CareSource Leaving Indiana 2027
CareSource is leaving Indiana's marketplace for 2027 — ~60,000 members need a new plan. Your options, and how to keep your subsidy.
Indiana • 2027 Coverage Change
CareSource Is Leaving Indiana's Marketplace for 2027
What this means for you
This is a carrier exit, not the end of your coverage. Your CareSource plan pays claims normally through December 31, 2026. For 2027 you'll choose a new plan during open enrollment (opens November 1, 2026). If you don't pick one, the marketplace may auto-enroll you in a similar plan — but that's rarely the best value, and it can change your doctors, drugs, and subsidy. Choosing on purpose beats being defaulted.
Your options for 2027
Private nationwide PPO — the upgrade
- A premium plan with a broad nationwide network and no referrals
- Offered by only a limited number of agents — we're one
- Many people happily pay a little more for better coverage and the freedom to see any doctor
- Enroll year-round, not just during open enrollment
- Medically underwritten — we'll confirm you qualify
A new marketplace plan — keep your subsidy
- Your subsidy moves with you — many people pay little or nothing
- Guaranteed issue: no health questions, covers pre-existing conditions and maternity
- We match you to an Indiana plan that keeps your doctors and prescriptions where possible
- A solid base you can strengthen with the add-ons below
What to do now
- 1. Don't wait to be auto-moved — the default plan is rarely your best option.
- 2. Check your subsidy — a job or income change can raise or lower it for 2027.
- 3. Confirm your doctors and prescriptions are covered before you pick a plan.
- 4. Enroll by December 15, 2026 for coverage starting January 1.
Losing CareSource in Indiana? Let's find your best 2027 plan.
Free call with a licensed advisor — we compare your Indiana marketplace options (and a private PPO if it fits), keep your subsidy, and check your doctors. No cost to you.
Get Free Quotes Book a CallFrequently asked questions
Is my CareSource plan ending right now?
No. Your CareSource coverage stays active through December 31, 2026. It simply won't be available to renew for 2027, so you'll choose a new plan during open enrollment (November 1, 2026 onward).
Will I lose my subsidy?
No — if you qualify for a premium subsidy, it moves with you to whatever new plan you choose. Your subsidy amount depends on your 2027 income, which we'll check with you.
Cigna is leaving Indiana too — does that affect me?
Both CareSource and Cigna are exiting Indiana's marketplace for 2027. If you have either, you're switching carriers. If you're a Cigna member, see our Indiana Cigna page below. Either way, we help you compare what's left.
Do I have to use the marketplace, or is there another option?
You've got choices. A new marketplace plan keeps your subsidy, or you can step up to a private nationwide PPO for a broader network — an option only a limited number of agents offer, and one plenty of people choose even when a subsidized plan is available. We can also add dental, vision, and supplemental coverage to any plan. We'll build the right mix for you.
Related guides
RKA Insurance Advisors is an independent, licensed health insurance brokerage (NPN 19540130). Carrier participation and plan availability for 2027 are based on public filings and announcements and are subject to change; confirm current options before enrolling. We compare ACA marketplace plans and private, medically-underwritten nationwide PPO plans, plus supplemental, dental, and vision coverage. Private plans are not ACA-compliant and are subject to medical underwriting (not all applicants qualify); marketplace plans remain available to everyone during open enrollment. We help you compare all options to fit your health and budget. We do not offer Medicare. Call (561) 806-9913.
Baylor Scott & White Leaving Texas 2027
Baylor Scott & White is leaving Texas' marketplace for 2027 — ~100,000 members need a new plan. Your options, explained.
Texas • 2027 Coverage Change
Baylor Scott & White Is Leaving Texas' Marketplace for 2027
What this means for you
This is a carrier exit, not the end of your coverage. Your Baylor Scott & White plan pays claims normally through December 31, 2026. For 2027 you'll pick a new plan during open enrollment (opens November 1, 2026). If you don't choose, the marketplace may auto-enroll you in a similar plan — but that's rarely the best value, and it can change your doctors, drugs, and subsidy. Choosing on purpose beats being defaulted.
Your options for 2027
Private nationwide PPO — the upgrade
- A premium plan with a broad nationwide network and no referrals
- Offered by only a limited number of agents — we're one
- Many Texans happily pay a bit more for better coverage and freedom to see any doctor
- Enroll year-round, not just during open enrollment
- Medically underwritten — we'll confirm you qualify
A new marketplace plan — keep your subsidy
- Your subsidy moves with you — many people pay little or nothing
- Guaranteed issue: no health questions, covers pre-existing conditions and maternity
- New Texas options are entering — including UnitedHealthcare-Sanitas, expanding in Texas for 2027
- A solid base you can strengthen with the add-ons below
Self-employed or 1099 in Texas? This matters more for you
Texas has one of the largest self-employed and 1099 workforces in the country, and those are exactly the households that feel a carrier exit and a 14% rate increase the hardest — especially anyone earning above the subsidy line. That's where comparing a private nationwide PPO against the marketplace can save you the most. We do that comparison for free.
What to do now
- 1. Don't wait to be auto-moved — the default plan is rarely your best option.
- 2. Check your subsidy — a job or income change can raise or lower it for 2027.
- 3. Confirm your doctors and prescriptions are covered before you pick a plan.
- 4. Enroll by December 15, 2026 for coverage starting January 1.
Losing Baylor Scott & White in Texas? Let's find your best 2027 plan.
Free call with a licensed advisor — we compare your Texas marketplace options (and a private PPO if it fits), keep your subsidy, and check your doctors. No cost to you.
Get Free Quotes Book a CallFrequently asked questions
Is my Baylor Scott & White plan ending right now?
No. Your coverage stays active through December 31, 2026. It simply won't be available to renew for 2027, so you'll choose a new plan during open enrollment (November 1, 2026 onward).
Will I lose my subsidy?
No — if you qualify for a premium subsidy, it moves with you to whatever new plan you choose. Your amount depends on your 2027 income, which we'll check with you.
Cigna is leaving Texas too — does that affect me?
Both Baylor Scott & White and Cigna are exiting Texas' marketplace for 2027. If you have either, you're switching carriers. Cigna members can see our Texas Cigna page below.
Do I have to use the marketplace, or is there another option?
You've got choices. A new marketplace plan keeps your subsidy, or you can step up to a private nationwide PPO for a broader network — plus dental, vision, and supplemental coverage on any plan. We'll build the right mix for you.
Related guides
RKA Insurance Advisors is an independent, licensed health insurance brokerage (NPN 19540130) and is not affiliated with or endorsed by Baylor Scott & White, Cigna, or UnitedHealthcare. Carrier participation and plan availability for 2027 are based on public filings and announcements and are subject to change; confirm current options before enrolling. We compare ACA marketplace and private, medically-underwritten nationwide PPO plans, plus supplemental, dental, and vision coverage. Private plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. We do not offer Medicare. Not insurance, legal, tax, or financial advice. Call (561) 806-9913.
We Remember: September 11, 2001
Some days ask nothing of us but to stop, and to remember. On September 11, we honor the lives lost, the first responders who ran toward the danger, and the unity that rose out of that day. We remember.
In Remembrance
We Remember: September 11, 2001
Some days ask nothing of us but to stop, and to remember.
On the morning of September 11, 2001, nearly three thousand people left for work, boarded a flight, or reported for duty and never came home. In the hours that followed, we watched firefighters, police officers, paramedics, and ordinary strangers run toward the danger that everyone else was running from — many of them giving their own lives so that others might live.
In the days after, something else happened too. Neighbors checked on neighbors. Strangers stood in line for hours to give blood. Flags appeared on porches and overpasses from coast to coast. For a moment, the things that usually divide us fell away, and we remembered that we are, first and always, one people.
More than two decades later, we still teach our children what happened that day, not to relive the fear, but to pass on the courage, the sacrifice, and the unity that rose out of the ashes. That is the part worth carrying forward.
From all of us at RKA Insurance Advisors —
we remember, and we are grateful.
RKA Insurance Advisors • Robert Adams, President & Licensed Agent • NPN 19540130 • Proudly serving families and small business owners across 30 states.
2027 Open Enrollment Dates
2027 open enrollment opens Nov 1 — the key dates, the subsidy cliff, and how to compare marketplace vs. private nationwide PPO.
2027 Open Enrollment
2027 Open Enrollment: New Dates, Higher Costs & What Changed
The 2027 dates (and the confusion, cleared up)
What's solid
- Nov 1, 2026 — open enrollment opens
- Dec 15, 2026 — enroll by this date for coverage starting January 1 (true in every state)
- Miss Dec 15 and your start date is typically pushed to Feb 1 where a later window still applies
What's in flux
- A federal rule tried to end 2027 open enrollment on Dec 15 — but a court vacated it in June 2026
- So most states are expected to keep the Jan 15, 2027 end date, but it varies by state and could shift
- Bottom line: don't gamble on the late window — target Dec 15
What changed for 2027
The enhanced subsidies that lowered premiums from 2021–2025 expired at the end of 2025. For 2027 that means higher net premiums for many, and the return of the subsidy cliff: earn a dollar over 400% of the federal poverty level and you lose all marketplace subsidy. If your income is above that line, the marketplace charges full retail — which is exactly where a private plan often wins.
Your two ways to enroll for 2027
Private nationwide PPO
- Offered by only a limited number of agents — we're one
- Priced on your health, not income — often cheaper if you're healthy or above the cliff
- Broad nationwide network, no referrals, enroll year-round
- Medically underwritten — not everyone qualifies
A marketplace (ACA) plan
- Best if your income qualifies you for a subsidy
- Guaranteed issue — no health questions; covers maternity and pre-existing conditions
- Enroll during the open enrollment window above
- Networks often narrower (HMO/EPO), with referrals
What to do now
- 1. Check your income against the cliff for your family size — it decides whether the marketplace or a private PPO wins.
- 2. Compare both — full-price marketplace vs. a private nationwide PPO, on premium, network, and total cost.
- 3. Confirm your doctors and prescriptions are covered before you enroll.
- 4. Enroll by December 15 for January 1 coverage — don't rely on the later window.
Get your 2027 plan sorted before Dec 15
We compare private nationwide PPO plans and marketplace options — matched to your income, doctors, and budget — at no cost to you.
Get Free Quotes Book a CallFrequently asked questions
When does 2027 open enrollment start and end?
It opens November 1, 2026. The deadline to enroll for January 1 coverage is December 15, 2026 in every state. A rule that would have ended enrollment on December 15 was vacated in court, so most states are expected to run through January 15, 2027 — but this varies by state and can change, so target December 15 to be safe.
What is the subsidy cliff for 2027?
With the enhanced subsidies expired, if your household income is above 400% of the federal poverty level you get no marketplace subsidy in 2027 — you pay the full premium. For healthy households over the cliff, a private nationwide PPO is often the cheaper option.
Is the marketplace my only choice?
No. Besides a marketplace plan, we offer private, medically-underwritten nationwide PPO plans that only a limited number of agents can access — often cheaper and broader for healthy or higher-income households. We compare both.
What if I miss the deadline?
You may qualify for a Special Enrollment Period after a life event (job loss, marriage, a move, a new baby). And private PPO plans enroll year-round, so you're not locked out until next fall.
Related guides
This article is for general educational purposes and is not a substitute for personalized advice. Open enrollment dates and rules vary by state and are subject to change and ongoing litigation; confirm the current dates for your state before enrolling. RKA Insurance Advisors is an independent, licensed health insurance brokerage (NPN 19540130) that compares ACA marketplace and private, medically-underwritten nationwide PPO plans. Private plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. We do not offer Medicare. Not insurance, legal, tax, or financial advice. Call (561) 806-9913.
Cigna Leaving ACA Marketplace 2027
Cigna is leaving the ACA marketplace in 2027 — who's affected, key dates, and how to replace your plan without losing coverage.
Coverage Alert • ACA Marketplace
Cigna Is Leaving the ACA Marketplace in 2027: What Members Need to Know
What's happening
Cigna announced in April 2026 that it is leaving the individual ACA market to focus on its larger business lines. The result: Cigna individual and family plans will not be sold or renewed for 2027. This affects both on-exchange plans (through HealthCare.gov or your state's marketplace) and off-exchange Cigna individual plans. Employer group and Medicare products are not affected.
