Questions?

To add dependents, select the “My Family and Pass Riders” tile in Self Service. Information about what documentation is needed in order to add dependents can be viewed here. You may also visit the “My Family and Pass Riders” tile to correct information on your existing dependents. Spouse corrections may require a Family Status Change Form.​ 

If you are having difficulty adding your dependents via Self Service, please contact the My Delta Service Center (MDSC), at 1-800 MY DELTA for assistance. 

There are five changes employees should know about the 2024 plan year:

1. There will be premium increases of $1 to $12 per month depending on the medical option and coverage tier you elect.
2. IRS regulations require an increase to annual deductibles for high deductible health plans for 2024. See the Learn What’s New for 2024 page of this site for more details.
3. HSA Option plan members can contribute more money in their HSA accounts next year.
4. CVS Caremark is our new pharmacy benefits manager (replacing Optum Rx).
5. Employees enrolled in a 2024 medical plan will receive a new medical ID card.

More information about these changes, including more ways to save on prescriptions, is detailed throughout the FAQs.

Yes. Delta remains committed to paying the majority of costs for our medical plans now and in the future, there will be premium increases in 2024 for all health plans. Employee-only coverage will increase in the Gold HSA, Silver HSA and Copay Options by $1 to $4 per month and family coverage will increase by $3 to $12 per month. You can find more information in the OE HQ by viewing your 2024 Benefits Guide. 

The Copay Option is a good choice if you expect ongoing treatment, significant healthcare needs or want to insure against unexpected healthcare expenses. For instance, this may be desirable for plan members who have regular visits with a mental health provider or primary care physician (PCP) often.

Members enrolled in the Copay Option will also have access to $0 cost for in-network preventive care, telehealth visits and behavioral and substance abuse visits. Also, those who take certain specialty medications will be able to enroll in PrudentRx for a deeper cost savings. If you know you will meet your deductible quickly, this may be the best option for you.

While in-network preventive care, telehealth and behavioral and substance abuse visits are $0, visits with specialists such as chiropractors, urologists and oncologists will require a copay.

You are responsible for all copays and covered medical expenses until hitting your out-of-pocket maximum. Copays will bypass the deductible and apply toward your out-of-pocket maximum. Covered services not subject to a copay will apply toward your deductible and then will be subject to 20 percent coinsurance until the maximum out-of-pocket is met.

Yes, you can have a full purpose FSA while enrolled in the Copay Option. Funds can be used to pay for copays and other eligible out-of-pocket expenses if you are not using other tax-advantaged funds (HSA or reimbursement account funds) to pay for those expenses. For more information on FSAs, see the Flexible Spending Account Summary on Deltanet at HR > Benefits > Library.

Delta Health Rewards will only be earned and deposited for employees and spouses enrolled in the Gold and Silver HSA options. The Copay Option plan participants will not be eligible to earn or receive Delta Health Rewards. If you are enrolled in the Copay Option in 2023 and enroll in either the Gold or Silver HSA options in 2024, you will receive automatic DHR funding based on coverage tier due to being considered newly enrolled into an HSA medical plan option.

Traditional medical options, like the Copay Option, are extremely expensive for many reasons—insurance absorbs more of the cost, and participants in the plan do not “shop” for care when paying copays. Delta’s health plans are self-insured, so Delta pays your insurance costs and solely uses UnitedHealthcare (UHC) for their network, to process claims, provide clinical guidance, etc.

All 2023 DHR health actions must show as completed in the Sharecare app by December 31, 2023. Members who complete health actions in November and December will receive their deposit in April.   

There will be no changes to DHR health actions in 2024. DHR actions completed in 2024 will be deposited into your HSA in 2025 as long as you remain enrolled in a Delta HSA medical plan option. Members have to complete two of three actions below to earn full rewards: 

• Complete a preventive exam (annual physical, well-woman or prenatal) 
• Receive one of these four cancer screenings: colonoscopy, dermatological skin exam, pap smear or mammogram 
• Complete the Sharecare RealAge Test 

Delta Health Rewards (DHR) actions completed in 2024 will be deposited into your HSA in 2025 as long as you remain enrolled in a Delta HSA medical option. Rewards earned by your spouse will be deposited into your HSA.

The maximum amount in Delta Health Rewards you can earn is based on whether you cover a spouse and/or child(ren). Remember, you can only receive up to the maximum amount in rewards allowed for your coverage tier. See the chart below​ for further details. 

No. If you elect the Copay Option, you will not receive a DHR deposit in 2024. DHR deposits are based on the medical option and coverage tier you are enrolled in at the time of deposit.  Even if you tracked rewards in Sharecare as you earned them in 2023 you will not receive the deposit in 2024 if you are not enrolled in a Delta HSA medical option for 2024.

