known as "job lock" — the reluctance to move from one company to another for fear of losing health coverage.

Who is Covered : A certificate of creditable coverage is a document that describes how much insurance coverage you have had (that will be credited to you), and the date the coverage ended.

HIPAA and Group Health Plans

Important HIPAA rights and protections for group health plans include:

• Limits on preexisting condition exclusions
• Prohibition of discrimination based on health factors
• Requirements for special enrollment opportunities for people who lose other group health coverage or gain new dependents, such as a spouse or a child
• Requirements for certificates of creditable coverage
• Guaranteed availability of group health plans for small employers
• Guaranteed renewal of all group health plans at the option of the employer

Special enrollment allows you to begin health coverage without having to wait for your group health plan to have an open enrollment period. If you have special enrollment rights, you may enroll even if your plan does not have open enrollment. Your employer s group plan must allow for special enrollment when you or your dependents lose other health coverage, or you gain new dependents.

A preexisting condition exclusion limits or denies coverage because of health problems that existed before the date that coverage of a new plan or policy went into effect. A pre-existing condition is generally considered a physical or mental ailment for which medical advice, diagnosis, care, or treatment was recommended or received before you enroll in a health insurance plan. It can also be a problem you were aware of, but for which you never sought treatment. Under some policies, a medical problem can be considered pre-existing even if you didn't know you had the problem before you bought your health plan.

HIPAA and Individual Coverage

Important HIPAA rights and protections for individual coverage include the following:

• HIPAA-eligible individuals are guaranteed the right to purchase individual coverage
• Preexisting condition exclusions are not allowed for HIPAA-eligible individuals
• Certificates of creditable coverage are required
• Individual health insurance coverage is guaranteed to be renewed

HIPAA prohibits health insurers that offer policies to individuals from denying enrollment or imposing any preexisting condition exclusion periods for those eligible. To be HIPAA-eligible, one must have had creditable coverage for 18 months with no gaps in coverage of more than 63 full days within or after the 18-month period, and also must have exhausted any coverage available under COBRA or other state and/or federal programs. States may use a high-risk pool as an acceptable alternative mechanism” for satisfying this requirement (CMS 1999).

Certification of Prior Coverage
Individuals whose coverage ends under their group plan, will receive written certification of the time period that was covered. This certification of coverage may be used as a credit to reduce pre-existing condition limitations when they enroll in a new plan.

Creditable Coverage
www.ehealthinsurance.org/org/UICoverageOptions.html
The purpose of creditable coverage is to give you credit for prior health care coverage. You will generally be deemed to have creditable coverage if your prior health care coverage was under one of the following:

• A group health plan
• A governmental or church plan
• Health insurance coverage (care under any hospital or medical service policy or certificate, hospital or medical service plan contract, or HMO contract)
• Medicare (Parts A and B)
• Medicaid
• CHAMPUS
• A military-sponsored health care program
• A medical care program of the Indian Health Service or of a tribal organization
• A state health benefits risk pool
• A health program offered under the Federal Employees Health Benefit Program
• A public health plan, such as one provided by a state or local governmental political subdivision
• Health benefit plan provided for Peace Corps members

Creditable coverage does not include:

• Coverage only for accidents
• Disability income insurance
• General or auto liability insurance
• Workers' compensation
• Auto medical payment insurance
• Credit-only insurance

Whenever you leave a health plan, either group or individual, get a "certificate of creditable coverage" in writing. Your certificate should list the following:

• Your coverage dates.
• Your policy ID number.
• The insurer's name and address.
• Any family members included under your coverage

This certificate/letter is the easiest way to ensure your rights under HIPAA. It should be free of charge from your plan administrator. You can use other evidence to prove creditable coverage. This include:

• Pay stubs that reflect a health insurance premium deduction
• Explanation-of-benefit forms
• A benefit-termination notice from Medicare or Medicaid
• Verification letter from your doctor or your former health insurance provider that you had prior coverage

As an alternative method of determining your creditable coverage, insurers can look at your coverage for five specific benefits: prescription medications, vision, dental, mental health, and substance abuse treatment.

If you had a group health plan for 12 continuous months, but only had dental benefits for six months, you would only be credited for six months of dental coverage. Your new group health plan could impose a six-month waiting period for dental coverage.

Remember that you cannot have a break of 63 days or more without creditable coverage. Any health insurance plan coverage prior to a break in coverage of 63 days would not be credited against a preexisting condition exclusion period.

If you become covered under a group health plan, check with the plan administrator to see if you need to provide this certificate. You may also need this certificate to buy, for yourself or your family, an insurance policy that does not exclude coverage for medical conditions that are present before you enroll.

Does not cover - What does HIPAA NOT do?