Your two ways to replace it
Private nationwide PPO
- Offered by only a limited number of agents — we're one
- Priced on your health, not your income — often cheaper if you're healthy or above the subsidy line
- Broad nationwide PPO network, no referrals, enroll year-round
- Medically underwritten — not everyone qualifies
A new marketplace (ACA) plan
- Best if your income qualifies you for a subsidy
- Guaranteed issue — no health questions
- Any subsidy you get today carries to the new plan
- Networks are often narrower (HMO/EPO), with referrals
What you should do now
- 1. Don't wait for the auto-switch. Choose your own 2027 coverage during open enrollment.
- 2. Compare both. Weigh a private nationwide PPO against a new marketplace plan — premium, network, and total cost.
- 3. Match it to your doctors and prescriptions. Confirm your providers are covered before you enroll.
- 4. Enroll before the deadline so your new coverage starts January 1 with no gap.
Key dates for 2027 coverage
Deadlines that matter
- Dec 31, 2026 — your current Cigna plan ends
- Nov 1, 2026 – Jan 15, 2027 — open enrollment (marketplace)
- Dec 15, 2026 — enroll by this date for Jan 1 coverage (no gap)
Good to know
- Private nationwide PPO plans enroll year-round — not tied to open enrollment
- Every marketplace plan is guaranteed-issue — no denial for pre-existing conditions
- Many of the same doctors are in other carriers' networks
Find your state
Cigna is exiting the ACA marketplace in 11 states. Choose yours for the details and next steps:
Losing your Cigna plan? See the option most brokers can't show you.
We compare private nationwide PPO plans and marketplace options — matched to your doctors, prescriptions, and budget — at no cost to you.
Get Free Quotes Book a CallFrequently asked questions
Is a new marketplace plan my only option?
No — and this is the part most people never hear. Besides a new marketplace (ACA) plan, you can replace a Cigna plan with a private, medically-underwritten nationwide PPO, which only a limited number of agents offer. It's priced on your health, uses a broad national network, and is often cheaper if you're healthy or above the subsidy line. We compare both.
What's the difference between marketplace and private PPO?
Marketplace plans are subsidized (if you qualify), guaranteed-issue, and often narrower networks. Private nationwide PPO plans are priced on your health, use broad networks with no referrals, and enroll year-round — but are medically underwritten, so not everyone qualifies. Most brokers only offer the marketplace side; we do both.
When does my Cigna plan end?
December 31, 2026. It will not renew into a Cigna plan for 2027.
Will I lose my doctors or my subsidy?
Not necessarily. Many of the same doctors are in other carriers' networks, and any marketplace subsidy carries to a new marketplace plan. A private PPO uses a broad national network. The key is comparing both before you enroll.
Does it cost anything to work with an advisor?
No. A licensed independent advisor is paid by the carriers, so there's no fee to you for help comparing private PPO and marketplace plans and enrolling.
Robert Adams
President & Licensed Agent, RKA Insurance Advisors · NPN 19540130 · (561) 806-9913
This article is for general educational purposes and is not a substitute for personalized advice. Plan availability, pricing, and enrollment dates vary by state; confirm details for your situation before enrolling. RKA Insurance Advisors is an independent, licensed health insurance brokerage specializing in private, medically-underwritten nationwide PPO plans in addition to ACA marketplace coverage. Private plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. We do not offer Medicare. This content does not constitute insurance, legal, tax, or financial advice.
1099 Contractor Health Insurance: How to Get Covered When Your Income Varies
When you're 1099, there's no employer plan and no steady paycheck to size a premium against. That makes two things matter more than usual: estimating income for a subsidy you can't predict, and the self-employed premium deduction. Here's how contractors get covered.
Self-Employed • Private PPO • Individual Coverage
1099 Contractor Health Insurance: How to Get Covered When Your Income Varies
Why 1099 coverage is a different problem
A W-2 employee picks a plan once a year, has a fixed salary, and lets payroll deduct the premium. None of that is true for you. There's no employer splitting the cost, no HR portal, and — the part that trips people up — no predictable income to base a subsidy on. When your earnings swing month to month, the usual advice doesn't fit. The two questions below are the ones that actually decide your best move.
Question 1: Can you even predict your income?
Marketplace subsidies are based on your projected annual income. You estimate it when you enroll, the subsidy is paid in advance based on that estimate, and at tax time the IRS reconciles what you actually earned on Form 8962. For a salaried employee that's simple. For a contractor whose income depends on how many contracts close this year, it's a guess — and guessing wrong cuts both ways.
If you underestimate
- You collect a bigger subsidy during the year than you were owed
- You repay the difference at tax time — sometimes a large bill in April
- A single big contract late in the year can trigger it
If you overestimate
- You get a smaller subsidy during the year than you qualified for
- You get the difference back as a credit at tax time
- But you fronted more cash all year than you had to
The predictable alternative: a nationwide private PPO is priced on your age and health, not your income. The premium doesn't move when your income does, and there's nothing to reconcile at tax time. For a healthy contractor with variable or higher income, that predictability is often worth more than a subsidy you have to gamble on.
Question 2: Are you taking the self-employed deduction?
If you're self-employed and turn a profit, you may be able to deduct your health insurance premiums — for yourself, your spouse, and your dependents — on your federal return, whether you take the standard deduction or itemize. It's an "above-the-line" deduction, which is more valuable than most write-offs. It applies to private plans and unsubsidized marketplace plans, but not to the portion of a premium already covered by a subsidy.
This matters for the comparison: a private plan that looks more expensive on paper can be cheaper after the deduction than a partially-subsidized marketplace plan. The exact benefit depends on your tax situation, so confirm the specifics with your tax professional — but don't leave it out of the math.
Your two ways to get covered
ACA Marketplace
- Guaranteed issue — no health questions, no one is declined
- Subsidies possible if your projected income qualifies
- You must estimate income; the IRS reconciles it at tax time
- Enroll only during Open Enrollment or with a qualifying life event
- Most plans in many areas are regional HMO/EPO
Nationwide Private PPO
- Priced on health and age, not income — premium doesn't move
- Available any month, no enrollment window
- Nationwide PPO — see specialists anywhere, no referrals
- No subsidy, so nothing to reconcile at tax time
- Medically underwritten — you have to qualify
Not sure which fits your 1099 income? Let's run both.
We'll model a subsidized marketplace plan against a fixed private PPO for your actual situation — factor in the self-employed deduction, verify your doctors, and tell you straight which one wins. Free, no obligation.
Which path tends to win, honestly
Lean marketplace if…
- Your income is modest and reasonably predictable
- A subsidy makes the net premium clearly lower
- You have a health condition that underwriting might exclude
Lean private PPO if…
- You're healthy and above the subsidy line
- Your income swings and you'd rather not gamble on an estimate
- You want nationwide access and no reconciliation at tax time
This is the same honest fork we walk through with gig and rideshare workers — if you want the version focused on total cost and network freedom, see our gig workers and 1099 coverage guide.
Related reading
- Health insurance for gig workers and 1099 contractors
- Marketplace vs private PPO: an honest comparison
- Health insurance for the self-employed
Frequently asked questions
How do I estimate my income for a marketplace subsidy if I'm 1099?
You project your expected annual net income for the year and enter it when you enroll. The subsidy is paid in advance based on that number, then reconciled against your actual income on Form 8962 at tax time. Because contractor income is variable, build in a realistic buffer — underestimating means repaying subsidy in April. If your income is genuinely hard to predict, a private plan priced on health rather than income avoids the guesswork entirely.
Can I deduct my health insurance premiums as a 1099 contractor?
If you're self-employed and profitable, you generally can deduct premiums for yourself, your spouse, and your dependents as an above-the-line deduction — even without itemizing. It doesn't apply to any portion covered by a subsidy. It can make a private plan cheaper after taxes than it looks on paper. Confirm the specifics with your tax professional for your situation.
Can I get covered outside of Open Enrollment?
Private medically underwritten PPO plans are available year-round with no enrollment window — you can apply any month. Marketplace plans generally require Open Enrollment or a qualifying life event such as losing other coverage, moving, or marriage. That year-round availability is one reason contractors between contracts often look at the private path.
My income changes every month — does that affect a private plan?
No. A private plan's premium is set by your age and health at enrollment, not your income, so it doesn't move when your earnings do. That's the core appeal for contractors with variable income: a fixed cost you can budget around, and no year-end reconciliation. The tradeoff is that you have to qualify through medical underwriting.
I'm healthy and earn well — is the marketplace still worth checking?
Yes, always check both. If your income is above the subsidy line, an unsubsidized marketplace plan and a private PPO are both on the table, and the private PPO often wins on cost and network for a healthy applicant. But we compare them side by side rather than assume — occasionally a specific marketplace plan fits better, and we'll tell you when it does.
How does RKA help 1099 contractors?
We compare a subsidized marketplace plan against a fixed nationwide private PPO for your specific income and health, factor in the self-employed premium deduction, verify your doctors and prescriptions, and give you the honest call. We're independent and licensed in 30 states. NPN 19540130.
Get a fixed number you can actually budget around.
When your income isn't predictable, your health coverage can still be. We'll price both paths, factor the deduction, and pre-screen private eligibility — at no cost.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 30 states. Premium estimates are illustrative and based on general market data — actual premiums vary by age, state, health profile, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. Tax treatment depends on your individual circumstances — consult a qualified tax professional. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Getting Married? How to Compare Health Insurance Before You Merge Plans
Marriage is a qualifying life event — a 60-day window to optimize your coverage, not just merge it. For two working spouses, separate plans sometimes beat one combined plan on cost and network. Here's how to run the comparison before you default to "just join mine."
Private PPO • Families • Life Events
Getting Married? How to Compare Health Insurance Before You Merge Plans
The 60-day window most newlyweds don't use
Marriage is one of the life events that opens a Special Enrollment Period — a 60-day window during which you can change health coverage without waiting for Open Enrollment in the fall. Most couples treat that window as a formality: one spouse simply adds the other to their existing employer plan and moves on.
That's the missed opportunity. The window isn't just permission to merge — it's a chance to look at every option side by side, exactly once, before your choices lock until next year. Adding your spouse to your plan is one option. It is rarely the only one, and not always the cheapest.
Why "just join my plan" can cost more
When you were single, your employer likely paid a big share of your premium. Here's what changes the moment you add a spouse: employers typically subsidize the employee generously and the dependent far less — sometimes not at all. So the sticker price of adding your spouse to your plan can be dramatically higher than what you'd guess from your own paycheck deduction.
Meanwhile your spouse may have their own employer plan, their own marketplace option, or — if self-employed or higher-income — access to a private plan priced independently of either job. The only way to know which combination wins is to put the real numbers next to each other.
Your three real paths as a married couple
Merge onto one plan
- Simplest — one card, one deductible, one renewal
- Good when one plan is strong and cheap to add a spouse to
- Dependent premium is often lightly subsidized or not at all
- You inherit that plan's network — check both sets of doctors
Keep separate coverage
- Each spouse keeps the plan their employer subsidizes best
- Often wins when both employers pay well for the employee
- Each keeps their own doctors and network
- Two deductibles, two plans to manage
Nationwide private PPO
- Priced on health and age, not on either employer
- Nationwide PPO — see specialists anywhere, no referrals
- Strong fit if one spouse is self-employed or above the subsidy line
- Medically underwritten — not everyone qualifies
What to compare before you decide
Run the cost math
- Your premium alone vs your premium + spouse added
- What each employer actually pays toward a dependent
- Both deductibles and both out-of-pocket maximums
- Total annual cost, not just the monthly premium
Check the fit
- Are both of your doctors in the combined plan's network?
- Are both of your prescriptions covered, and at what tier?
- Does either of you travel or live across state lines?
- Is either spouse planning a procedure or a pregnancy soon?
The subsidy fork worth knowing: if your combined household income after marriage is modest, a marketplace plan with a subsidy may be the cheapest path — but marriage changes your household size and income, which can raise or lower that subsidy. If your combined income is higher, or one of you is self-employed, subsidies may phase out and a nationwide private PPO frequently pencils out better. We model both so you're choosing on real numbers, not a guess.
Just married? Compare all three paths in one sitting.
We'll put "merge onto one plan," "keep separate," and a nationwide private PPO side by side for your exact situation — verify both of your doctors, check both prescriptions, and tell you honestly which wins. Free, no obligation.
