Is there an absolute defense to an iron clad WLS exclusion clause?

I have discussed many insurance issues before. The iron clad WLS exclusion clause gnaws at me. Most think the clause is put in there by the insurance company when, if fact, it is the employer who puts the clause in as a perceived monetary savings. One possible and practical way to persuade a company to remove the WLS exclusion is to use the word they most hate to hear, i.e. union. If you are currently a member of a union and the company has a WLS exclusion (which is doubtful), you should seek redress through your union. They can bring it up at the bargaining table. If you do not belong to a union, then you should consider the possibility of starting a union organization. This approach is fraught with peril, namely you can lose you job for it. They can't legally fire you, but I have been fired for trying to organize a union. Think about it carefully and seriously. Bear in mind though, that the mere mention of a union will send chills down the spine of company management. They would rather either fire you or change the WLS policy than have to deal with a union. If you have some form of grievance policy to follow, you could use that route taking care to let it be known that this is a life or death matter for you and that rather than accept a death sentence, you will have to explore WHATEVER other alternatives there are. This is the only way that companies like WalMart are going to offer this life saving surgery to their employees. Where there is a will, there is a way. Just don't give up!!

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