My wife resigned from her previous employer last month.  While I can understand policies being policies, the specific series of events makes me wonder if we have a case/argument that might make said previous employer want to cooperate rather than end up in small claims....or do we not have a leg to stand on?

Went like this....

Wife resigns from previous employer by giving notification to HR.  She asks if there's anything she should know or anything else she should do....nope.  

The weekend goes by and she asks about insurance and COBRA.  The employer tells her COBRA is not available and coverage ended the day she resigned.  

Problem is,our family had two Dr's appts inbetween the 48 hours that she resigned and the email was sent about termination of coverage and COBRA not being available.  

Then today we get a letter from previous employer with the forms for COBRA....almost a month after resignation and termination of coverage.

Again, do we have an argument to get them to pay for the two dr appts or maybe something else?  Or was it just a shitty call on the previous employer's part to lie/be wrong about COBRA not being an option?

Thanks

-Emt1581

Been a while since I looked at it, but I'm pretty sure the COBRA coverage will be retro to the date of termination.  In other words it'll be like there was no lapse in coverage.  Just call the plan administrator and they'll tell you for certain.