The self-employed spouse angle
If one of you runs a business or works 1099, marriage is a good moment to reexamine coverage entirely. A self-employed spouse often has no employer subsidy at all, which is exactly the situation where a medically underwritten nationwide PPO can beat both a marketplace plan and the cost of getting added to the other spouse's employer plan. There's also a tax angle: a self-employed spouse may be able to deduct health insurance premiums — worth raising with your tax professional as you compare.
Related reading
- Marketplace vs private PPO: an honest comparison
- Health insurance for the self-employed
- Is it cheaper to insure your family separately from your employer's plan?
Frequently asked questions
Does getting married let me change health insurance right away?
Yes. Marriage is a qualifying life event that opens a 60-day Special Enrollment Period. During that window you can add a spouse to an employer plan, enroll in a marketplace plan, or apply for a private plan — without waiting for fall Open Enrollment. Once the 60 days pass, most changes wait until the next Open Enrollment.
Is it cheaper to add my spouse to my plan or keep separate coverage?
It depends on what each employer pays toward a dependent. Employers usually subsidize the employee well and the spouse much less — sometimes nothing. If both of you have solid employer coverage, keeping separate plans often costs less than merging. If only one plan is strong, merging may win. The only way to know is to compare the real dependent premium against two separate premiums.
Will we both keep our doctors if we combine plans?
Only if both doctors are in the combined plan's network — which isn't guaranteed. Before you merge, check that both sets of providers and both prescriptions are covered. This is one of the most common surprises for newlyweds, and it's easy to verify before you commit.
Does marriage change our marketplace subsidy?
It can, in both directions. Marriage changes your household size and combined income, which are the two inputs that determine a marketplace subsidy. A couple that each qualified separately might qualify for more, less, or none once combined. If your combined income is above the subsidy line, a private plan priced on health rather than income may be the better value.
One of us is self-employed — does that change things?
Often, yes. A self-employed spouse usually has no employer subsidy, which makes a nationwide private PPO more competitive than getting added to the other spouse's employer plan or buying unsubsidized on the marketplace. There may also be a premium deduction available to the self-employed spouse — worth confirming with your tax professional.
How does RKA help newlyweds?
We compare all three paths — merging onto one plan, keeping separate coverage, and a nationwide private PPO — side by side for your specific situation. We verify both of your doctors and prescriptions, factor in what each employer actually pays, and tell you straight which option wins. We're independent and licensed in 30 states. NPN 19540130.
Compare your options while the window's open.
The 60-day marriage window is the one time all year you can change course freely. We'll run the full comparison at no cost and pre-screen private eligibility if that path fits.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 30 states. Premium estimates are illustrative and based on general market data — actual premiums vary by age, state, health profile, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Oracle Layoffs & COBRA: What Your Coverage Will Cost and Cheaper Alternatives
Oracle cut roughly 21,000 roles over the past year. If you were one of them, the COBRA letter in your inbox is about to show you what your health plan actually costs. Here's how COBRA, ACA, and a nationwide private PPO compare —and how healthy people frequently cut the bill in half.
Layoffs & Coverage • COBRA • Private PPO
Oracle Layoffs & COBRA: What Your Coverage Will Cost and Cheaper Alternatives
Why the Oracle COBRA number is such a shock
While you were employed, Oracle carried most of your premium. You saw a modest payroll deduction and never saw the rest. Many Oracle employees have described the company covering only about half of the dependent cost even while employed — which means if you had a family on the plan, you were already paying more than most people do.
COBRA doesn't change your plan. It changes who pays for it. The coverage is identical — same doctors, same pharmacy, same network — but now 100% of the group premium is yours, plus the administrative fee. That's the entire reason the number looks nothing like what you're used to.
Your three real options after an Oracle layoff
COBRA
- Identical plan — zero disruption
- Same doctors and pharmacy
- No health questions
- Retroactive if elected within 60 days
- You pay the full premium — yours and Oracle's
- Plus up to 2% in admin fees
- Ends at 18 months
ACA Marketplace
- Guaranteed issue — no health screening
- Job loss opens a Special Enrollment Period
- Subsidies possible if this year's income drops
- Networks are often regional HMO/EPO
- Severance counts toward income — it can push you past the subsidy line
- Full price if your income stays high
Private PPO (underwritten)
- Priced on your health and age, not your income
- Nationwide PPO access — specialists without referrals
- Available any month — no enrollment window
- No subsidy reconciliation at tax time
- Frequently 30–50% below COBRA for healthy applicants
- Medical underwriting — not everyone qualifies
The severance trap nobody mentions
Your severance is income. If you're counting on an ACA subsidy to make a marketplace plan affordable, run the math on your full-year projected income — severance included. A large lump sum can push you over the subsidy threshold for the year, and the marketplace reconciles that at tax time on Form 8962. People get a subsidy all year, then owe it back. A private PPO doesn't have this problem at all: the premium is set by age and health, so it doesn't care what your severance was or when you land your next role.
How to use your 60-day window correctly
Do this first
- Apply for a private plan now — underwriting takes 2–4 weeks
- Don't elect COBRA on day one; you don't have to
- If approved, coverage starts the first of next month
- If underwriting runs long, elect COBRA retroactively as a backstop
If you already elected COBRA
- You can leave COBRA any month — no penalty, no minimum
- Private plans have no enrollment window
- Cancel COBRA once the new plan activates
- Time it to the first of the month and there's no gap
Plenty of people ride COBRA for the full 18 months without realizing they could have left at any point. If you're three or six months in and healthy, it's still worth running the comparison.
Laid off from Oracle? Get your real numbers in 5 minutes.
We'll put COBRA, ACA and a nationwide private PPO side by side for your exact situation — verify your doctors, check your prescriptions, and tell you straight which one wins. Free, no obligation.
Will you qualify for a private PPO?
Likely to qualify
- No major chronic conditions
- No hospitalizations in the last 2–3 years
- Few or no ongoing prescriptions
- No active or planned specialty care
- Non-smoker, or quit 12+ months ago
May not qualify
- Type 1 or Type 2 diabetes
- Cardiac history or active heart disease
- Active cancer or recent remission
- Multiple ongoing specialty medications
- Autoimmune conditions
If underwriting isn't a fit, that's a real answer and we'll say so — COBRA or the marketplace becomes the right path, and your layoff opens a Special Enrollment Period either way. We're an independent brokerage; the honest recommendation matters more to us than any single sale.
Related reading
- Amazon layoffs & COBRA: why it's too expensive and what to do instead
- Left your job? How to cut your COBRA bill in half
- Marketplace vs private PPO: an honest comparison
Frequently asked questions
How much does COBRA cost after an Oracle layoff?
It's whatever your Oracle plan actually costs, in full, plus up to a 2% administrative fee — not the payroll deduction you were used to seeing. Depending on your plan tier and how many people are on it, that commonly lands between roughly $600 and $1,800+ per month. Your COBRA election notice states your exact figure. If it looks high, that's not an error — it's the first time you're seeing the real price of the plan.
Does Oracle pay for any of my COBRA coverage?
Check your specific severance paperwork, because terms vary by package and by role. Some employers subsidize COBRA for a period; others don't. If yours doesn't include a COBRA subsidy, you're paying the full premium from day one — which is exactly when comparing alternatives is worth the twenty minutes.
How long do I have to decide?
60 days from the date you lost coverage, or from the date on your COBRA election notice, whichever is later. COBRA is retroactive within that window, so electing on day 55 still covers you from day one. Use the window — don't let it expire by default.
Can I leave COBRA later if I find something cheaper?
Yes. You can cancel COBRA at any time with no penalty and no minimum term. If you're approved for a private PPO or enroll in a marketplace plan, you cancel COBRA with the plan administrator and the new coverage takes over.
What if I get another job in a few months?
If your new employer offers group coverage, you enroll as a new hire and drop the private plan. Some people keep the private plan anyway if the new group plan is expensive or has a narrow network. Either way you're not locked in.
Will my doctors be covered?
We check your specific providers before you apply, not after. Nationwide PPO networks reach most physicians, specialists and hospital systems that accept PPO insurance — but we confirm yours by name so there are no surprises.
Compare COBRA vs private PPO with your actual numbers.
Most healthy people coming off a corporate plan are surprised how much comes off the monthly bill. We run the comparison and pre-screen your underwriting eligibility at no cost.
RKA Insurance Advisors is an independent insurance brokerage and is not affiliated with, endorsed by, or sponsored by Oracle Corporation. Oracle is a trademark of its respective owner and is referenced here solely for identification and news-commentary purposes. Workforce-reduction figures are as publicly reported. Severance and benefit terms vary by individual package — always review your own paperwork and plan documents.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 30 states. Premium estimates are illustrative and based on general market data — actual premiums vary by age, state, health profile, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. COBRA costs and timelines vary by employer plan. Consult your benefits administrator and a licensed advisor for your specific situation. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Using Gusto for Payroll and Health Insurance? One Option They Don't Show You
If you run payroll on Gusto, its health-insurance tab is Gusto's own in-house brokerage showing a limited menu of carriers — and it won't surface options outside that menu. This guide covers the one that often saves a healthy small team the most (an individually medically underwritten nationwide PPO, where each employee is underwritten into a broader, healthier pool), why standard small-group overprices a healthy team, how to keep Gusto for payroll while bringing your own broker, and when Gusto's built-in options still make sense.
Using Gusto for Payroll and Health Insurance? One Option They Don't Show You
What Gusto's benefits tab actually is
If you're weighing Gusto health insurance alternatives, start with what that benefits tab actually is. Gusto is excellent payroll software. The health-insurance section, though, is a brokerage — Gusto acts as your broker of record through its own licensed team and earns a commission when you buy through it. That's not a criticism; it's just important to understand what you're looking at. Like any single brokerage working off a software menu, it shows a limited set of carriers and plan types, and it generally won't dig into the underwriting factors driving your premium or surface structures outside its lineup. What you see in that tab is a slice of the market, not the whole market.
Why a healthy small team overpays on standard small-group
Traditional small-group coverage prices your business as its own small risk pool. A small pool can't absorb a single large claim — a heart attack, a cancer diagnosis, a serious injury — so carriers price for that risk, and rates climb to anticipate it. If your team is young and healthy, you're effectively subsidizing risk you don't carry.
The fix most software funnels won't show you: individually underwrite each employee and place them into a broader pooled program of other small employers. A larger, healthier pool can substantially reduce rates while keeping strong benefits — but it only happens if a broker actually structures it that way.
What a software benefits funnel shows
- A limited menu of carriers and standard plans
- Your small group priced as its own risk pool
- Little visibility into what's driving the premium
- Structures outside the lineup rarely appear
- Convenient, but a slice of the market
What an independent broker can show
- Options across the wider market, on and off the menu
- Individually-underwritten, broader-pool structures
- The trade-offs behind the price, in plain English
- A nationwide PPO built around how your team lives
- A person who handles claims and renewals with you
The option they don't show: an individually-underwritten nationwide PPO
For a healthy small business, the plan that often wins isn't on the standard menu: an individually medically underwritten nationwide PPO, priced per employee — so a healthier team is rated on its own merits, not lumped into a pool priced for worst-case claims. Dental and vision are included by default.
How it's structured
- Nationwide PPO network — in and out of network
- Each employee underwritten, placed into a broader healthy pool
- Priced per individual (age, ZIP, gender — income isn't a factor)
- Dental & vision included by default
- Enroll any month — not just at renewal
Who it fits — and who it doesn't
- Best for healthy teams that can clear underwriting
- Medically underwritten — not everyone qualifies
- Not designed for significant pre-existing conditions
- Pairs cleanly with Gusto payroll (see below)
Can You Keep Your Own Broker with Gusto?
This is the part owners miss: choosing your own broker doesn't mean giving up the payroll platform your team already uses. Gusto's broker integration lets you keep Gusto for payroll and name RKA as your broker of record. Enrollments and payroll deductions still sync automatically, new-hire onboarding still runs in Gusto, and you get an independent advisor who shops the wider market and handles claims and renewals with you. Gusto's own materials put broker integration at no extra cost on the Premium plan, or a small per-employee fee on lower tiers. Best of both: the software you like, the market access you didn't have.
