Not every insurance company completely covers hospital stay and post natal care. Three days after the birth of your child, they want you and your new baby to go home.
Here's what I love about my new insurance policy: I pay a reasonable deductible and they pay 100% for all preventative health care measures including pap smears, colorectal cancer screenings, mammograms, cholesterol tests, flu shots, osteoporosis screening, thyroid function, urinalysis, etc. An ounce worth a ton of cure and all that.
What your insurance company covers in a group plan is not up to the insurance company, but the employer. Employers are given option sheets much like a car dealer. Employers get basic model X of a policy and then can option it out with all kinds of nice things, for a price. Just like a car company they can start with the POS crapola economodel all the way up to the priciest limousine with all the options you could wish for. It all depends on what the policy holder, your employer, wants to pay for it.
When I administered health claims we had policies with barely any coverages with mere 50% copayments for hospitalizations and nothing for routine care at all. The best policies though..... these were amazing. These were straight indemnity plans (patient can choose to go to anyone, anywhere) and included private rooms, 24 hour home nursing, nutritional supplements, medical transportation including airlift to any hospital in the country
at the insured's discretion, elective and cosmetic surgeries, no out-of-pocket costs for anything (including cosmetic dental and vision), and even health spa stays for two weeks a year. If the employer wanted to pay it, we covered it. It all came out of their premiums anyway so what did we care? We just added our administrative fees to the costs! Naturally, such plans were reserved for management and their families. The peons still had a good plan, but nothing nearly so extravagant. As I worked my way up the ladder in in my company, I was became part of a small group entrusted to administer these plans and while it was a privilege to be recognized as having the skills (and frequently manners and tact) to work with such high-profile clients, it was kind of a pain in the ass. We'd get calls from all kinds of providers from hospitals to masseurs incredulous that we'd actually cover this kind of care no-questions-asked. Many times we'd have to fax out guarantees of coverage to gape-jawed medical staff wondering how we could cover such things. As we explained, it's not us, it's what the employer authorizes for coverage. It's simple as that.
I'm not defending insurance companies one iota, but do realize that any insurance company can offer everything from bare-bones surly basic plans to highly generous policies with personalized consierge services. It pays to shop employer coverage and not assume that just because one insurance company offers a policy from one employer that the same insurance company offers the same policy from another employer. They don't.
Another secret. When it comes to major (sometimes even minor) claim denials, the employer, by nature of their buying the services of the insurance company, are empowered to override anything the insurance company decides. So if you're fighting with the insurance company over a claim, take it to your human resources department. They can present the claim to the proper people who can then decide to tell the insurance company whether to cover the claim or not. Allowances are actually pretty frequent. If HR can't fix the situation it's not because the insurance company denied the appeal (no matter what HR says), it's because your employer denied the appeal. Your insurance company won't tell you this because hey, you don't pay the premiums and the insurance company is paid to take the heat, but that's what will have happened. And at that point, it may indicate where you stand with your employer.
And so I reach my 4000th post! I was going to write some treacly sentimental thing, but meh. I'll wait until 5000