Help. 5 days to decide. AARP medigap vs expensive former employer EPO/Vibrant Rx

[Xenah]

SecondLife,
Thank you for your post!!
I have had concerns similar to yours since I retired several years ago. I debated going with the employer's retiree coverage vs going with a Medigap. My HR reps made it clear that, of thousands of former employees, I was alone in considering leaving the employer plan!!
I've been happy with my Plan F Medigap plus Part D, but see a future where I may wish to go back to the former employer's plan: it offers a lower price structure as one gets to their mid 70s, and also offers a subsidy if I ever choose to move to another state, a distinct possibility.
See my 10/15/19 post "California Rule and Supplemental Coverage thru employer."

[SCGamecock]

Originally Posted by SCGamecock

The Medigap carrier doesn't care why the retiree plan is ending (voluntary or involuntary).

Originally Posted by SCGamecock

At a minimum all carriers have to offer the Medigaps on the GI list that they sell because the CMS language of retiree plan "is ending" doesn't specify why it's ending. Some states require Medigap carriers to sell additional plan letters when a person loses/drops the retiree plan. For example, PA requires Medigaps selling Plan N to make it available. These are different than the state rules allowing Medigap changes. It's very state specific once you get past the minimum federal GI requirements.

Correction:

Federal Medigap Guarantee Issue laws do not apply to voluntary loss of retiree medical plans.

According to the Aetna Medigap Producer's Manual, the following states have additional laws in place that provide for the guarantee issue of certain Medigap plan letters when a person voluntarily drops their retiree medical plan. (AR, CO, ID, IL, KS, LA, MT, NJ, NV, OH, PA, SD, TX, VT and WI).

In addition, the states of CT, MA and NY provide continous year-round Medigap guaranteed issue rights.

In states that do not provide GI rights for voluntary loss of retiree plan, there may be some companies that go beyond the minimum federal requirements, however, these internal company procedures can be changed at any time. For example, here is the current UHC/AARP Medigap application for Florida.

Guaranteed Issue Situations:

1. Applicant loses, learns they have lost, or drops employer coverage, or the employer plan no longer provides benefits at least equal to those of Medicare Supplement Plan A.

A 65th birthday PRIOR to 1/1/2020 OR a Medicare Part A Effective Date PRIOR to 1/1/2020: A, B, C, F, K, L, N or, if available in your area, Medicare Select N.

A 65th birthday AND Medicare Part A Effective Date on or AFTER 1/1/2020: A, B, G, K, L, N or, if available in your area, Medicare Select G or Medicare Select N.

Source: https://www.aarpsupplementalhealth.c...ment_Kit_C.pdf

[Ariadne22]

^^^Thanks for the clarification on this ambiguous issue, SCG. Much appreciated.