In a group situation, a single policy covers a specific group of people as opposed to a single person as individual policies do.  Because of this special nature, insurance companies have to make certain that the number of people covered by a group policy stays at or above a certain level.

Some states also have their own regulations that control the minimum number of people required under a group plan.  The number can differ from state to state so check local regulations.

In order to be considered a group, the entity must have the same employer or other commonality.  As we discussed above, there are many different types of groups that may be considered, but for our purposes we will consider an employer/employee group.

A single master policy is issued to an individual or entity representing the group of people.  As we stated, for our purposes we will call this the employer.  It is the employers responsibility to apply for coverage for the group, own and hold the master policy and collect and make premium payments to the insurer when due.

Eligibility and eligibility period.  In an individual policy situation where each person is evaluated separately in terms of risk, the normal practice in a group situation is to include all eligible employees regardless of physical condition or age.

An initial 90 day employment period is typical for group coverage, after which the employee has a 31 day eligibility period.  If the employee fails to apply during that eligibility period, then the employee will be required to take a physical examination and must qualify as if on an individual basis.

This is how an insurer can afford to cover a group of people without individual selection.  Otherwise some people might choose not to enrol until they discover they have an illness or they become disabled, and requiring a physical exam after the eligibility period helps to preclude this event.

This same concept also applies to determining who receives specific benefits.  For example, an employer may choose to offer certain groups of people within the total employee group, a different set of benefits.

For instance, this can award certain benefits for those employed less than 5 years and a different set of benefits for those employed over 5 years.  This arrangement can be differentiated in many other ways as well using salary level, position within the company and so on.  The only stipulation is that such divisions may not have an adverse effect on the insurer.

Further, any such special benefit provision must apply to everyone within that specified group who meet the selected criteria.  All who are designated must automatically become eligible as soon as they qualify.

How premiums are paid depends on which of two different types of plans a group selects.  The two types are contributory and non-contributory.  In the case of non-contributory, the employer pays the full cost of the premium, while the contributory type requires a shared cost between the employer and employee.

When applying for a contributory group plan, the employer needs to solicit enough employees to demonstrate to the insurer that a sufficient percentage want the coverage and are willing to pay a share of the premium.   For a non-contributory plan, 100% of the eligible employees must be included.

There are several considerations that the insurer has when determining the group premiums.  Average age of the group is an important consideration.  The higher the average age of the group, the more instance of potential claims resulting in a higher premium.

Another consideration is the maximum indemnity period for loss of time benefits.  The longer an insurer pays disability benefits, the higher the rate will be.

If a group policy covers occupational illness and/or injury, the degree of occupational hazard becomes an important factor.  Again, the higher the occupational hazard, the higher the rate.

Group policy types.  Group health plans may include any of several types of insurance discussed earlier.  With no intention of becoming repetitive, let’s review some of those individual coverages.  A group health plan doesn’t have to include all coverages although most will include at least two or more.  In addition, disability income coverage may be offered in a group arrangement but it is usually separate from hospital, medical and surgical coverage.

Therefore, the first possible group coverage pays benefits for lost earnings resulting from accident or sickness and is commonly called disability insurance.

Accidental loss of life and accidental loss of one or more limbs or eyesight is another common type.

Hospital expense is another type of potential group coverage.  These policies can pay for hospital expenses whether inpatient or outpatient.  Fees of an attending physician during hospital treatment may be covered.  Some types of group policies may only cover surgical expenses. 

Further, there are a number of provisions that apply only or primarily to group policies.  These provisions:

- Describe who is eligible for the group plan

- Describe when individuals become eligible for the plan

- Specify minimum number of participants and minimum participation by eligible people necessary to sustain the plan

- Specify amount of insurance that individual group members are entitled

- Describe the responsibilities of the master policy owner

We discussed earlier that not all members of a group are necessarily eligible under a group plan.  Also, the employer may set certain eligibility requirements.

Often working couples both qualify for group health insurance through their employment whereby the spouse is covered by each plan.  To prevent possible abuse, special provisions are required by law in most states.  This is referred to as a Coordination of Benefits Provision and allows insureds as much coverage as possible while doing away with over insurance.  Receiving dual benefits constitutes fraud and is punishable by law.

Businesses that offer group coverage are subject to certain provisions of the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA).  Terminated employees of companies that regularly employ more than 20 people may be eligible for extended group health insurance coverage after they leave their jobs.

COBRA requires that some group health plans offer a continuation of coverage at group rates or slightly higher to departing employees for up to 18 months.  For dependents of deceased employees and in some other special cases, continuation of coverage can last for up to 36 months.

In most cases, if an employer discontinues group insurance, employees must be given the opportunity to convert to individual insurance without a medical exam.