Delta Solutions and Strategies
A Service-Disabled Veteran-Owned Small Business


Benefits Overview

Humana – Medical

Group Medical is with Humana . We currently offer 2 different plan designs with Humana. They are not a HSA plans so employees are not able to contribute to an HSA while on these plans. However, if you currently have an HSA plan you can certainly use the funds they have in your HSA while on this plan. Delta pays 50% of the lowest cost plan for the employee only (not your dependents). If the employee wants to buy-up to a higher set of benefits, they would pay the difference for that higher premium.

 

Simplicity NPOS 100/70 (Option 1- Grey plan in BAG) This is the lowest cost plan for your group so Delta contributes 50% of the Employee only rate for this plan and then also that same about to the tiers and other plans.

 

Humana –  Dental:

Delta pays 100% of the employee-only premium; employees pay 100% of the dependent premium

 

EyeMed Vision Care:

Delta pays 100% of the employee-only premium; employees pay 100% of the dependent premium

 

Mutual of Omaha Basic Life and AD&D, Long and Short Term Disability coverages, Voluntary Employee and Dependent Life and AD&D

The Basic Life and AD&D, Long and Short Term Disability, Voluntary Employee and Dependent Life AD&D is with Mutual of Omaha

Delta pays 100% of the employee’s premium for the Basic Life ($50,000), and the Long and Short Term Disability coverages.  The employee pays 100% of the premiums for Voluntary employee and dependent life and AD&D. (You can request up to $100,000 in Voluntary Life with no medical questions; amounts over 100k up to the max of 300k require Evidence of Insurability be submitted to Lincoln Financial.)

 

UNUM Long Term Care

Delta pays 100% of the employee-only Basic plan.  If the employee wants to improve on those benefits and buy-up additional benefits and/or if they want to cover their spouse or other eligible dependents, they pay 100% of the premiums.

 

Flexible Spending Account (FSA)

We offer a cafeteria plan that enables employees to put pre-tax dollars into an FSA to be used for qualifying medical expenses. They may also elect to defer pre-tax money to the Dependent Care fund for childcare expenses.

We also offer employees the opportunity to have their contributions to their Medical, Dental, and Vision premiums taken out of their paychecks on a pre-tax basis. This is done on a voluntary basis.

 

401(k)

Contribution limits are up to the maximum dollar limit set annually by the IRS. There are two types of 401(k) deferrals, regular 401(k) and Roth 401(k).  At its discretion, Delta Solutions may provide a 25% matching contribution. There is 100% vesting immediately in both the employee contribution and employer match to the 401(k).

 

Employee Assistance Program

We pay the fees for our employees and their dependents to have access to an Employee Assistance Program (EAP). Employees & their dependents have phone and in-person access to qualified professionals to discuss a variety of issues, with up to 8 sessions per issue.

We also offer payroll deduction access to 2 plans through AFLAC as well as Pre-Paid Legal and those plans are 100% employee-paid.

 

AFLAC

We offer payroll deduction access to two Voluntary plan through AFLAC, Critical Illness and Accident. Either or both plans can be elected and are 100% employee-paid for employee and dependent coverage.

 

Legal Shield (formerly known as Prepaid Legal)

Two more 100% employee-paid options are Legal Shield and Identity Theft protection. Legal Shield gives a person access to legal counsel 24×7 and Identity Theft Shield monitors your choice or one or all three of the major credit bureaus to keep your identity-and your privacy-in check.