[AllyBourbeau]

Neither my company nor my DH's company covers infertility and I have been wrestling with the idea of sending a letter like many websites suggest. I have two examples of letters to send, one from RESOLVE and one from FERTILITY LIFELINES that I am helping guide me in creating this letter. Anyways, I always thought it would be an anonymous letter but these two example letters both include my name and information about the problems I'm facing. I don't think I am comfortable sharing all of that with my employers. Is that wierd? My company is large but they are SOOO great to their employees. They pay for 100% of our health insurance so nothing is taken out of my paycheck for healthcare, which I love. So I guess I feel a little greedy asking for MORE.

Is it completely out of line to send an anonymous letter requesting fertility coverage?

[yamensleh]

I think that is so wonderful. I left my job and found a job that covered IVF because I knew we could not afford it. Good luck and it can't hurt. What is so sad there are probably other people at your company who also needs infertility treamtments but will not write the company like you. I always think there is strenght in numbers.

[jdenis]

I think that is a very brave thing you are doing. I work for a Company which allows for IUI coverage no limit and the meds as well; but no IVF coverage which is the only thing that has worked for me. Let me know how that works out. I think all companies should offer at least to pay 50%. Infertility is something that is way too common but not many of us are comfortable talking about it.

Keep me posted let me know how that works out for you. I am also trying to save for my next IVF....

[Krista]

As a former Benefits Administrator I say go for it.

Honestly, we hear so many details about different conditions we don't give it a second thought- it does not affect how they will looks at you or anything else.

My only advice is that you need to make sure you have your letter addressed to the correct person in your company. You'll want to send it to both the VP of HR (or your highest HR person, whatever the title) and you Benefits Manager or Administrator.

As you make the suggestion you could also suggest that they consider a base/buy-up plan where employees who choose the buy-up plan would include IF coverage. This covers them from having too much more expense in their medical costs, and gives employees the option of having better coverage. Your cvosts for the buy-up plan should still save yu significant cost simply by having the IF covered.

Good luck and feel free to PM me if you have any other specific questions about employee benefits.