Nevada Health Insurance

Nevada (NV)

Individual Health Insurance Regulations

Medical insurance is the perfect solution when it comes to securing your family's physical well-being. In the event of unforeseen injuries or critical illnesses, suitable health coverage can save you from unexpected medical bills. Shopping for an insurance policy is tedious and needs evaluation of family's medical needs and finances. If you are a Nevada resident, you can choose from wide range of product alternatives. The Nevada Division of Insurance regulates the laws under which the Nevada health insurers can sell private health plans to individuals and families.
The State of Nevada permits individual medical insurance policies to be medically underwritten. Policies that are medically underwritten provide the insurance carrier to review past and current health status and opt to provide full coverage; or provide coverage with specific limitations and or exclusions with regards to the pre-existing health conditions. Nevada does not place a limitation on the look back or exclusionary period for pre-existing problems and does not require that credit for prior coverage be given. Insurance companies may also adjust your monthly premium at time of application approval, but they are limited to a 50% increase over the standard published rate. Once your application has been approved at a standard rate, the insurance company may not re-adjust your rate level for future medical claims. Rates are based on age, gender, geographical location and health status.
Search for plans and the costs associated with them using the search box above. We provide individual, family, group and student health plan quotes for you to compare on all states and zip codes. Remember that having coverage leads to a healthier lifestyle as you are able to get regular doctor checkups and therefore a low-cost premium.

Nevada (NV)

Small Group Health Insurance Regulations

Small group medical insurance is available to companies with 2-50 employees. Under Nevada law, small group health coverage must be offered on a guarantee issue basis, which provides that each eligible employee who is offered coverage may not be declined coverage due to current or past health history. Prior to allowing an employee to join a group health plan, the employer may impose a waiting period from the date of hire. Waiting periods must be the same for all employees. Once eligible, the insurance company may utilize a 6 month look back period and 12-month exclusionary period on pre-existing conditions on all applicants not able to provide proof of prior creditable coverage. Nevada small group premium rates may be medically underwritten and may vary plus or minus 25 percent of the indexed rate, depending upon the health status of the group.

Nevada COBRA and Continuation Coverage

As in all states, any Nevada employer with more than 20 employees must abide by federal COBRA regulations. Under COBRA you may remain on the employer-sponsored health plan, receiving the same level of coverage, for a period of 18 months. You will be responsible for paying 100% of the monthly premium, plus a 2% administration fee. Election of COBRA benefits must be done in writing within 45 days of termination.
NRS 689B.245 Required provision concerning continuation of coverage, alongside NRS 689B.246 Notice of eligibility or election to continue coverage, and NRS 689B.249 Termination of continued coverage before end of period, the mini-COBRA law in Nevada, applies to businesses with less than 20 employees and provides that any employee suffering a qualifying event must be afforded the opportunity to extend his/her group health plan coverage. To qualify for Nevada mini-COBRA benefits, an employee must have been covered under group plan for at least 12 months prior to the date of termination and accept their COBRA option within 60 days. The period of continued coverage is limited to 18 months for an employee and 36 months for an employee's spouse or dependent child. Any individual who elects to continue coverage under COBRA shall be responsible for the payment of premiums which may not exceed 125% of the premium that was being charged to the employer for that employee's coverage. An employee who voluntarily quits his job is not eligible for mini-COBRA coverage. Once an employee has exhausted their COBRA period, they may receive guarantee issue coverage from individual medical insurance companies, all of which are required to provide at least 2 plans in their portfolio to HIPAA eligible individuals.