See what the funnel didn't show your team
Send us your team's ages and a little detail, and we'll compare an individually-underwritten nationwide PPO against what you're seeing in Gusto — side by side, in plain numbers. Keep Gusto for payroll. No cost, no pressure.
When Gusto's built-in options still make sense
Being straight about this matters. An individually-underwritten PPO isn't right for every team. If you have employees with significant pre-existing conditions, a guaranteed-issue plan — which is what Gusto's funnel and the ACA market offer — is generally the better route, because underwritten coverage isn't guaranteed to everyone. If your team's incomes are modest, some employees may do better with a subsidized individual marketplace plan (an approach a QSEHRA or ICHRA can support). If you also cover family or are self-employed yourself, our family coverage guide goes deeper. The point isn't that the menu is bad — it's that it's incomplete. The right move is to compare the underwritten option against the guaranteed-issue one and choose with the full picture.
How to compare, in four steps
1. Know what your Gusto tab is quoting
Note the carriers, plan types, and total cost it's showing. That's your benchmark — a slice of the market, not all of it.
2. Get the underwritten option priced
Have a broker run an individually-underwritten nationwide PPO for your team so you can see per-employee pricing against the group quote.
3. Compare total cost and network
Look past premium to deductibles, out-of-pocket maximums, and whether the plan works nationwide, in and out of network.
4. Keep Gusto, add your broker
Whichever wins, use Gusto's broker integration so payroll deductions and onboarding stay automated — no platform switch.
Common questions from Gusto users
Does Gusto sell the insurance itself?
No — Gusto is payroll software, and its benefits section acts as a brokerage through its own licensed team. When you buy health insurance in Gusto, Gusto is your broker of record and earns a commission. It's a convenient path, but it shows a limited menu, not the whole market.
Can I keep Gusto for payroll but use my own broker?
Yes. Gusto's broker integration lets you name an independent broker of record while keeping payroll in Gusto. Enrollments and payroll deductions still sync, onboarding still runs in Gusto, and you get an advisor who shops the wider market. Gusto lists this at no extra cost on its Premium plan, or a small per-employee fee on lower tiers.
Why would an independent broker beat what I see in Gusto?
Because a broker isn't limited to one software menu. For a healthy small team, an individually-underwritten nationwide PPO — where each employee is underwritten into a broader, healthier pool — can price better than a standard small-group plan rated on your group alone. That structure usually doesn't appear in a software funnel.
Is the underwritten option right for everyone?
No. It's medically underwritten, so it's best for healthy teams and not designed for significant pre-existing conditions. If someone on your team has major health needs, a guaranteed-issue plan is generally the better route. That's exactly why comparing both matters.
What's the underwritten option you keep mentioning?
It's an individually medically underwritten nationwide PPO, priced per employee, with dental and vision typically included. Because it's underwritten and pooled more broadly, a healthy team is often rated more favorably than under standard small-group pricing. We verify your team's doctors before you commit.
Do I have to switch at my group's renewal?
Not necessarily. Individually-underwritten coverage enrolls year-round, so you're not locked to a renewal window. We'll tell you whether it makes sense to move now or wait, based on your current plan and timing.
Get the full market, not just the menu
One quick conversation and you'll see your team's real options — the underwritten nationwide PPO next to your Gusto quote — with doctors verified. Keep Gusto for payroll. Free, no pressure.
Robert Adams · President & Licensed Agent · NPN 19540130 · Licensed in 30 states. RKA Insurance Advisors is an independent brokerage and is not affiliated with, endorsed by, or sponsored by Gusto; "Gusto" is a trademark of its respective owner, referenced here for comparison and identification only. The private option referenced is an individually medically underwritten nationwide PPO plan. Premium and plan figures depend on age, ZIP, gender, plan design, and underwriting outcome, and pricing is per individual. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting; not all applicants qualify, and they are not designed for significant pre-existing conditions. Broker-integration availability and fees are set by Gusto and subject to change. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Back-to-School Health Insurance for Self-Employed Parents: A Coverage Checkpoint
Back-to-school season is a natural coverage checkpoint for self-employed parents — sports physicals, school forms, new prescriptions, and kids who may be aging off your plan. This guide covers the five things to confirm before September, why a nationwide PPO often fits families better than an in-state marketplace HMO for specialists and travel-sports injuries, when a marketplace subsidy is still the smarter family move, and a tax perk many self-employed parents miss.
Back-to-School Health Insurance for Self-Employed Parents: A Coverage Checkpoint
Why back-to-school is the right time to check your family's coverage
Summer ends and the paperwork begins: physical forms, immunization records, sports clearances, and a fresh round of "does our plan cover this?" It's also the season when kids actually use their coverage — checkups, urgent care, and the occasional trip to the ER. That makes late summer the natural checkpoint to make sure your family plan fits before you need it, not after. And because a private PPO enrolls year-round, you're not stuck waiting for open enrollment to fix a plan that no longer works.
The checklist: what to confirm before September
Physicals & immunizations
Confirm your plan's preventive-care coverage and that your pediatrician is in-network before the fall rush of forms and appointments.
Sports injuries & the ER
A broken wrist or a torn ligament means urgent care, imaging, and orthopedics — sometimes out of network. Check what your plan pays when it's not a scheduled visit.
Keep the pediatrician & specialists
Make sure the doctors your kids already see are covered — and whether you need a referral to reach a specialist.
Prescriptions
Recheck the drug list. Formularies change every year, and a medication that was covered can move tiers or drop off.
A kid aging off your plan
Children can stay on a parent's plan until 26. If one is turning 26 this year, plan their transition before there's a gap.
A college kid out of state
If a child is heading to school in another state, confirm they're actually covered there — many in-state plans aren't.
The network problem parents feel first
Cost matters, but for families the network is usually what bites first. Most ACA marketplace plans today are HMOs or EPOs built around one state or region. They often require referrals to see a specialist, and they typically pay nothing out of network outside of a true emergency. For a family, that shows up in very specific moments: a pediatric specialist across the state line, a travel-sports tournament three states away, a college freshman two time zones from home, or co-parenting across state lines.
Marketplace HMO / EPO
- Covers pre-existing conditions, guaranteed issue
- Subsidies if your household income qualifies
- Usually no out-of-network coverage (except emergencies)
- Network tied to your home state or region
- Referrals often required to see specialists
- Enroll only in open enrollment or with a qualifying life event
Private nationwide PPO (medically underwritten)
- One of the nation's largest PPO networks
- Works in and out of network across all 50 states
- No referrals needed to see a specialist
- Plan designs with deductibles as low as $0
- Enroll any month — no window
- Medically underwritten — best for healthy families, and not designed for significant pre-existing conditions
Same family, two plans: why the cheapest premium can cost more
Here's the trap in plain figures. Two family plans, same healthy household — and remember the premium is only the sticker price. What you actually pay is premium plus deductible, copays, and the out-of-pocket maximum, plus where the plan actually works:
Plan A — lower premium, higher exposure
- Lower monthly premium
- Family out-of-pocket max often $18,000+
- In-state HMO — no out-of-network coverage
- Referrals to reach pediatric specialists
- A single bad season can expose the full max
Plan B — nationwide PPO
- Modestly higher premium
- $0 deductible designs available
- Lower family out-of-pocket max
- In and out of network across all 50 states
- No referrals — see the specialist directly
Plan A can look cheaper every month right up until a kid breaks an arm at an away game or needs a specialist your HMO doesn't cover — then the low premium is beside the point. Paying a little more for Plan B often isn't spending more; it's buying thousands of dollars of protection and the freedom to get your kids care anywhere in the country. (Figures are illustrative — your actual numbers depend on ages, state, health, and plan design.)
See your real family options — free
Tell us your family's ages, health, doctors, and income, and we'll line up a marketplace plan against a nationwide PPO — total cost and network, side by side. No cost, no pressure.
When the marketplace still wins for families
A private PPO isn't automatically the answer, and being honest about that is the whole point. If your household income is modest, you may qualify for a marketplace subsidy, and in the lower-income cost-sharing reduction (CSR) range a Silver plan can come with sharply reduced deductibles, copays, and out-of-pocket maximums for the whole family. That can be a genuinely strong deal.
Even then, go in with eyes open: those plans are usually still in-state HMOs or EPOs, so the network limits and referral rules remain. And if a family member has significant pre-existing conditions, the marketplace is generally the better route, because a private PPO is medically underwritten and not everyone qualifies. The right move is to weigh your family's total cost against your need for network freedom. For a deeper side-by-side, see our Marketplace vs Private PPO breakdown.
A perk many self-employed parents miss: your premiums may be deductible
If you're self-employed and not eligible for coverage through a spouse's employer, the self-employed health insurance deduction may let you deduct your family's health, dental, and qualifying long-term-care premiums — which can meaningfully lower the true cost of a family plan. It's an above-the-line deduction, so you don't have to itemize. The rules depend on your business structure and net income, so confirm the details with your tax professional. (This is general information, not tax advice.)
How to decide, in four steps
1. Map how your family actually uses care
Which doctors do you want to keep? Do kids travel for sports or head out of state for school? Any regular prescriptions? This drives the network decision more than the premium does.
2. If income is modest, check the marketplace — including CSR
A subsidy, and especially a cost-sharing-reduction Silver plan, can lower your family's total cost substantially. Get that price as your benchmark.
3. Compare total exposure, not premium
Line up premium + deductible + copays + family out-of-pocket max across every option. The lowest monthly price is often not the lowest yearly cost.
4. Weigh network freedom
An in-state HMO vs a nationwide PPO that works in and out of network is a real difference for a family — decide what that's worth to you.
Common questions from self-employed parents
Why does back-to-school matter for my health insurance?
Because it's when your family actually uses coverage — physicals, forms, new prescriptions, urgent care, and sports injuries all cluster around the start of the school year. Checking now means you catch problems before you need care, not after. And since a private PPO enrolls any month, you can act on what you find right away.
My kids play sports — what coverage matters most?
Injuries rarely happen on a schedule, so look at urgent care, imaging, orthopedics, and the ER — and whether your plan pays out of network. Most marketplace HMOs cover little to nothing outside their home-state network except in a true emergency. A nationwide PPO covers your kids in and out of network across all 50 states, which matters for travel sports and away games.
One of my kids is heading to college out of state — will our plan cover them there?
Often not, if you have an in-state HMO or EPO — those typically only cover emergencies out of state. A nationwide PPO works across all 50 states, so a college student keeps full coverage away from home. It's one of the most common reasons families switch before fall.
My income varies — should I look at the marketplace or a private PPO?
If your household income is modest, check the marketplace first — you may qualify for a subsidy, and a cost-sharing-reduction Silver plan can carry low deductibles and out-of-pocket costs for the family. If you're healthy and above the subsidy range, a nationwide private PPO often wins on network and total cost. We price both so you can see the full comparison.
Can I deduct my family's health insurance premiums?
Many self-employed parents can, through the self-employed health insurance deduction, if you're not eligible for coverage through a spouse's employer plan. It can lower the real cost of a family plan meaningfully. The specifics depend on your business structure and income, so confirm with your tax professional — this isn't tax advice.
Do I have to wait for open enrollment to change our plan?
For a marketplace plan, generally yes — you need open enrollment or a qualifying life event. A private medically underwritten PPO enrolls any month of the year, so if your back-to-school check turns up a problem, you don't have to wait to fix it.
Get your family's coverage right before the school year starts
One quick conversation and you'll know your total cost and your network for every option — marketplace and private PPO — with your kids' doctors verified. Free, and no pressure.
Robert Adams · President & Licensed Agent · NPN 19540130 · Licensed in 30 states. Premium, deductible, and out-of-pocket figures are illustrative and vary by age, state, health profile, plan design, and underwriting outcome. Subsidy and cost-sharing-reduction eligibility depend on household income, size, and location. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting; not all applicants qualify, and they are not designed for significant pre-existing conditions. Tax information is general and not tax advice; consult your tax professional. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Health Insurance for Travel Nurses: PPO Coverage That Moves With You
Travel nurses change states every few months — most health plans don't keep up. Here's how nationwide private PPO coverage works for contract nurses, how to bridge gaps between assignments, and when the ACA marketplace still wins.
Health Insurance for Travel Nurses: Coverage That Moves With You
Why travel nurse coverage is its own problem
Most people pick a health plan once a year and keep the same doctors. A travel nurse's life doesn't work that way. You might start the year in Phoenix, take a summer contract in Seattle, and finish in Tampa — three states, three provider networks, and possibly a two-week gap between each assignment. The coverage questions that matter for you are different from the ones a typical employee ever thinks about:
Will it travel?
