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• Anthem Blue Cross and Blue Shield
• Assurant

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• Blue Cross
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• Health Plan
• HumanaOne

• Supplemental Medigap Insurance
• Medicare Advantage Insurance

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• SecureHorizons by UnitedHealthcare
• Unicare
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Retaining Parents Nevada Health Insurance Coverage

Certain changes can trigger a special enrollment opportunity

• The birth, adoption, or placement for adoption of a child
• Marriage
• Loss of other coverage (for example, that you or your dependents had through yourself or another family member and lost because of death, divorce, legal separation, termination, retirement, or reduction in hours worked)

• In Nevada, newborns, adopted children and children placed for adoption are automatically covered under the parents' health plan for the first 30 days. The insurer may require that the parent enroll the dependent within the 30 days in order to continue coverage beyond the 30 days.
• In Nevada, mentally retarded and physically disabled dependents are permitted to remain insured under their parents' health plan after they reach the age at which dependent coverage is usually terminated, if certain conditions are met. The adult dependent must be incapable of self-support and must rely on the policyholder for support. In addition, proof of dependency and disability must be provided to the insurer within 31 days of the dependent reaching the limiting age.
• When you begin a new job, your employer may require a waiting period before you can sign up for health coverage. These waiting periods, however, must be applied consistently and cannot vary due to your health status. Unlike employers, insurance companies cannot require waiting periods.
• When you begin a new job with health insurance through an HMO, the HMO may require a waiting period before coverage begins. During this affiliation period, and you will not have health insurance coverage. An HMO affiliation period cannot exceed 2 months (3 months for late enrollees), and you cannot be charged a premium during this time.
• If you have to take leave from your job due to illness, the birth or adoption of a child, or to care for a seriously ill family member, you may be able to keep your group health coverage for a limited time. A federal law known as the Family and Medical Leave Act (FMLA) guarantees you up to 12 weeks of job-protected leave in these circumstances.

The FMLA applies to you if you work at a company with 50 or more employees.

If you qualify for leave under the FMLA, your employer must continue your health benefits. You will have to continue paying your share of the premium.

If you decide not to return to work at the end of the leave period, your employer may require you to pay back the employer's share of the health insurance premium.

However, if you don't return to work because of factors outside your control (such as a need to continue caring for a sick family member, or because your spouse is transferred to a job in a distant city), you will not have to repay the premium.

For more information about your rights under the FMLA, contact the U.S. Department of Labor.