You will receive a deposit in early 2024 into your Optum Bank HSA for the actions you completed in 2023. For health actions completed in November or December, those will be deposited in April. Employees must be enrolled in a Delta HSA medical plan option at time of deposit and the deposit amount will be determined by coverage tier at time of deposit.

No, once you earn your total available amount rewards, any further actions you complete will not earn you additional rewards.

Your spouse will need to create a Sharecare account at delta.sharecare.com with their personal email address/information and your PPR number. Don’t forget they have until December 31, 2023 to complete health actions for deposit in early 2024.

The automatic child funding is deposited at the beginning of each year if you are enrolled in an eligible HSA medical plan option (Gold or Silver) and cover at least one child. Note: New hires and employees adding a child to an eligible medical option mid-year will receive funding shortly after benefits become effective. 

Yes. The dollars you earn through Delta Health Rewards are deposited directly into your Optum Bank HSA. Those DHR dollars count, along with any contributions you make through payroll tax contributions or direct deposit, towards the annual HSA maximum deposit allowed by the IRS. See Funding Your HSA in 2024 in the Document Library for more information. 

Yes. Employees enrolled the Copay Option for 2023, who then enroll in an HSA option for 2024, will receive the applicable DHR deposit based on coverage tier to help offset the IRS deductibles in a high deductible health plan.*

*Must be enrolled in a HSA medical plan option at time of deposit.

Your deposit amount is determined by your coverage tier at time of deposit. As an example, if you are enrolled in Employee Only coverage in 2023 and earn $850 in DHR, and enroll in Employee + Spouse for 2024, you’ll receive a deposit for $1,700 in 2024 (since you earned the max for EE Only in 2023 and are now enrolled in EE + Spouse in 2024). As an opposite example, if you are enrolled in Family coverage in 2023 and earn the full $2,400, and move to EE Only in 2024, you’ll only receive a $850 deposit in 2024. 

New hires who enroll in an HSA medical plan option will automatically receive a deposit of the full DHR amount based on their coverage tier at the time of their enrollment effective date.

Anyone with a benefits effective date (noting that the effective date is typically 30-45 days after date of hire) prior to 12/1/2023 will have until 12/31/2023 to earn their full amount of 2023 rewards for deposit in 2024. This gives new hires over a month to earn their DHR max in addition to the full deposit provided at time of hire. A covered spouse can do the same.

If you’re unable to get an appointment with your PCP to complete your annual physical, you can go to any in-network convenience care clinic to complete that action. If you’re not sure what qualifies as a convenience care clinic, visit mydelta.health or call Quantum Health, Monday-Friday, 8:30 a.m. to 10 p.m. ET, at 877-912-1820 to speak with one of their Care Coordinators.

Both options are administered by Delta Dental, have the same network, and cover basic dental care, like fillings and simple extractions. The Comprehensive Option additionally covers full-mouth x-rays, orthodontia for adults and children, complex oral surgery, major services like crowns, and has a higher annual maximum per covered person. For more information, see the Delta Dental Summary in the Document Library on OE HQ.

Yes. Adults covered under the Comprehensive Dental option can receive benefits for adult orthodontia.

Covered employees and family members enrolled in either the Comprehensive or Basic plans, get two free cleanings per calendar year, with no waiting up to six months between visits. Members also receive one set of bite wings (X-rays) per calendar year. For coverage specifics, call Delta Dental of GA at 888-818-7927.

Dentists, like primary care providers, have contracts with specific networks. When those contracts expire, dentists must decide to extend their contract or go to another network. If your dentist decides to leave the Delta Dental network, you can find a new dentist by visiting Delta Dental or by contacting Quantum Health.  

The IRS has specific rules on what qualifies as an eligible DCFSA expense. Common allowed expenses include licensed day cares, after-school programs and summer camps. For specific rules, please see IRS Publication 503.

You can use your DCFSA for your dependent children ages 13 and under, as well as adult dependents who are incapable of caring for themselves. For specific rules, please see IRS Publication 503.

The IRS allows you to contribute $5,000 ($2,500 if married filing separately) to your Dependent Care FSA (DCFSA) each year. This is done through pre-tax deductions from your paycheck that you elect during Open Enrollment. Those funds are deposited into an FSA account with Optum Bank. The Optum Bank debit card can be used at the point of sale for eligible childcare and adult care expenses. The payment card may also be used at daycare providers that accept the payment card and have a valid merchant category code signifying they are a daycare provider.

You have until March 31 of the following plan year to submit expenses for reimbursement. For 2023, this means you have until March 31, 2024.

Remember to be careful about how much you contribute. The IRS does not allow for DCFSA contributions to be carried over from year to year. In other words, if you don’t use it, you’ll lose it. For more information, see the Flexible Spending Account Summary in the Document Library on OE HQ. 

