I'm looking at the HR docs and it seems like medical/dental/vision ends at the end of the month of being FMP'd, but COBRA is available for 18 months out of pocket - did I read that right?
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Paying the full cost of the insurance after 6 mos is not a cr-ppy benefit. - it is no benefit at all.
well, i can say from experience, 24 yrs with T, 60 yrs old, after 6 months the price went from 84$ / month to 650$ / month. F T and their cr-p benefits. Wish i had never worked for this cr-p hole
I mean what is the cost of our employee cost today. Not retirement or COBRA. Aetna.
For the total cost, meaning what the company pays plus your contribution (I think) can be found on your YTR statement.
If you meet MR75, you can elect to continue with any of the current health care coverage options at the full cost, not subsidized. I know the rate in 2024 for employee and spouse is $20k+. For employee only, if I recall correctly, the cobra rate was significantly cheaper so it would make sense to go with cobra first, once exhausted switch to the full cost company coverage - this is just one of the many options available and likely not the most cost effective- just tossing it out there.
Why the down votes for this? I was looking into the topic of post surplus healthcare for non-Medicare eligible ( to yet 65) and I understand the info above to be accurate. Is it not?
I mean what is the cost of our employee cost today. Not retirement or COBRA. Aetna.
How much is employee company coverage currently for single Aetna broad. I should know this but I don’t. I need to compare.
Your regular employee health insurance expires at the end of the month in which you are off payroll. You are eligible for Company Extended Coverage (CEC) for 6 months (based upon your TOE), and 18 months of Cobra, which runs concurrently with CEC. However, if you are aged 65 or older, you will NOT be eligible for CEC and must apply for Medicare ASAP. It takes some time to be approved for Medicare, so Cobra can be used during the gap, but you should go on Medicare as soon as you can (unless you can be covered by a spouse who has "credible" group health insurance.)
If you are CEC eligible, as stated above, you can receive subsidized CEC for 6 months (based upon TOE) and after 6 months, you are eligible for an additional 6 months, but must pay 100% of the cost.
Since you meet MR75, if you are medicare eligible, you are also eligible for AT&T's Group Medicare Advantage plan through UHC. If you can sign up for this once you are eligible for Medicare Part A and B- and you must have signed up for Medicare in order to be eligible for the Advantage plan. Your non-medicare eligible dependents are eligible for AT&T group health benefits but you must be enrolled in either the AT&T Advantage Plan or a plan thru Alight Retiree Health Exchange for your dependents to use this benefit. Medicare eligible dependents can be covered on the Advantage plan.
If you meet MR75, you can elect to continue with any of the current health care coverage options at the full cost, not subsidized. I know the rate in 2024 for employee and spouse is $20k+. For employee only, if I recall correctly, the cobra rate was significantly cheaper so it would make sense to go with cobra first, once exhausted switch to the full cost company coverage - this is just one of the many options available and likely not the most cost effective- just tossing it out there.
If you meet the “retirement rule of 75” then you can continue dental and vision. There is no medical option after Cobra ends at 18 months. If you decline Cobra coverage after 6 months surplus coverage, it’s gone. ACA has options but you may find cost is close to Cobra depending on what coverage you want.
If you're surplussed, you should get medical for 6 months at the rates you're paying today. Then you're eligible for COBRA for an additional 12 months. Dental and vision stop the month after surplus. If you're modified rule of 75, you're eligible to continue paying for dental/medical at the Company cost until you're medicare eligible.