For many young adults, college graduation signals the end of dependence on their parents. With independence, however, comes responsibility. One of those responsibilities is securing health insurance coverage.
When a child graduates from college, that child is generally no longer covered under the parents’ health plan.
Fortunately, college graduates can turn to short-term medical insurance as an economic stop-gap to more costly individual health insurance plans or COBRA.
STM insurance is a major-medical insurance product available in most states, excluding Massachusetts, New Jersey, New York and Vermont. It comes with a deductible and co-insurance charges, just as traditional major medical plans do, but it typically costs 30% to 35% less than individual health coverage does and does not typically impose requirements that insureds use in-network providers.
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STM policies offer a rate advantage, in part, because of their limited length of coverage. Many states allow only 12 months of coverage, while others allow just 6 months of coverage under one policy.
College graduates may find STM insurance beneficial, even if they have a job lined up right after graduation. Many employers impose a waiting period of a few months to several months before health benefits begin, so an STM policy can be used to bridge this gap in coverage.
It is those and similar gaps in coverage that are the focus of this article. STM insurance is a viable, but often overlooked, option for many people, not just recent college graduates.
The following also are prime candidates for STM: Individuals who are between jobs; seasonal or part-time workers; independent contractors and temporary workers; individuals recently discharged from the military; and recently divorced individuals who no longer get coverage through a spouse.
The case for STM
For illustrative purposes, let’s look at “Roberta,” one of the millions of unemployed Americans.
Roberta is a 52-year-old woman living in Phoenix who has been an executive at the same company for 10 years. She has also been the benefit provider to her family, which consists of her husband and two children, ages 6 and 8. Unfortunately, the company Roberta was employed with was recently acquired and her position was eliminated. She estimates it will take 8 months to secure a similar job with comparable benefits. What are her options for health insurance in the meantime?
Option 1 is to continue her current benefits by enrolling in COBRA continuation coverage. If she chooses this option, Roberta must bear the full brunt of the cost of benefits, plus the 2% fee typically charged for COBRA administration.
The estimated cost, based on Roberta’s $1,000 deductible and 80% co-insurance plan, is $1,122 per month.
What if Roberta and her family decide, instead, to apply for individual health insurance on their own?
Option 2 is to buy individual health insurance for the family. This would cost approximately $840 per month based on the same deductible and co-insurance amounts described above.