Does your plan's network actually cover providers in the next state you're assigned to — or only your "home" region?
What about the gap?
If a contract ends Friday and the next starts in three weeks, are you uninsured in between?
Can you enroll mid-year?
You rarely line up with a tidy open-enrollment window. Can you get covered the month you actually need it?
Your three real options
Agency / staffing plan
- Convenient, payroll-deducted
- Often ends the day your contract ends
- Coverage can lapse between assignments
- You lose it if you switch agencies
ACA marketplace
- Covers pre-existing conditions, no underwriting
- Subsidies if your income qualifies
- Network usually tied to one state — you may re-shop when you move
- Enroll only in OEP or with a qualifying life event
Private PPO (underwritten)
- One nationwide PPO network — travels with you
- Enroll any month, no window
- Fixed premium based on age/health, not income
- Health underwriting — best for healthy applicants
The gap between contracts is where nurses get burned
The single most common coverage mistake we see with contract nurses is assuming the agency plan carries them through downtime. Many don't. When the assignment ends, so does the plan — sometimes effective the last day worked. If you've got a two- or three-week break before the next contract, that's a window where one ER visit or accident is entirely out of pocket.
A nationwide private PPO sidesteps this because it isn't tied to any one assignment. It stays in force month to month regardless of where you're working — so the gap between contracts stops being a gap in coverage. You own the plan, not the agency.
When the marketplace still wins
We're an independent brokerage, so the honest answer matters more than the sale. A private PPO is not the right call for every travel nurse. Lean toward the ACA marketplace when:
Your income qualifies for subsidies
If a subsidy makes a marketplace plan dramatically cheaper, that often beats an unsubsidized private premium — even with a narrower network.
You have significant pre-existing conditions
Private plans are medically underwritten and can exclude or decline. The marketplace can't — it may be your broader-coverage path.
For a healthy, higher-earning contract nurse who's above the subsidy line and crossing state lines all year, the math more often tips toward a nationwide PPO. The only way to know your answer is to put real numbers side by side.
What to check before you pick any plan
- Network reach: confirm it covers providers in the states you're likely to be assigned, not just your home base.
- Effective date flexibility: can it start the first of next month, mid-contract, or after a gap?
- Telehealth: useful when you're new in a city and don't have a local doctor yet.
- Continuity: does it stay in force between assignments and when you change agencies?
- Your providers: if you have a specialist you fly back to see, verify they're covered before you enroll.
One plan that follows you state to state
We'll compare nationwide private PPO and marketplace options side by side — verify your providers, check effective dates around your contract schedule, and tell you straight which one wins for your situation. Free, no obligation.
Frequently asked questions
Will a private PPO cover me in every state I take a contract in?
Nationwide PPO networks access providers across the country, so the plan generally travels with you rather than resetting each time you move. Before you enroll we verify the network reaches the states and provider systems you're likely to work in, so there are no surprises on your next assignment.
What happens to my coverage between contracts?
That's the key advantage of owning your own plan. A private PPO stays in force month to month regardless of whether you're currently on assignment, so a break between contracts doesn't create a coverage gap. Agency plans, by contrast, often end when the contract does.
Can I enroll if it's not open enrollment?
Private underwritten PPO plans are available year-round with no enrollment window — you can apply between assignments or whenever your agency coverage ends. ACA marketplace plans generally require open enrollment or a qualifying life event such as losing other coverage.
I'm a 1099 / independent contract nurse. Does that change anything?
It often makes a private PPO more attractive, because you don't have an employer plan and your income may be above the subsidy threshold. Premiums are fixed by age and health rather than fluctuating with your income, which is helpful when contract pay varies through the year.
How does RKA help travel nurses specifically?
We compare marketplace and nationwide private PPO options side by side for your situation, verify your providers and the network's reach in the states you work, and match effective dates to your contract schedule so you're never caught in a gap. We're independent and licensed in 30 states. NPN 19540130.
Robert Adams · President & Licensed Agent · NPN 19540130 · Licensed in 30 states. Premium estimates are illustrative and based on general market data — actual premiums vary by age, state, health profile, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Lost Your Job or Left Corporate? How to Cut Your Health Insurance Bill in Half
Leaving a corporate job is one of the most common health insurance triggers. COBRA keeps your coverage but at full price — your share plus your employer's share. For healthy people, a private medically underwritten PPO often costs half as much with the same nationwide network. Here's how to make the switch.
Private PPO • COBRA • Career Transition
Lost Your Job or Left Corporate?
How to Cut Your Health Insurance Bill in Half
The COBRA surprise nobody prepares you for
When you leave a job, HR gives you a COBRA election notice. It's familiar, it's straightforward, and it keeps your exact same plan — same doctors, same pharmacy, same network. So most people elect it without comparing anything else.
Then the first bill arrives.
When you were employed, your employer was quietly covering 70–80% of your health insurance premium. That portion disappeared the moment you left. COBRA makes you whole on the coverage — but you now owe 100% of the group premium plus a 2% administrative fee. For a plan that cost you $180/month as an employee, COBRA might run $800/month or more.
Most people stay on COBRA because they assume it's the only option, or because they're worried about a gap in coverage. Neither is true.
What actually happens to your coverage when you leave
Your last day
- Group coverage ends — typically last day of the month
- COBRA election notice issued within 14 days
- 60-day window to elect COBRA begins
- COBRA is retroactive if you elect it within the window
Days 1–60
- You are technically uninsured — but COBRA can cover retroactively
- Best time to apply for a private plan
- Also qualifies for ACA Special Enrollment Period
- Private plan underwriting takes 2–4 weeks
After day 60
- COBRA election window closes permanently
- ACA Special Enrollment Period also closes
- Private PPO still available — no enrollment window
- Next ACA option: Open Enrollment (Nov–Jan)
COBRA vs your alternatives — side by side
- Exact same plan — no disruption
- Same doctors, same pharmacy
- No health screening
- Retroactive — elect within 60 days
- Full premium — yours + employer's share
- Plus 2% administrative fee
- Expires at 18 months
- $600–$1,800+/mo depending on plan
- Guaranteed issue — no health screening
- Job loss = Special Enrollment Period (60 days)
- Subsidies possible if income is lower this year
- Subsidy estimate based on projected annual income
- Often HMO/EPO — regional networks
- Full unsubsidized rate if income is high
- Premium based on your health — not income
- Nationwide PPO — see any specialist, no referrals
- Deductible options from $0 and up
- Available any month — no enrollment window
- No income reconciliation at tax time
- Frequently 30–50% less than COBRA for healthy people
- Health questionnaire required
What the cost difference actually looks like
The gap between COBRA and a private plan depends on your age, the quality of your former group plan, and your health profile. Here are typical ranges for healthy individuals in 2026:
Individual coverage — healthy, age 35
- COBRA (typical): $650–$900/mo
- ACA unsubsidized: $380–$520/mo
- Private PPO: $220–$320/mo
- Annual savings vs COBRA: $4,000–$8,000+
Individual coverage — healthy, age 50
- COBRA (typical): $900–$1,400/mo
- ACA unsubsidized: $550–$780/mo
- Private PPO: $380–$560/mo
- Annual savings vs COBRA: $6,000–$12,000+
*Estimates based on 2026 market data. Actual figures vary by state, plan, and underwriting outcome.
Who qualifies for a private medically underwritten plan
Likely to qualify
- No major chronic conditions
- No hospitalizations in the past 2–3 years
- Minimal or no ongoing prescription medications
- No active or planned specialty care
- Non-smoker or quit 12+ months ago
May not qualify
- Type 1 or Type 2 diabetes
- History of cardiac events or active heart disease
- Active cancer or recent remission
- Multiple ongoing specialty medications
- Autoimmune conditions (MS, lupus, RA)
If you don't qualify for private underwriting, COBRA or the ACA marketplace remain the right path. Job loss qualifies you for a Special Enrollment Period — we'll show you the best available ACA options for your situation and income level.
We compare COBRA cost, ACA options, and private PPO side by side for your specific situation — no pressure, no obligation.
What if you're already on COBRA — can you switch?
Yes. You can leave COBRA and switch to a private medically underwritten plan at any time. There is no enrollment window for private plans — they're available year-round. You simply apply, go through underwriting, and your new coverage starts on the first of the following month. Your COBRA coverage ends when your new plan begins.
People stay on COBRA for months — sometimes the full 18 months — without realizing they could have left at any point. If you've been on COBRA for 3, 6, or 12 months and you're healthy, it's worth getting a comparison now.
How to use the 60-day window correctly
If you just left a job
- Apply for private plan immediately — don't wait
- Underwriting takes 2–4 weeks
- If approved, new plan starts first of next month
- COBRA backstop available if underwriting extends past 60 days
- Don't elect COBRA until you know your underwriting result
If you're currently on COBRA
- Private plans available any month — no window needed
- Apply now, coverage starts next month
- Cancel COBRA when new plan activates
- Prorated COBRA premium refunded for unused days in some cases
- No gap in coverage if timed to first of month
Frequently Asked Questions
How long do I have to elect COBRA after leaving a job?
60 days from the date you lost coverage — or the date of your COBRA election notice, whichever is later. COBRA is retroactive, so if you elect it on day 59, your coverage is treated as continuous from the day you lost employer coverage. This gives you the full window to explore alternatives before committing.
Can I leave COBRA early if I find a better plan?
Yes. You can cancel COBRA at any time. There's no penalty and no minimum term. If you're approved for a private PPO or enroll in an ACA plan, you simply cancel COBRA with your plan administrator and your new coverage takes over.
What if I get a new job while on a private plan?
If your new employer offers group health insurance, you can enroll during their open enrollment or new-hire enrollment period. You'd cancel your private plan at that point. Some people keep their private plan if the employer's group coverage is expensive or has a limited network.
Does leaving a job qualify me for ACA Special Enrollment?
Yes. Losing employer-sponsored health coverage qualifies as a life event that triggers a 60-day Special Enrollment Period on the ACA Marketplace. If your income this year will be lower due to the job change, you may also qualify for subsidies you didn't have before. We model both scenarios.
What if I'm between jobs and my income is hard to estimate?
Private PPO premiums are not income-based — they're based on your age and health profile. This is actually an advantage during an income transition: your premium stays the same regardless of whether you find a new job quickly or take longer. No subsidy reconciliation, no income reporting required.
How do I know if my doctors are in the private PPO network?
We check network participation for your specific providers before you apply. Private plans use nationwide PPO networks — most physicians, specialists, and hospital systems that accept PPO insurance are in-network. We confirm before you commit to anything.
Most healthy people who left a job are surprised at how much they can save. We run the comparison and pre-screen underwriting eligibility at no cost.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 32 states. Premium estimates are illustrative ranges based on 2026 market data and are not guaranteed. Actual premiums vary by age, state, tobacco status, plan selection, carrier, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. COBRA costs and timelines vary by employer plan. Consult your benefits administrator and a licensed advisor for your specific situation. This content is for informational purposes only and does not constitute insurance or legal advice.
Health Insurance for Gig Workers and 1099 Contractors: How to Get Covered
Gig and 1099 work spans rideshare to six-figure consulting — and none of it comes with benefits. Here's how independent workers really compare coverage: why the monthly premium is only the sticker price, how deductibles, copays, and out-of-pocket maximums decide what you actually pay, and why a nationwide PPO's in- and out-of-network freedom often beats an in-state HMO or EPO — plus when a marketplace subsidy still makes sense.
Health Insurance for Gig Workers and 1099 Contractors: How to Get Covered
The premium is the sticker price — not the real cost
When you buy coverage, the monthly premium is simply what you pay for the product. It tells you almost nothing about what that product will actually cost you over a year, because a health plan has four separate cost levers, and premium is only one of them:
Premium
What you pay every month just to hold the plan — whether or not you ever use it.
Deductible
What you pay out of pocket before the plan starts sharing costs. Can be $0 on some plans, $9,000+ on others.
Copays & coinsurance
What you pay per visit, per prescription, or as a percentage — every time you get care.
Out-of-pocket maximum
The most you can pay in a bad year. This is the number that protects you when something serious happens.
