General health plan heads-up:

1. Technically, you have 31 days to change if you lose coverage from an employer or other plan -- or have a status change such as marriage, divorce, or transition to Medicare. This is not unique to HPInc/HPE. A fundamental principle of health insurance is that everyone continuously pays into the overall health insurance system pool when they are healthy. (For example, if you don't sign up for each of the various Medicare elements when first eligible, you pay a late enrollment penalty for years.) 

If you have such a change, contact your Benefits Center ASAP -- or contact the insurance sales agency that you bought the plan from, such as Alight Retiree Health Solutions Alight Retiree Health Solutions contacts  "They couldn't do the surgery because his insurance had been terminated. It took a very long three-way phone call with the Benefits Center and [the carrier] to get his new coverage entered into the system."

COBRA health benefits continuation -- including premium assistance under the American Rescue Plan. COBRA discussion and links

2. You must examine health plan coverage every year. Features for the same plan may change from year to year. Plans may be closed or restructured. (One member bought a low-cost drug plan. The plan was discontinued and they were moved to a high-cost plan. Next year, the low-cost plan was again available -- under a new name.) Member advice on how to compare policies: hpalumni.org/health-compare

Medicare heads-up:

1. You may have to take action. "Some people get Medicare automatically, and some have to sign up. You may have to sign up if you're 65 (or almost 65) and not getting Social Security."

2. Deadlines. "There are certain times of the year when you can sign up or change how you get your coverage."

3. Don't delay. "If you sign up for Medicare Part B when you're first eligible, you can avoid a penalty."

Use the HPAA's Medicare Menu: hpalumni.org/medicare

2. Group plans are different from individual plans. Health plans provided through employers to retirees and current employees are "group" plans that have been customized for the specific employer. They Premiums reflect the cost of care across the HP or HPE retiree population, and are rapidly increasing. Group policies can be much more expensive -- but may have better features -- than similar individual plans purchased on the highly-competitive open market.

However, some members have found that HP or HPE group plans provide better coverage for their specific situation than individual, open-market plans -- for example, dependents, pre-existing conditions, or medications. Group plans and individual, open-market plans with similar names from the same carrier may have very different coverage features. With Medicare policies, even though there are government specifications for open-market Advantage and Supplemental policies, employer plans do not have to match those specifications.

A group plan may be better for your specific situation -- dependents, pre-existing conditions, or medications. While there are government specifications for open-market Medicare Advantage and Supplemental policies, employer plans do not have to match those specifications.

Member advice: on what to look for: https://www.hpalumni.org/health-compare

If you decline HP/HPE medical coverage: Depending on your situation, you can lose the ability to re-enroll in HP/HPE coverage -- and your surviving dependents will not be eligible for HP/HPE coverage. Details:  https://www.hpalumni.org/reenroll-restrictions

Contacts -- official and unofficial contact directories for HP and HP's providers. hpalumni.org/contacts

Your available health coverage depends on the answers to two questions:

1. Which HP-related companies have me classified as a retiree or former employee? Due to acquisitions and spinoffs, this may not be obvious. Check here: Which Company
(Some HPE retirees -- depending on age, years of service, and other factors -- may qualify for the "Pre-2003 HP Retiree Medical Program" -- as opposed to the current "HP Retiree Medical Program." ("2003" refers to the year when HP implemented the program, not necessarily your year of retirement.) Legally retirees of HPE. However, HPE has paid HP to administer health benefits for those HPE retirees. (All other responsibilities for HPE retirees are handled by HPE.) How to tell if you are qualified for Pre-2003: hpalumni.org/Pre2003 )

2. Do I qualify for the "Pre-2003" HP Retiree Medical Program? Depending on age, years of service, and other factors, you may qualify for the "Pre-2003 HP Retiree Medical Program" -- as opposed to the current "HP Retiree Medical Program." ("2003" refers to the year when HP implemented the program, not necessarily your year of retirement.) Details: hpalumni.org/Pre2003

Annual Enrollment: For U.S. retiree and COBRA health coverage. Documents, member advice. hpalumni.org/Annual 

Medicare. (Whether or not receiving benefits from HP or HPE.) If transitioning to Medicare soon, you have a lot of homework to do! One trap in Medicare could cost you for years. What to look for when comparing health plans. Company-subsidized Medicare benefits. How the Benefits Centers and Alight Retiree Health Solutions fit together. HPAA's Medicare Menu: hpalumni.org/medicare

Costs: Why HP group plan costs are going up. hpalumni.org/health-cost

Future of HPInc/HPE retiree healthcare: HP never made any explicit commitment to provide retiree healthcare in the entire history of the company. Of HPInc's many predecessor companies, only DEC had retiree healthcare. Prices paid by retirees will continue to rise due to the cap put in place in 2010. Details: hpalumni.org/health-future

Dental: Member advice on dental plans: hpalumni.org/Dental

Age 60 and retired from National Guard or Reserves. Members suggest that you look into TRICARE Prime. "$24/month. I use it as a secondary insurance. It picks up the copays from my primary and the prescription drug part (Express Scripts) also picks up much of my drug copays. When you hit 65 you're automatically enrolled in TRICARE For Life which is free." https://www.tricare.mil