HIPAA does NOT:

• Require employers to offer health coverage
• Regulate the cost of health coverage
• Regulate the types of benefits that must be offered
• Provide protections when you wish to change from one form of individual coverage to another. Short-term limited duration insurance is a health insurance policy that expires within 12 months after you purchase the coverage. These policies provide coverage to people with a short-term need, such as when in between jobs.

What it costs: Nothing.

WHAT NEEDS TO BE REQUESTED: The person who is changing jobs will need to request from the Health Benefits office a form called Certificate of Creditable Coverage that documents continuous health insurance coverage for a minimum of 18 months prior to switching jobs. Sample forms can be found from CMS http://cms.hhs.gov/hipa a/hipaa1/content/certificates.asp

Sample format - This certificate provides evidence of your prior health coverage. You may need to furnish this certificate if you become eligible under a group health plan that excludes coverage for certain medical conditions that you have before you enroll. This certificate may need to be provided if medical advice, diagnosis, care, or treatment was recommended or received for the condition within the 6 month period prior to your enrollment in the new plan.

Impact for YOUTH: This certificate is especially important if you or others on your family plan have pre-existing conditions. This certificate will allow your health plan to start without extra delays or waiting periods due to an existing condition.

GOOD NEWS  

• If the youth is attempting to get a new insurance policy through an employer then this certificate will waive pre-existing condition waiting periods.

MAYBE A PROBLEM  

• If the policy holder is the parent who is getting another job, there is a potential problem for the adult disabled dependent child in meeting the state statute for continuation in coverage. Some employers require the adult disabled dependent child to be on the person s policy prior to 19.

Guides:

CMS-HIPAA OnLine
cms.hhs.gov/hipaa/online/default.asp
HIPAA OnLine is an interactive tool that helps answer questions about your rights and protections under the Health Insurance Portability and Accountability Act. HIPAA OnLine guides you to an answer by asking you questions about your health coverage and situation.

• COBRA - Consolidated Omnibus Budget Reconciliation Act

• What is it
• Who is Covered
• What it costs
• Impact for YOUTH
• Guides
• Resources

What is it: COBRA is the federal law that requires employers to continue to provide their health insurance coverage to employees who have been laid off or terminated. The coverage may extend from 18 to 36 months. To obtain coverage under COBRA, the employee or their dependent must apply to the employer within 60 days of termination of their employment and pay premiums.

Who is covered: COBRA is mandated for companies that employ 20 more people (including part-timers.) Some states have COBRA statutes aimed at companies with less than 20 employees sometimes called mini-COBRA.” info.insure.com/health/cobra3.html

 Exempt from COBRA

• Federal government employee plans and church plans
• Individual health insurance
• Self-insured health plans

• Up to 18 months for covered employees, as well as their spouses and dependents, when workers otherwise would lose coverage because of a termination or reduction of hours;

• Up to 36 months for spouses and dependents facing a loss of employer-provided coverage due to an employee's death, a divorce or legal separation, or certain other "qualifying events."

• Additional 11 months (up to 29 months) is available to employees who are disabled at any time during the first 60 days of COBRA coverage and applies as well to the disabled employee's non-disabled qualified beneficiaries; (1996; PL 104- 191; Effective Jan. 1, 1997, HIPAA)

What it costs: Plenty, but it is better than not having insurance coverage and a pile of unpaid medical bills. COBRA participants must pay for the full premiums out of their own pockets, plus up to a 2 percent administrative fee.

Impact for YOUTH: Youth can still be covered (1) if they are a dependent of the policy holder or (2) loses dependent status due to qualifying events such as working, no longer a full-time student, or marriage.

Guides:

PERSONNEL POLICY SERVICE, INC. HR Professional's Quick Guide to COBRA
(Healthcare Continuation Coverage)
http://www.ppspublishers.com/cobraguide.htm
Prepared by the editors at Personnel Policy Service, Inc., and taken from flagship publication, the Personnel Policy Manual, this 13-page document details how to comply with COBRA requirements.

10 Things You Should Know about COBRA
How to Keep Your Health Insurance When You Lose Your Job
http://info.insure.com/health/cobratips.html
Sixty-seven percent of Americans under age 65 who have health insurance receive it through an employer. So it's little wonder a fear of losing your job is compounded by a fear of losing your health insurance. You may be eligible for the continuation of your health insurance benefits through a federal law known as COBRA — short for the Consolidated Omnibus Budget Reconciliation Act.

• High-Risk Health Insurance Plans - High-Risk Pools”

• What is it
• Who is Covered
• What it costs
• Impact for YOUTH
• Guides
• Resources

There are two primary alternatives for those whose medical history makes it impossible to obtain health insurance in the private market.