A plan with a low premium and a high deductible isn't "cheap" — it's a bet that you won't need care. If that bet is wrong, you can end up paying far more than you would have on a plan that cost a little more each month. That's why the premium alone should never decide it.
Same person, two plans: run the real numbers
Here's the trap, in plain figures. Two plans for the same healthy person:
Plan A — low premium, high exposure
- $150 / month premium
- ~$9,200 deductible and out-of-pocket max
- In-state HMO/EPO network — no out-of-network coverage
- One serious event and you're exposed to the full $9,200
Plan B — slightly higher premium, far less exposure
- $200 / month premium
- $0 deductible
- ~$3,000 out-of-pocket max
- Nationwide PPO — in and out of network, anywhere in the U.S.
Plan B costs about $50 more a month — roughly $600 a year. But the moment you have a real claim, Plan A can expose you to $6,000+ more than Plan B, and Plan A only works inside your home state. Paying the extra $50 isn't spending more; for a lot of people it's buying thousands of dollars of protection and the freedom to see any doctor in the country. (Figures are illustrative — your actual numbers depend on age, state, health, and plan design.)
Where can you actually use it? HMO/EPO vs nationwide PPO
Cost is half the story. The other half is network — and this is where the two products really diverge. The majority of ACA marketplace plans today are HMOs or EPOs. Those plans are generally built around one state or one region, and they typically pay nothing if you go out of network (outside of emergencies). Travel, move between states, or want a specialist across the country, and you're on your own.
Marketplace HMO / EPO
- Covers pre-existing conditions, guaranteed issue
- Subsidies if your income qualifies (more on that below)
- Usually no out-of-network coverage at all
- Network tied to your resident state or region
- Out-of-pocket maximums often $9,000+
- Enroll only in open enrollment or with a qualifying life event
Private nationwide PPO (medically underwritten)
- One of the nation's largest PPO networks
- Works in and out of network, across all 50 states
- Plan designs with deductibles as low as $0
- Out-of-pocket max options as low as around $3,000
- Enroll any month — no window
- Medically underwritten — best for healthy applicants, and not designed for significant pre-existing conditions
Stop comparing premiums. Compare what you'll actually pay.
Tell us a little about your health, your income, and how you live, and we'll show you the total cost and the network for each option — side by side, in plain numbers. No cost, no pressure.
When the marketplace still makes sense
A private PPO isn't automatically the answer — it depends on your situation, and being honest about that is the whole point. If your gig income is modest, you may qualify for a marketplace subsidy, and in the lower-income cost-sharing reduction (CSR) range, a Silver plan can come with sharply reduced deductibles, copays, and out-of-pocket maximums. That can be a genuinely strong deal on cost.
Even then, run it with eyes open: those plans are still usually in-state HMOs or EPOs, so the network restrictions and lack of out-of-network coverage remain. And if you have significant pre-existing conditions, the marketplace is generally the better route, because a private PPO is medically underwritten and not everyone qualifies. The right move is to weigh your total cost against your need for network freedom. For a deeper side-by-side, see our Marketplace vs Private PPO breakdown.
How to actually decide, in four steps
1. Map how you actually use care
Do you travel or move? Want a specific hospital or specialist? Take regular prescriptions? This drives the network and out-of-pocket decision more than the premium does.
2. If your income is modest, check the marketplace — including CSR
A subsidy, and especially a cost-sharing-reduction Silver plan, can lower your total cost substantially. Get that price as your benchmark.
3. Compare total exposure, not premium
Line up premium + deductible + copays + out-of-pocket max across every option. The lowest monthly price is often not the lowest yearly cost.
4. Weigh network freedom
An in-state HMO/EPO vs a nationwide PPO that works in and out of network is a real quality-of-coverage difference — decide what that's worth to you.
Common questions from gig and 1099 workers
Isn't the plan with the lowest monthly premium the cheapest?
Not usually. The premium is only what you pay to hold the plan. A low-premium plan often carries a $9,000+ deductible and out-of-pocket max and no out-of-network coverage, so the first real claim can cost you far more than a plan that was a little more per month. Compare total exposure — premium plus deductible, copays, and out-of-pocket maximum — not the premium alone.
What's the real difference between a marketplace HMO/EPO and a private PPO?
Most marketplace plans are HMOs or EPOs built around one state, and they generally pay nothing out of network. A private nationwide PPO uses one of the country's largest networks and works in and out of network across all 50 states — useful if you travel, move, or want a specific doctor. Some private PPO designs also offer $0 deductibles and out-of-pocket maximums as low as around $3,000.
I drive rideshare or deliver part-time. What should I look at first?
If your total annual income is modest, check the marketplace first — you may qualify for a subsidy, and in the cost-sharing-reduction range a Silver plan can have low deductibles and out-of-pocket costs. Just know it's usually an in-state HMO/EPO. If you're healthy and want nationwide, in-and-out-of-network coverage with a low out-of-pocket max, we'll price a private PPO against it so you can see the full comparison.
My income is irregular. Does that affect my options?
A private PPO premium is based on your age and health, not your income, so it doesn't move month to month and there's no year-end income reconciliation. You can also enroll any month — no waiting for an open-enrollment window between gigs. Marketplace subsidies, by contrast, are tied to your estimated annual income.
How does RKA help gig and 1099 workers?
We compare the whole picture for you — total cost and network across a marketplace plan and a private PPO — verify your doctors are covered, and explain the trade-offs in plain English. There's no one-size-fits-all answer, which is exactly why a personalized comparison matters. We're licensed in 30 states, and it's free.
Get the full picture — free
One quick conversation and you'll know your total cost and your network for every option, not just the monthly price. That's how you actually get the right plan.
Robert Adams · President & Licensed Agent · NPN 19540130 · Licensed in 30 states. Premium, deductible, and out-of-pocket figures are illustrative and vary by age, state, health profile, plan design, and underwriting outcome. Subsidy and cost-sharing-reduction eligibility depend on household income, size, and location. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting; not all applicants qualify, and they are not designed for significant pre-existing conditions. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Is It Cheaper to Insure Your Family Separately From Your Employer's Plan?
Most employers heavily subsidize the employee's premium and contribute little or nothing toward a spouse or kids — so adding family to the group plan can cost hundreds a month. Here's the math nobody explains, and why "being on the same plan" matters less than you think.
Private PPO • Family Coverage
Is It Cheaper to Insure Your Family Separately From Your Employer’s Plan?
The health-insurance hack nobody talks about: what your employer really pays toward a spouse and kids — and how to pay less.
The number on your benefits sheet nobody reads
When open enrollment comes around, most people glance at the employee premium, see that it's affordable, and check the box to add their family. What they rarely do is look at how much of the family premium the employer is actually covering.
Here's the part nobody explains: employers tend to subsidize employee-only coverage — often paying somewhere between half and most of that premium — and then contribute little or nothing toward dependents. In practice, a real contribution toward a spouse or kids is rare; most people end up paying the full, unsubsidized rate to add their family. Some employers pay a flat dollar amount that barely moves when you add a spouse and kids; most pay a share of employee-only and nothing extra for family. The result is that the jump from "just me" to "me plus family" almost always lands on you — and how heavy that jump is depends entirely on your employer.
Illustrative ranges. Employer contributions vary by company — in practice a contribution toward dependents is rare. The number that decides this for you is on your own benefits sheet.
That gap is the whole game. You're not overpaying because the group plan is bad — you're overpaying because you're absorbing nearly the full cost of the people the employer doesn't subsidize.
The structure most families never consider
You don't have to put everyone on one plan. A common, completely legitimate approach for a healthy family:
You — stay on the employer plan
- Your premium is subsidized — keep it
- No change to your coverage or doctors
- Pre-tax payroll deduction stays intact
Spouse + kids — private PPO
- Priced on age and health, not the group's family rate
- Nationwide PPO network — keep your doctors, no referrals
- Available year-round — no enrollment window
- Medical underwriting — best for healthy dependents
Split the family, and you stop paying the group's unsubsidized family rate for the people the employer was never really covering. For a healthy spouse and children, a private PPO premium frequently comes in well below what the group plan charges to add them.
"But we want to be on the same plan"
This is the objection we hear most — and it's worth being honest about. A health plan is really two things: a network (which doctors and hospitals you can use) and a formulary (which medications are covered, and at what cost). "Same plan" feels meaningful, but if your providers and prescriptions are covered either way, the only real difference between being together on one plan and split across two is the price.
And that price difference is often hundreds of dollars a month. When you can see the actual savings side by side, "same plan" stops feeling like the priority it seemed to be.
This is exactly the part we handle for you: before anyone moves, we verify your spouse's and kids' doctors are in-network and their medications are covered on the new plan — so you're trading a higher bill for a lower one, not for a coverage surprise.
We'll compare keeping everyone on the group plan vs. splitting your spouse and kids onto a private PPO, verify their doctors and medications, and show you the real monthly difference. Free, no obligation.
When splitting the family makes sense — and when it doesn't
Worth comparing if…
- Your employer pays little or nothing toward dependents
- Your spouse and kids are generally healthy
- Adding family more than doubles your paycheck deduction
- You want nationwide access without referrals
Stay as-is if…
- Your employer actually subsidizes dependents too
- A family member has significant health history
- You qualify for meaningful marketplace subsidies as a family
- A key specialist isn't in the private PPO network
There's no one answer — it depends on your employer's contribution, your family's health, and your providers. The only way to know is to put the numbers next to each other.
Frequently Asked Questions
Is it allowed to keep myself on my employer plan and cover my family elsewhere?
Yes. You're not required to enroll your dependents in your employer's plan. You can keep your own employer coverage and cover your spouse and children separately on a private PPO or marketplace plan. It's a common arrangement, especially when an employer contributes little or nothing toward dependents.
How much can a family actually save doing this?
It varies by your employer's family contribution, your family's ages and health, and the plan you choose. For healthy families, the difference between the group family rate and a private PPO for a spouse and kids is often several hundred dollars a month. We run your specific numbers so you see the real figure, not an estimate.
Will my family keep their doctors?
That's the first thing we check. Private PPO plans use broad nationwide networks, so most physicians, specialists, and hospitals that accept PPO insurance are in-network — but we verify your family's specific providers and medications before anyone switches, so there are no surprises.
What if one of my kids or my spouse has a health condition?
Private plans are medically underwritten and may exclude or decline based on health history. If a dependent has significant conditions, keeping them on the group plan or using the ACA marketplace is often the better route. We'll tell you honestly which option fits each family member.
Could my family qualify for marketplace subsidies instead?
Possibly. If your employer's offer of family coverage is considered unaffordable under current rules, your spouse and children may qualify for subsidized marketplace coverage. We check that path alongside private PPO so you can compare all options on price and network.
We compare your group family rate against a private PPO for your spouse and kids, verify networks and medications, and lay out the real monthly difference. No cost, no pressure.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 30 states. Premium figures and employer-contribution ranges in this article are illustrative examples, not guarantees, and vary widely by employer, plan, state, age, tobacco status, and underwriting outcome. Check your own benefits sheet for your employer's actual contribution. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. Marketplace subsidy eligibility depends on income and whether an employer's offer is deemed affordable. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice. Review official plan documents and consult a licensed advisor for your situation.
Divorce and Health Insurance: What Happens to Your Coverage in 2026
Divorce ends the coverage you carried on a spouse's plan — usually within 30 days of the decree. For healthy, higher-income professionals who don' qualify for subsidies, a private medically underwritten PPO often costs far less than COBRA, with nationwide access and year-round enrollment.
Private PPO • Individual Coverage • Compare Plans
Divorce and Health Insurance: What Happens to Your Coverage in 2026
When exactly does your coverage end?
If you were the spouse carried on the other's employer or individual plan, divorce removes you as an eligible dependent. In most cases coverage ends on the last day of the month the divorce is finalized — though the exact date can be set by your decree or your plan administrator. Confirm it in writing so you know your real cutoff.
