Exactly like this.

Since a public option will never happen, maybe the most feasible fix we could do is to do a REAL version of the P in HIIPA - portability. Let employees stay in the group plan of any company, paying the full premium a la COBRA, but forever, and require companies to give a tax-deductible cash benefit equivalent to the premium subsidy they'd be entitled to in their new job, if they show proof they're in a COBRA plan (which for efficiency, should just be a flag in some government database since they're all up in our business now with the 1095 forms anyway, they ought to know).

Or hiring practices that can remain irrational longer than you can stay solvent?