Here's the State of Indiana Department of Insurance web site: [url]http://www.in.gov/idoi/[/url]
They may be able to give you some answers.
I don't understand the 63 day waiting period. How long was she covered under the plan being taken over? The amount of time she was covered under the old plan is supposed to be credited to the preexisting period of the new plan, from what I understand, under HIPAA.
Try this link for HIPAA information:
[url]http://www.hcfa.gov/hipaa/hipaahm.htm[/url]
It's not working at the moment, but I believe antiUSSA had a similar predicament, and I think this is the same link I gave him.
Do your fellow employees have new insurance already, and their dependents,too?
Also, is the current company HQ in Indiana as well as the insurance?
Is the acquiring company also headquartered in Indiana?
If it looks like you're getting in over you head (easy enough for ME to do), or you're getting stonewalled, it can't hurt to at least PHONE an attorney. Many of them will give you a free short consultation to size the problem up, and you might be able to get one on a contingency of 25-33%, or on some sliding scale. There are also ones who do pro bono {free) work in cases of need.
Because of this not being a single-state situation, there's the added factor of where to apply the leverage - which state.
Get you documents together for your current insurance/health plan and se if it says anything about ERISA or self-funded in there.
Also you need to maek an estimate of the expenses at stake, how much was billed, how much of a cut-back in the fees was to be written off because of the provider being part of the health plan network, how much was paid before and how much should be paid on the ones that are up 'in the air' and how much was/should be your responsibility. This will help whoever you talk to get a better handle on the situation.
Are you of the belief that you and your wife may be getting mistreatment due to her medical status?
There is the ADA law, but I can't say whether that would help because of your wife's condition (someone might be tempted to say that she's not the employee, so she's out of luck, but you're better getting the answer form an expert - ADA is not just about employees). Better get the answer from someone expert in that area of the law.
After you have put some more information up about this, if I don't reply, remind me with an Instant Message, OK? I may have a phone number for a guy with an office in Indianapolis. I don't know if he practices much there, though.