Your options after divorce
- Keeps the exact same plan, doctors, and network
- No health screening required
- Available for up to 36 months after divorce
- You pay the full premium — your share plus the employer's
- Often $500–$900+/month for one adult
- Most expensive route for a healthy person
- Best value if your employer covers 70%+ of premium
- Losing spousal coverage is a qualifying event to enroll
- Pre-existing conditions covered — no underwriting
- Only an option if your job offers benefits
- Enroll within your employer's election window (often 30 days)
- Guaranteed issue — covers any health history
- Losing coverage = 60-day Special Enrollment Period
- Subsidies possible only if income is below the threshold
- Higher earners pay the full unsubsidized rate
- Often HMO/EPO — regional networks
- Premium based on your health and age — not your income
- Nationwide PPO — see any participating doctor, no referrals
- $0 and low-deductible options available
- Available any month — no enrollment window
- For healthy applicants, often less than COBRA
- Health questionnaire required — not for every health history
Why a private PPO often fits higher-income professionals after divorce
If you're self-employed, a business owner, or simply earn above the subsidy threshold, the ACA marketplace charges you the full unsubsidized rate — and COBRA charges you the entire group premium. Neither is priced in your favor.
A private medically underwritten PPO is priced on your health and age instead of your income, so a healthy applicant frequently lands below both COBRA and unsubsidized ACA for comparable or broader coverage. And because it's a nationwide PPO with no referrals, it travels with you — useful if your work, your kids, or your post-divorce life now spans more than one state.
- Healthy, no major chronic conditions or ongoing specialty care
- Income above the ACA subsidy threshold (or variable self-employed income)
- Self-employed, business owner, or higher-earning professional
- Want nationwide coverage rather than a regional HMO/EPO network
Don't forget the kids
If your children were covered on the plan you're losing, they need a coverage plan too. Typically the parent providing coverage per the divorce decree enrolls them — through their own employer plan, the ACA marketplace, or a family private PPO. Coordinate this with your decree so there's no lapse and no duplication.
What coverage actually costs after divorce
Here's a realistic comparison for a healthy 45-year-old non-smoker with no major health history, in Florida or Texas — two of our most common markets:
COBRA (ex-spouse's plan)
- $500–$900+/mo for one adult
- Same plan and doctors
- Up to 36 months
- Full group premium + admin fee
- Most expensive for healthy people
ACA Marketplace (unsubsidized)
- Silver: $560–$720/mo
- Gold: $680–$860/mo
- Subsidies only below income threshold
- Often regional HMO/EPO networks
- Income reconciliation at tax time
Private Medically Underwritten PPO
- Often $300–$500/mo for a healthy 45-year-old
- Nationwide PPO — no referrals
- $0 deductible options available
- Not income-dependent — no reconciliation
- Available any month
*Estimates based on 2026 market data for healthy non-smokers in FL and TX. Actual figures vary by age, state, plan, health history, and underwriting outcome.
How to time the switch with no gap
30–45 days before coverage ends
- Confirm your exact coverage end date in writing
- Get pre-screened for private PPO eligibility
- Compare COBRA cost, ACA estimate, and private PPO side by side
At and after the decree
- 60-day special enrollment window opens when coverage ends
- COBRA can serve as a short backstop if underwriting is still processing
- Private plan effective the 1st of the following month — no gap if timed right
We compare COBRA, ACA, and private PPO for your exact situation — and pre-screen private eligibility before you apply. No pressure, no obligation.
Frequently Asked Questions
When does my coverage on my spouse's plan actually end?
In most cases it ends on the last day of the month the divorce is finalized, though your decree or plan administrator may set a different date. Confirm the exact cutoff in writing with the plan administrator so you can line up replacement coverage with no gap.
Is divorce a qualifying event for new coverage?
Yes. Losing coverage due to divorce triggers a 60-day Special Enrollment Period on the ACA marketplace, and it's also a qualifying event to join your own employer's plan (usually within about 30 days). Private medically underwritten PPO plans don't require a qualifying event at all — they're available any month.
How long can I keep COBRA after a divorce?
Divorce is a qualifying event that allows the former spouse to elect COBRA for up to 36 months. The trade-off is cost: you pay the full group premium plus a small administrative fee, which is why COBRA is often the most expensive option for a healthy person.
Will my income from the divorce affect ACA subsidies?
Possibly. ACA subsidies are based on Modified Adjusted Gross Income, and a settlement or change in income can move you above or below the threshold. Tax treatment of support payments depends on when your agreement was finalized. Work with your CPA on the numbers — and note that a private PPO is priced on health, not income, so it sidesteps this entirely.
What about coverage for my kids?
If your children were on the plan you're losing, the parent responsible for their coverage under the decree enrolls them — through an employer plan, the ACA marketplace, or a family private PPO. Coordinate it so there's no lapse and you're not paying for duplicate coverage.
What if I have a health condition and don't qualify for a private plan?
If private underwriting isn't available based on your health history, COBRA and the ACA marketplace remain solid options — the ACA is guaranteed issue regardless of health. We compare all three honestly and tell you which fits before you apply for anything.
Independent broker. We run COBRA, ACA, and private PPO side by side for your situation. Free quotes, honest advice, no pressure.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 30 states. Premium estimates are illustrative ranges based on 2026 market data and are not guaranteed. Actual premiums vary by age, state, tobacco status, plan selection, carrier, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. COBRA timelines and costs vary by plan; coverage end dates vary by decree and plan administrator. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice — consult your attorney and CPA for your specific situation.
GLP-1 Coverage Explained: Ozempic, Wegovy & Zepbound in 2026
Whether a plan covers a GLP-1 usually comes down to what it's prescribed for. Diabetes use is commonly covered; weight-loss coverage in 2026 is limited, shrinking, and almost always tied to prior authorization. Here's how each coverage path works — and what to check before you enroll.
Prescription Drug Coverage • Compare Plans • Health Insurance Tips
GLP-1 Coverage Explained: Ozempic, Wegovy & Zepbound in 2026
First, what counts as a "GLP-1"?
GLP-1 receptor agonists mimic a hormone that helps regulate blood sugar and appetite. The brand names get used interchangeably in the headlines, but the FDA approvals behind them are different — and that difference drives whether your plan pays.
Approved for type 2 diabetes
- Ozempic (semaglutide)
- Mounjaro (tirzepatide)
- Rybelsus (oral semaglutide)
- Trulicity, Victoza
Approved for chronic weight management
- Wegovy (semaglutide)
- Zepbound (tirzepatide)
- Saxenda (liraglutide)
The 2026 coverage picture, by plan type
| Coverage path | For diabetes / cardiac use | For weight loss alone |
|---|---|---|
| ACA Marketplace plans | Commonly covered, often with restrictions | Rarely covered — and declining |
| Employer plans | Commonly covered | Only if the employer buys a weight-management rider |
| Private PPO plans | Varies by formulary — verify the drug list | Often excluded or on a high specialty tier |
| Medicare Part D | Covered for approved non-weight uses | Limited — see the GLP-1 Bridge note below |
Why weight-loss coverage keeps shrinking
At roughly $1,000+ per month at list price, GLP-1s have become one of the fastest-growing line items in pharmacy budgets — and insurers have pointed to them as a factor pushing 2026 marketplace premiums higher. The result: many carriers have narrowed weight-loss coverage to diabetes-only, added prior authorization, or dropped it entirely for individual and small-group members effective January 2026.
What this means for you
- A plan covering Ozempic for diabetes may not cover Wegovy for weight loss.
- Even "covered" weight-loss prescriptions usually need prior authorization first.
- Coverage can change at renewal — what's on the formulary this year may shift next year.
If a plan does cover it: how approval usually works
When a plan includes weight-loss GLP-1s, approval criteria tend to mirror the FDA prescribing guidelines:
Typical approval requirements
- BMI of 30+, or 27+ with a weight-related condition (high blood pressure, prediabetes, high cholesterol)
- A documented diagnosis with the correct code from your provider
- A prior authorization request submitted by your prescriber
- In some plans, step therapy — trying a lower-cost option first
Good to know
- Prior authorization can take up to 10 business days
- Ask your prescriber's office to submit it the day the script is written
- Denials can be appealed — and appeals succeed more often than people expect
If your plan excludes it: lower-cost paths
A coverage denial isn't a dead end. Several manufacturer and pharmacy programs exist for people paying out of pocket:
Manufacturer direct
- NovoCare (Wegovy): injection from about $199/month for new patients, then higher; Wegovy pill from about $149/month
- LillyDirect (Zepbound): from about $299/month depending on dose
Pharmacy savings
- GoodRx and similar tools for semaglutide and tirzepatide pricing
- Commercial-insurance copay cards
- Manufacturer cards exclude government plans (Medicare/Medicaid)
A new Medicare GLP-1 Bridge program begins July 1, 2026, giving eligible Part D beneficiaries access to certain weight-loss GLP-1s for a $50 monthly copay through the end of 2027, with prior authorization and clinical criteria required. This applies to Medicare members specifically — separate from the under-65 coverage this guide focuses on.
What to check before you enroll in any plan
- Pull the plan's drug formulary and search the exact brand you take
- Review the Summary of Benefits and Coverage (SBC) — every plan must provide one
- Confirm the tier and whether prior authorization or step therapy applies
- Check whether coverage is tied to a diabetes diagnosis or includes weight management
Where we come in
- We'll run this formulary check with you before you commit to a plan
- Compare your options side by side across carriers
- No surprises at the pharmacy counter
- Free, and no obligation
We'll review the drug lists with you and compare your options side by side — at no cost.
Frequently Asked Questions
Is Ozempic covered by health insurance?
Ozempic is FDA-approved for type 2 diabetes (and cardiovascular risk reduction in certain adults with diabetes), so it's commonly covered when prescribed for those uses — often with prior authorization. It is not FDA-approved as a weight-loss drug, so plans generally won't cover it for weight loss alone.
Why would my plan cover Ozempic but not Wegovy?
They share the same active ingredient (semaglutide) but have different FDA approvals. Ozempic is approved for diabetes; Wegovy is approved for weight management. Formularies follow the approved use, so a plan can include one and exclude the other.
Do ACA Marketplace plans cover GLP-1s for weight loss?
Rarely in 2026. Industry analyses found only about 26 of roughly 300 marketplace carriers cover GLP-1s for obesity, concentrated in nine states, and coverage has been declining. Plans that do cover them typically require prior authorization or quantity limits. Always check the specific plan's formulary.
What if my prescription is denied?
Denials can often be appealed, and appeals succeed more often than people expect — many simply never file one. You can also use manufacturer direct programs and pharmacy savings tools while you sort out coverage. Your prescriber's office handles the prior authorization and appeal paperwork.
Can a private PPO plan get me GLP-1 coverage?
It depends entirely on the individual plan's formulary. Private PPO drug lists vary, and weight-loss GLP-1s are often excluded or placed on a high specialty tier. The reliable move is to verify the exact medication on the formulary before you enroll — which is something we can do with you directly.
We're an independent broker. We'll check the formulary, compare carriers, and tell you honestly what each plan covers for your situation. No pressure, no obligation.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 30 states. This content is for informational purposes only and does not constitute insurance, medical, legal, tax, or financial advice. Prescription coverage, formularies, prior-authorization rules, and manufacturer program pricing vary by plan, state, and date and change frequently — verify details against your plan's current formulary and Summary of Benefits and Coverage, and consult your healthcare provider about any medication. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify.
Summer Insurance Shock: Are Teachers Paying COBRA-Level Premiums?
Many teachers assume their "district health insurance" is a great deal — but family premiums often rival COBRA costs. For healthy families, moving dependents to a private PPO while keeping the teacher on the district plan can save $500–800/month
insurance Tips • Compare Plans • Private PPO
Summer Insurance Shock: Are Teachers Paying COBRA-Level Premiums?
The hidden cost of "district insurance"
Most teachers know their district contributes toward health insurance. What many don't realize is how that contribution is structured — and how little of it applies to family coverage.
According to the National Council on Teacher Quality (NCTQ), districts cover an average of 84% of employee-only premiums but only 64% of family premiums. The gap between those two numbers is where teachers get hit.
The result: a teacher paying $162/month for single coverage might pay $711/month or more for family coverage — a jump that rivals what they'd pay on COBRA.
Why family premiums are so high
Employee-only coverage
- District pays 80–90% of premium
- Teacher pays $100–200/month
- Feels like a "great benefit"
Family coverage
- District contribution doesn't scale proportionally
- Teacher picks up most of the dependent cost
- $600–900+/month is common
- Some districts exceed $1,000/month
In Texas specifically, the state contributes just $75/month toward employee coverage, plus a $150/month district minimum. That's $225/month total — for the teacher only. Family members? That's on you.