• HIGH RISK POOLS - First, you may wish to investigate some of the state sponsored health insurance options available in your state. Often times these high-risk pool alternatives can be quite expensive but may be the only alternative to obtain health insurance for some people.

• HIPPA ELIGIBLE - The second alternative is only for HIPAA-eligible individuals: those who are leaving group health coverage they had for at least 18 months, have exhausted COBRA coverage, and meet other requirements.

What is it: Health insurance risk pools are special programs created by state legislatures to provide a safety net for the "medically uninsurable" population. These are people who have been denied health insurance coverage because of pre-existing health conditions, or who can only access private coverage that is restricted or has extremely high rates.

Who qualifies: Since most high-risk pools were designed to accommodate these medically uninsurable people, members of this group constitute 72% of pools enrollees on average. The main exception is Alabama , which is open to HIPAA-eligibles only.

People who

• Are denied coverage in private market
• Eligible for portability under HIPAA* (in 23 states)

* HIPAA prohibits health insurers that offer policies to individuals from denying enrollment or

imposing any preexisting condition exclusion periods for those eligible. To be HIPAA-eligible, one must have had creditable coverage for 18 months with no gaps in coverage of more than 63 full days within or after the 18-month period, and also must have exhausted any coverage available under COBRA or other state and/or federal programs.

• Can only access insurance at rates higher than pool (some states)
• Other special cases (some states)
• Must be residents of that state. State legislation outlines a range of residency requirements for eligibility

They largely serve people who are self-employed or work for businesses that don't offer insurance (i.e. people in the individual market). More than 250,000 enrollees in the 30 states that operate risk pools have been provided with comprehensive insurance protection since the first pools were started in 1976.

Proof of at least ONE of the following:

• PROOF OF REJECTION. Individuals must prove they have been rejected for similar health insurance coverage by at least one insurer.

Six states require two denials: FL, KS, KY, LA, MT, and OK.

• PRESENTLY INSURED WITH A HIGHER PREMIUM. State residents are eligible for plan coverage even though they are currently insured, if their present insurance has a higher premium than offered under their plan.

• PRESENTLY INSURED WITH A RIDER OR RATED POLICY. An individual is eligible for plan coverage even though they are currently insured, if their present insurance has a rider attached or is rated (this is usually to cover an existing health condition).

• PRESUMPTIVE ELIGIBILITY – Individual has a medical condition that has been designated as not requiring proof of denials. ( AK, CO, IL, IN, IA, KY, MN, MS, MT, NE, TX and WI)

What it covers: Differs state to state. Check state High Risk Pool Web sites http://www.selfemployedcountry.org/riskpools/states.html

Additional state profiles are available from the Institute for Health Care Research and Policy, at Georgetown University www.healthinsuranceinfo.net

Reciprocity agreements

Several (but not all) states include a reciprocity agreement for acceptance into the plan, which means that if an individual has been enrolled under a similar state plan, has met the pre-existing waiting period and has not used up the lifetime maximum, he or she is eligible to apply in another state after meeting the residency requirement.

What it costs: Varies from state to state.

Some examples are:

• Premium prices range from an average of $1,832 per year in Washington (4% of median household income) to $4,920 per year in Missouri (12% of median household income). The average premium in 29 states is $3,083 (8.1% of median household income).
• Deductibles are typically $500 to $1,000 but range up to $10,000
• Most states cap patient out-of-pocket expenses at $2,000 to $2,500 per year, but can range as high as $10,000. A few states have no out-of-pocket limits.

Impact for YOUTH: Another option for youth or families of youth without insurance.

How to Apply: See state high risk pool website or contact state manager

Guides:  

CMS- High Risk Insurance Pool Grants
/www.cms.hhs.gov/riskpool/
The Trade Act of 2002 appropriated funding for States to create and operate high risk health insurance pools. This web page provides the information and documents necessary to understand and apply for these grants.

Resources

SELF-EMPLOYED COUNTRY
State Health Insurance Risk Pools - Funding and Operations
http://www.selfemployedcountry.org/riskpools/operations.html
Testimony points presented to: Colorado House of Representatives Committee on Finance March 7, 2001 , Includes overview, state-by-state analysis, funding operations, recent developments and other issues.

State High Risk Pool Drug Assistance Program Act of 2003
http://www.theorator.com/bills108/hr1291.html
Law that amends the Public Health Service Act to include State high risk pool insurance programs in the list of covered entities that receive reductions in the prices charged for prescription drugs under the prescription drug pricing agreements under section 340B of that Act. State-operated qualified high risk pool that provides for premium rates and covered benefits for such coverage consistent with standards included in the National Association of Insurance Commissioners Model Health Plan for Uninsurable Individuals, subject to such conditions as the Secretary may establish by regulation.

