Call your insurance provider or, if you’re insured through your employer, ask your plan’s benefits representative for a copy of your health care plan. You may also be able to download a copy to your computer. Read it carefully, especially all sections referring to exclusion policies.
If you have ovarian cancer, testing for a BRCA mutation may be covered in many cases. If you do not have cancer but are considered to be at a high risk for developing cancer, testing for a BRCA mutation should also be covered. Call your insurance provider or talk to your health care team to ask about any specific limitations.
Diagnosis, genetic testing, and treatment of ovarian cancer may be covered by some insurance plans, including Medicare and Medicaid. Become informed at the beginning of your journey by calling your insurance provider to ask about any limits to your plan’s coverage.
This can vary depending on your insurance provider. Consult with your insurance provider to find out how much coverage you have for the extra opinion.
Hospital financial aid departments may help by suggesting a payment plan. You may also find information about financial assistance at organizations such as patient advocacy groups or the American Cancer Society. In addition, you might consider participating in a clinical trial.
Insurance coverage can be confusing, so ask for help. Your health care team or a caregiver, such as a family member or friend, can help you through the insurance process. You or your caregiver should write down your questions and their answers, so you can refer to them in the future. That way, you can focus your energy on getting better.
No matter how well insurance providers keep records, you should also keep an organized record of your claims, payments, and your plan. Know when you’ve met your deductible and be aware of what your insurance provider is responsible for paying.
If you are currently covered by insurance through your employer, the Family and Medical Leave Act (FMLA) provides up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees to either (1) care for their own serious health conditions or (2) care for an immediate family member with a serious health condition. FMLA also requires that employees’ group health benefits be maintained during the leave.
You may want to keep these questions and answers for the future, in case you need to talk to your doctor or want to reference them later. This handout includes all of the frequently asked questions mentioned above.