The split coverage strategy
Here's what some teachers are doing instead: keep the employee on the district plan (to capture the employer contribution), and move spouse and kids to a private medically underwritten PPO.
- Teacher stays on district plan — low cost, good coverage
- Dependents move to private PPO — often $400–600/month for spouse + kids
- Total family cost drops by $500–800/month in many cases
- Private plan has nationwide PPO network (UHC Choice Plus)
- No enrollment window — available any month
- Before: $780/month (district family plan)
- After — Teacher: $19/month (district employee-only)
- After — Spouse + 2 kids: $521/month (private PPO)
- New total: $540/month
- Savings: $240/month ($2,880/year)
Who this works for — and who it doesn't
Good candidates for split coverage
- Healthy spouse and children
- No major chronic conditions or ongoing specialty care
- Family members rarely use the healthcare system
- Current family premium exceeds $600/month
Not a fit if
- Spouse or child has significant health history
- Pre-existing conditions that require ongoing care
- Mental health or substance abuse treatment is needed
- You need guaranteed-issue coverage regardless of health
What private PPO coverage looks like
UnitedHealthcare Choice Plus PPO — Secure Advantage
- $0 day-to-day deductible — benefits start immediately
- 6 prepaid doctor visits per person/year
- $10 generic / $40 brand prescriptions
- Unlimited telehealth included
- $2,500–$10,000 deductible options for major medical
- 80/20 coinsurance up to max out-of-pocket
- Guaranteed renewable to age 65
What's not covered
- Inpatient mental health treatment
- Drug and alcohol rehabilitation
- Pre-existing conditions (underwriting required)
If these exclusions are a concern, district or ACA marketplace coverage may be the better path.
We'll compare your district family plan vs. employee-only + private PPO for dependents — and tell you honestly which path saves more.
How to know if this makes sense for you
Step 1 — Check your current family premium
- Look at your district benefits statement
- What are you actually paying for employee + dependents?
- Is your total above $600/month?
Step 2 — Get a private quote for dependents
- We'll run numbers for spouse and kids on a private PPO
- Based on their ages, ZIP code, and health profile
- Takes about 5 minutes
Step 3 — Compare total costs
- District employee-only + private PPO for dependents
- vs. district family plan
- The math tells you whether it's worth it
Step 4 — Pre-screen for underwriting
- Before applying, we check whether your family members are likely to qualify
- No surprises
- Honest assessment before you commit
Frequently Asked Questions
Does this work during the school year or only in summer?
Private PPO plans are available any month — no enrollment window. You can make the switch whenever your district's open enrollment allows you to drop dependents from the district plan.
What if my district requires me to cover my spouse?
Most districts don't require dependent coverage — it's optional. Check your benefits handbook or HR department. If coverage is truly required, this strategy won't work.
Can I add my kids back to the district plan later if needed?
Typically yes — during the next open enrollment period, or if you have a qualifying life event (job loss, birth, etc.). Confirm with your district's HR.
What if my spouse doesn't qualify for private coverage?
If underwriting isn't available for your spouse due to health history, they can stay on the district plan or explore ACA marketplace options. We compare all paths honestly.
Does this affect my pension or retirement benefits?
No. Your employment status and pension contributions are separate from which health plan your dependents use.
The bottom line
Not every teacher is overpaying for family coverage — but many are. If your district family premium is $600/month or more and your dependents are healthy, it's worth running the numbers on a split coverage strategy.
We'll compare your district family plan vs. employee-only + private PPO for dependents — and tell you honestly which makes sense.
Get a free comparison — your district plan vs. private PPO options for your family.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 32 states. Premium estimates are illustrative and based on general market data — actual premiums vary by age, state, health profile, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and are subject to medical underwriting — not all applicants qualify. District plan costs vary significantly by state and district. This content is for informational purposes only and does not constitute insurance, legal, tax, or financial advice.
Independence Day 2026 — A Note From RKA Insurance Advisors
Independence Day • July 4, 2026
Happy Independence Day
248 years ago, a group of people decided to bet on themselves. That spirit never stopped.
The Declaration of Independence wasn't just a political document. It was the founding act of a nation built on the idea that individuals have the right to chart their own course — to pursue their own happiness, build their own lives, and take responsibility for what happens next.
That same spirit lives in every entrepreneur who left a steady paycheck to build something. Every freelancer who traded a cubicle for the freedom to work on their own terms. Every small business owner who signed the front of a check instead of the back.
Self-employment is one of the most American things a person can do. It comes with real risk. It comes with uncertainty. And it comes without a safety net that most people take for granted — including health insurance.
That's part of why we do what we do. We believe people who bet on themselves deserve real options — not just whatever's left on the marketplace after the subsidies run out.
Today, though — none of that matters. Today is for cookouts and fireworks and the people you love. For gratitude to the men and women who defended this country's right to exist. For the freedom that makes every ambitious, risky, uncertain American dream worth chasing.
Happy Independence Day from our team to yours. Go enjoy it.
NPN 19540130 • Licensed in 32 States
rkainsuranceadvisors.com
Memorial Day 2026 — A Note From RKA Insurance Advisors
A Memorial Day message from Robert Adams and the RKA Insurance Advisors team. Today isn't about insurance. It's about the men and women who didn't come home — and the families who still feel the absence. We remember.
Memorial Day • May 25, 2026
We Remember
Today is not about insurance. It's about something far more important.
Memorial Day exists because of the men and women who chose something harder than anything most of us will ever face. They signed up. They showed up. And for too many of them, they didn't come home.
Behind every name on every wall, in every small town and every city in this country, is a family that still feels that absence. A chair that's still empty at the table. A flag that was folded and handed across with trembling hands.
We don't pretend to fully understand that sacrifice. We just want to make sure we never forget it.
To every Gold Star family — we see you, and we honor your loss.
To every veteran who carries the weight of service with them every day — thank you.
To every active duty service member who is deployed, away from family, standing a post somewhere in the world today — we're thinking of you.
And to the fallen — we remember.
From our team to yours — Happy Memorial Day. Enjoy the time with the people you love. That freedom was paid for by people who deserve to be remembered today.
NPN 19540130 • Licensed in 32 States
rkainsuranceadvisors.com
Kentucky Derby 2026 — The Health Insurance Problem Horse Country Doesn't Talk About
Kentucky's horse industry employs 60,000+ people — jockeys, trainers, grooms, exercise riders, equine vets — and almost all of them are 1099. Almost none have group health insurance. Here's why ACA fails this workforce in 2026, and what private PPO options actually look like for healthy self-employed Kentucky workers.
Private PPO • Kentucky • Self-Employed • 2026
Kentucky Derby Week — and the Health Insurance Problem Nobody in Horse Country Talks About
The workforce behind the roses
The Kentucky Derby is the most watched two minutes in sports. Churchill Downs, the pageantry, the fashion, the horses — it's one of the great American spectacles. But behind every race is a workforce that operates almost entirely outside the traditional employment model.
Jockeys are independent contractors. Trainers run their own operations as self-employed business owners. Grooms, exercise riders, hot walkers, and stable hands are often paid per horse or per week — no benefits, no HR department, no group health plan. Veterinarians in private equine practice are self-employed professionals. The entire horse racing ecosystem in Kentucky and beyond runs on 1099 workers.
And virtually none of them have health insurance that actually works for the way they live and work.
Why this workforce is chronically underinsured
The ACA problem for horse industry workers
- Income is often variable — per horse, per race, per season
- Subsidy reconciliation creates tax risk when income varies year to year
- ACA premiums up 18–20% in 2026 — largest increase since 2018
- Kentucky marketplace often offers limited plan choices in rural counties
- HMO/EPO networks are regional — don't work when traveling to other racing states
Why private PPO fits this workforce
- Premium based on health — not income variability
- No subsidy reconciliation — no year-end tax surprise
- Nationwide PPO — works in Kentucky, Florida, California, New York, anywhere they race
- No referrals — see any specialist, any state, any time
- Available any month — no enrollment window
- For healthy applicants, often significantly less than ACA
The travel problem — and why ACA often fails horse industry workers
The racing calendar doesn't stay in Kentucky. Trainers, jockeys, and their teams follow the horses — Keeneland in the spring, Churchill Downs for Derby week, Saratoga in August, Gulfstream in Florida, Santa Anita in California, Belmont in New York.
An ACA marketplace plan purchased in Kentucky often uses a Kentucky-based HMO or EPO network. The moment you're in Florida or California, you're out of network — and you're paying out of pocket for everything except emergencies.
A nationwide private PPO has no such restriction. You're in-network at any participating provider in any state. For a workforce that moves with the horses, this isn't a nice-to-have. It's the difference between usable coverage and coverage that fails you exactly when you need it.
What does private PPO actually cost in Kentucky?
For healthy applicants in Kentucky, private medically underwritten plan estimates in 2026:
Age 25–35, healthy
- $125–$255/month typical range
- $0 deductible options available
- Nationwide PPO access
Age 35–50, healthy
- $225–$415/month typical range
- Multiple deductible options
- Works in all 50 states
vs ACA Kentucky (unsubsidized)
- Silver: $345–$520/month
- Gold: $420–$620/month
- Often regional network only
- Up 18–20% in 2026
*Estimates for healthy non-smokers. Actual premiums vary by age, plan, health history, and underwriting outcome.
Who this applies to beyond horse country
The same coverage gap exists for self-employed professionals across Kentucky — not just those in the horse industry. Independent contractors in Louisville, Lexington, Bowling Green, and across the state face identical challenges with ACA marketplace plans and the same opportunity with private PPO.
Horse industry workers
- Jockeys — independent contractors
- Trainers — self-employed
- Grooms and stable hands — variable income
- Equine veterinarians — private practice
- Exercise riders — per-horse compensation
Other Kentucky self-employed
- Real estate agents across Kentucky
- Independent contractors in Louisville's logistics sector
- Bourbon industry consultants and independent distillers
- Freelancers and remote workers statewide
- Small business owners without group plans
The common thread
- 1099 income or self-employed
- No employer group plan available
- Often healthy — priced well for private PPO
- May travel or work in multiple states
- ACA full rate is expensive without subsidies
We compare ACA marketplace vs private PPO options for your specific situation. We're licensed in Kentucky and 31 other states. No pressure, no obligation — just an honest comparison.
Frequently Asked Questions
Is RKA Insurance licensed in Kentucky?
Yes. RKA Insurance Advisors is licensed in Kentucky and 31 other states. We work with self-employed professionals and 1099 workers across Kentucky — from Louisville and Lexington to rural horse country.
Can I get coverage that works in multiple states if I travel with the racing circuit?
Yes — this is exactly what private medically underwritten PPO plans are designed for. A nationwide PPO gives you in-network access at any participating provider anywhere in the country, with no referrals and no prior authorization for most services. It's the only plan type that genuinely works for someone who follows the racing calendar across multiple states.
My income varies by season. Does that affect my premium?
No — private PPO premiums are based on your health, not your income. This is a significant advantage over ACA marketplace plans, where income fluctuation can create subsidy reconciliation issues and unexpected tax bills. With private PPO, your rate is set at underwriting and doesn't change based on what you earn that year.
What if I've been injured before — does that affect eligibility?
It depends on the nature and timing of the injury. Minor, fully resolved injuries often don't affect private plan eligibility. Ongoing orthopedic issues, surgeries within the past few years, or chronic conditions may affect underwriting. We pre-screen applicants before submitting a formal application so you have a realistic picture before anything goes on record.
What if I don't qualify for private PPO?
If private underwriting isn't available based on your health history, ACA marketplace coverage remains a solid option — and losing previous coverage is a qualifying life event that opens a special enrollment period. We'll give you an honest side-by-side comparison of both paths.
Independent broker. Licensed in Kentucky and 31 other states. Free quotes for self-employed horse industry workers and Kentucky professionals. No pressure, honest advice.
Robert Adams * President & Licensed Agent * NPN 19540130 * Licensed in 32 states including Kentucky. Premium estimates are illustrative ranges based on 2026 market data and are not guaranteed. Actual premiums vary by age, state, tobacco status, plan selection, carrier, and underwriting outcome. Private medically underwritten plans are not ACA-compliant and subject to medical underwriting — not all applicants qualify. This content is for informational purposes only and does not constitute insurance, legal, or financial advice.
