Similar to finhaven's post re free tuition and how it impacts support this takes on the question in terms of work health benefits 100% covered by the employer.
Having not created the seperation agreement as of yet, the issue (as long as we do not finalize the divorce) is a question of my stbx's work benefits not only for the kids but myself as well. It is a top rated plan, best I have ever come accross, including the dental which there really is no program for limited income individuals to replace her benefits. I will most definately fall into this cateagory when this is all done, as i collect CPP Disability Benefits. Ontario has a plan for perscriptions in the Trillium Program but not for dental and basic health. Key here is her benefit plan is 100% paid by the employer, covers the kids as long as they are in school and myself in seperation as long as she elects to leave me on the plan.
So I respect the fact that her leaving me on the plan is "saving" about $750 a month and since we live under the same roof the Trillium plan stated I would not be covered, that they use household income for eligability..... even if we are going through the divorce process. I think this has something to do with the CRA who for another reason informed me that we remain as married as far as they are concerned until we finalize the divorce with the courts or if we move or live under seperate roofs then our status will move to officially seperated.
Allthough the seperation agreement is a negotiated document, the stance that benefits are worth good money if we had to pay directly for these benefits is something my stbx holds over me even now as she goes about verbalizing her position with our older kids. Are free benefits treated as free when the courts look at the budget to live issue and as an extension should she decide that she wishes to remove me from her plan is it fair to include what will be now a huge jump in expenses on a monthly basis for ongoing support. Negotiating this "increase" into the SS portion of the seperation agreement?
Having not created the seperation agreement as of yet, the issue (as long as we do not finalize the divorce) is a question of my stbx's work benefits not only for the kids but myself as well. It is a top rated plan, best I have ever come accross, including the dental which there really is no program for limited income individuals to replace her benefits. I will most definately fall into this cateagory when this is all done, as i collect CPP Disability Benefits. Ontario has a plan for perscriptions in the Trillium Program but not for dental and basic health. Key here is her benefit plan is 100% paid by the employer, covers the kids as long as they are in school and myself in seperation as long as she elects to leave me on the plan.
So I respect the fact that her leaving me on the plan is "saving" about $750 a month and since we live under the same roof the Trillium plan stated I would not be covered, that they use household income for eligability..... even if we are going through the divorce process. I think this has something to do with the CRA who for another reason informed me that we remain as married as far as they are concerned until we finalize the divorce with the courts or if we move or live under seperate roofs then our status will move to officially seperated.
Allthough the seperation agreement is a negotiated document, the stance that benefits are worth good money if we had to pay directly for these benefits is something my stbx holds over me even now as she goes about verbalizing her position with our older kids. Are free benefits treated as free when the courts look at the budget to live issue and as an extension should she decide that she wishes to remove me from her plan is it fair to include what will be now a huge jump in expenses on a monthly basis for ongoing support. Negotiating this "increase" into the SS portion of the seperation agreement?
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