COMMONWEALTH FUND
Insuring the Uninsurable: The Status of State High-Risk Insurance Pools, 8/01
www.mathematica-mpr.com/PDFs/uninsured.pdf
Many people with extensive health care needs who do not have employer-sponsored health insurance cannot get coverage in the individual insurance market. Premiums are often unaffordable, and insurers can turn down high risks for coverage because of an existing or previous illness. To address this problem, more than half the states operate high-risk insurance pools. Report profiles the 29 state high-risk pools currently in operation (2001), noting that they have had a limited impact in making insurance available and affordable for otherwise uninsurable individuals. High-risk pools often charge high premiums and include sizeable deductibles and co-payments. Furthermore, many restrict annual and lifetime benefits. Some states have devised promising approaches to making their high-risk pools more affordable, including innovative ways to broaden the pools revenue base. Others have focused on reducing the need for a high-risk pool by regulating the individual market to require guaranteed issue and restricting the extent that insurers can base premium rates on health status or age.

• Self-insured / ERISA - Employee Retirement Income Security Act

• What is it
• Who is Covered
• Why Employers Choose this Type of Plan
• Impact for YOUTH
• Resources

What is it: ERISA (Employee Retirement Income Security Act)

Federal Link: www.dol.gov/dol/topic/health-plans/erisa.htm
Many people who believe that they have a health insurance policy through their employer are actually covered under what is called a self-insured health plan.

• Most large employers have self-insured health plans.

• Self-insured employer may make material changes to the health plan (such as reducing or eliminating benefits) without providing advance notice. ERISA health plans are not subject to state insurance laws such as benefit mandates, state premium taxes, capital and surplus requirements, and reserve requirements. They are regulated by the federal government through the Department of Labor under the authority of ERISA

CAUTION: Employees who receive health coverage under a self-insured plan are not afforded the protections of state insurance laws and regulations. These protections include financial solvency requirements as well as requirements applying to the payment of claims.

The federal laws governing these self-insured plans limit damages to actual costs and may not even cover attorney fees. Individuals covered under a self-insured plan must assume responsibility for all claims if the plan fails.

Individual employees are required to obtain their own legal counsel to settle disputes, since the U.S. Department of Labor will not become involved in individual disputes over coverage.

Who is covered: Employees who elect this plan and pay premiums. Sometimes this is the only plan the employer offers.

Why Employers Choose This Type of Plan: A self-insured health plan exists when an employer chooses to pay for medical bills directly, instead of purchasing insurance for that purpose. Employers are able to gain more control over their cash flow and have more freedom in determining benefits to be provided to their employees.

Impact for YOUTH: Since ERISA plans do not have to follow the state insurance laws, youth with SHN may not receive the coverage they need to maintain their health - or - may be excluded completely - or - be asked to pay higher premiums.

• EMPLOYEES need to inform their employers what benefits they need that are not currently available in the benefit package.

• EMPLOYERS need to be aware of the special health needs of their employees so that when contracts are negotiated these needs are taken into consideration and an appropriate health plan is written to provide services to all employees and their family members.

• Private Insurance - Resources

US CENSUS
Health Insurance Statistics
www.census.gov/hhes/www/hlthins.html

ECONOMIC RESEARCH INSTITUTE
States - Compensation & Benefit Legislation
www.erieri.com/freedata/hrcodes/index.htm?arkansas.htm
This site provides state-by-state database of State Compensation and Benefit Legislation. Provides information if state statute includes continuation of health care coverage for adult children.

BUSINESS LEADERSHIP NETWORK- SOCIETY FOR HUMAN RESOURCE MANAGEMENT
Employees with Children with Disabilities - Extra Attention
Workers with Children with Special Needs Have Extra Needs of Their Own.
www.usbln.com/bestprac/families.html
Because nearly two-thirds of these parents nationwide reported that they had reduced their work hours and/or had quit their jobs because of their childrens' conditions, according to a 1999 survey by Family Partners, a collaboration between Brandeis University, Waltham, Mass., and Family Voices, a New Mexico-based advocacy group for parents. While there are a multitude of agencies that provide support to these families, the services are often poorly coordinated. And there isn't a government agency or nonprofit organization that can deal as effectively as an HR department with the many day-to-day issues that these parents face: insurance, time management and gathering information

INSTITUTE of CORNELL LAW SCHOOL - Legal Information
www4.law.cornell.edu/uscode/29/ch18.html

THE PACKARD FOUNDATION
Journal-The Future of Children, Health Insurance for Children, Spring 2003
www.futureofchildren.org/homepage2824/index.htm
The spring issue contains numerous articles on many aspects of providing health coverage for children. Topics covered include a historical overview of children's health coverage, why some children are still uninsured, access to health care for special populations of children (including children with special health care needs), reducing health disparities among children, and express lane eligibility. (Spring 2003)