If he had health insurance where he worked, then he has to be offered COBRA, which is a continuation of his insurance benefits. It's a Federal law. He'll have to be accountable for the full cost of the insurance, but I can guarantee it will be far less than the cost of cancer treatments. I believe COBRA is limited to 18 months, but that's way better than nothing. Maybe Haley can contact their Human Resources Department and ask about it for him.

I would call someone at the State level of the state in which he resides (Attorney General, Congressman). I know that employers have to document incidences that lead up to a person's termination.

I would think he should be able to continue his coverage under cobra (at least for a while). He has to pay, but he should be able to get it. And, if what he was saying was true about getting fired because he couldn't do his job anymore (and if it was related to his health), I would think he may qualify for some sort of disability. He should check with his HR person and maybe even a lawyer. If he was fired because of his condition (after 30 years at the same job), he may have a really good case against them. The right type of lawyer should also be able to answer all your other questions. Don't think forking out money to talk to someone is too much --you're probably talking about thousands and thousands of dollar. He needs to know what options are open to him. And, even though, we here may have some ideas, without knowing all his personal specifics, it's hard to guess.

I don't know anything about the insurance, but in answer to your question "Why should I care?", it's because he's your daughter's daddy and she needs your support and advice and your resources (such as KT...ha!). She'll probably be like a "whipped puppy" for quite awhile if she spends a lot of time with him as he goes through this. She'll need a lot of "petting" and "there-theres".

You are a good woman. You can do this, although I'm sorry that it's happening at this time of your life when you're so needed and so worried about your sisters and nephew.

Leslie/KS

I'm sorry, Leslie. I mean your grandson, Nate.

Leslie/KS

I was thinking the same as Leslie/Ks. Because you're a good person!
I can't help on the insurance, sorry.

Under the FMLA law, if he qualifies, he is entitled to 12 weeks off in a 12 month period, without pay.

Taken from the link below.

to take medical leave when the employee is unable to work because of a serious health condition.
I would think that during that time, he would be able to continue his ins coverage, but would have to pick up a larger portion of the premium.

I agree. He does need to see an attorney. One cannot be immediately fired due to being sick.

He should also be eligible I would think for full disability.

Sue

Here is a link that might be useful: US Dept of Labor-Family and Medical Leave Act

Why don't you suggest your daughter call the state insurance commissioner. They'll be able to answer all her/his questions, and can help with COBRA as well.

Second thing that jumps out at me--are you implying he was fired for being ill? If so, I think he needs to have a chat with a lawyer, just to see if that's legal, and what options he may have if it isn't. I don't think you're allowed to discriminate on the basis of handicaps--and that sometimes includes temporary things. He may have a real claim against his employer. Can't hurt to ask, right?

If you are unable to do your job, then you are "let go", and there's a big difference between being "let go" and being "fired". Do you think that perhaps alcohol may be part of the reason he was fired?

It could have been linda. But I never knew him to drink on his job. I don't think he'd have done it, because his job was to dangerous. Nor miss work because he'd tied one on the night before. Like I say, he's probably not telling her the whole story.

Okay, DD just left and gave me an update. 1st X-DH does not have cancer. It is something that starts like the word lymphoma, but it means fatty tissue in his back. And the radio something or other they did (not radiation) was to carterize (sp) the nerve endings in his back. He was rear ended 3 or so years ago, and it damaged his back. So, if he was fired or let go from his job, it was from the injuries caused in the wreck. So I told DD to not let him sign off on any insurance papers from that wreck. It's now cost him his job. So in the meantime he told DD he wants to get a job somewhere like Menards so he doesn't spend all her and her 1/2 sisters inheritence. I told her to get him a job application, or do it on line. He's got a GOOD nestegg saved up as he is/was a good worker.
So, at least is isn't cancer, which I'm thankful for anyway.
Now, she won't be so worried either. Dr told him to bring DD to EVERY Dr. visit. I agree.
Thanks for your help, and any more suggestions you may have.
Leslie

1. Cobra...depends on why he was terminated from his job, gross misconduct, he does not have to be offered Cobra.

2. If he didn't have insurance, he does not get offered to continue what he did not have.

3. FMLA...depends on how big the company is, if it is a small company, they do not have to offer FMLA.

Vickey-MN

I have no practical suggestions, other than what was offered here. But it's not surprising that you care...you spent a good part of your life with him. And he is the father of your daughter. You're a caring person, so you're going to be affected by this.

I'm sorry he's having such a rough time getting medical care. You are such a good person, you obviously want to be of help. You do care, because of your daughter.

The big question here is "when was the cancer diagnosed?" If it was found or suspected before the firing date, he may have a very stong case. However, if the cancer came about some time after his firing, then the former employer may have a good argument for their side.

What I always suspect in cases of this type is: did the human resource dept. get wind of his condition before the firing date? Did someone get a peek at his medical records, for exmaple, a spy in the insurnace's billing and payment department, and passed that information along? If this did happen, it will be very difficult to prove, because who's going to incriminate their self?

So far, this is all very speculative. The real question is when was the disease detected in relation to his termination as an employee? If he had the disease while yet employed, but was unaware of it, it could have impacted his job performance especially if his job required physical effort. In that case, the disease could have contributed to his poor perforamce.

The second item to be explored: Was his cancer job related? Was he exposed to certain chemicals? Did he breathe fiberous dust, such as asbestos, and came doen with lung cancer? did he work as a brake repairman and was not protected from breathing the dust from brake drums? Was he mixing dangerous powders that may have contained Cadmiun-oxide, etc.

Again, if he continued to be an abusive drinker after you parted company with him, that can be used as a strong argument againt him. His oponent can say that his actions likely was the trigger for cancer. It all depends on what kind of cancer he has.

There are so many unknowns; The view to an outsider is very murky. It may be adviable to talk to a lawyer provided that you have all the facts available before having this chat. Its a bad idea to start legal action with half-baked data and ideas.