No, the IRS has a “use it or lose it” rule for DCFSAs, so if you do not submit eligible expenses for reimbursement for the full amount you contributed by the deadline, you will lose the remainder of your contributed funds. The IRS will not allow full carryover from 2023 to 2024.

Delta employees have multiple disability options including Voluntary 60% Short Term Disability (STD) and a 10% Buy-up option for Long Term Disability (LTD) coverage. 

Yes, there is a 7-day Waiting Period option and a lower priced 30-day Waiting Period option. 

If you did not elect STD coverage at your first opportunity, you will be required submit to an Evidence of Insurability (EOI) review. Depending on your preliminary responses, you may be directed to an online “EOI Long Form” after you submit your enrollment elections. If you are unable to complete the EOI Long Form online, you may also request a paper version by contacting the ESC at 1-800 MY DELTA (1-800-693-3582) within 30 days following your enrollment. You must return the paper EOI Long Form directly to the EOI Reviewer within 30 days from the date you receive the paper form.

Once you submit the required information, the EOI Reviewer will conduct an EOI investigation and may contact you to request additional medical documentation to determine whether you are in good health.

 The window to enroll in benefits opens Wednesday, Nov. 1, and closes Friday, Nov. 17 at 11:59 p.m. ET. 

Eligibility varies by benefit and is indicative of your employment status, location, division and various other factors. To view your benefits, visit the OE HQ or contact the My Delta Service Center (MDSC) at 1-800 MY DELTA. 

You can enroll in benefits beginning Wednesday, Nov. 1, via the Enroll tile on the Open Enrollment Headquarters (OE HQ).

No. Employees out on one of the aforementioned leaves will not have an opportunity to make elections for 2024 until they return to work. This includes HSA and FSA contributions, which cannot be elected until returning from leave. 

Yes. Employees on maternity or parental leave are considered “active” and should therefore visit the OE HQ to enroll in 2024 benefits.

If you have a qualifying life event while out on leave—for example, someone in your family loses coverage and needs to be added to your medical or dental plan—you do not need to wait for Open Enrollment to make changes. Simply call the MDSC to report the event within 60 days of the occurrence.  Also, note that if you have a qualified life event, you can only add or remove members to your current plan. You cannot change medical plan options until Open Enrollment.

If you are enrolled in the Gold or Silver HSA or Copay Option, your coverage will roll over to 2024 if you do not make any elections for 2024. HSA and FSA (full purpose, limited purpose, and dependent care) contributions must be elected each year. If not elected, your contribution will reflect $0 for 2024. Note that HSA contributions can be stopped, started, or changed at any point during the year; however, if you want to ensure your HSA contributions start at the beginning of 2024, you’ll want to elect them during Open Enrollment.

Even if you don’t plan on changing coverage, it’s always a good idea to review if there are any changes to your benefits. Be sure to visit Open Enrollment Headquarters (OE HQ) beginning Wednesday,Oct. 18, to review any 2024 plan changes. Spouses will be able to review 2024 plan changes too https://2024.deltabenefitsoe.com.

Domestic employees, regardless of medical plan participation, have access to expanded family planning and building support. These benefits include increased adoption assistance, surrogacy through Progyny and lactation support through Maven.

Employees who are enrolled in one of Delta’s medical plans will also be eligible for fertility support through Progyny.

All domestic employees, regardless of medical plan participation will have access to personalized 1:1 preconception, pregnancy and postpartum support 24/7/365 through our new partner, Maven.  You can book unlimited coaching and educational appointments with 30+ provider types (doulas, midwives, nutritionists, lactation consultants, and more) via chat and video appointments at no cost. Members who speak with a Maven coach or specialist should only discuss matters pertaining to family building support. For emotional wellbeing concerns, please contact Spring Health.

Domestic employees and their spouses enrolled in a Delta medical plan option will be eligible for fertility support through Progyny’s network of fertility providers. Delta medical plan members will have unlimited access to a dedicated team that will educate you about treatment options and provide clinical and emotional support throughout your journey. They will support you throughout many different family building options, including single parents by choice, LGBTQ+ individuals and couples. 

Doctors in Progyny’s specialist network are reproductive endocrinologists who use the latest technology to increase your chances of a healthy and successful pregnancy. Covered services include lab work, medications and in-vitro fertilization (IVF)/intrauterine insemination (IUI) treatments. 

To simplify using benefits, services are bundled into a “Smart Cycle,” which covers services such as in-cycle monitoring, anesthesia, assisted hatching, genetic testing, intracytoplasmic sperm injection (ICSI), medications, and even the first year of egg and sperm freezing. 

As part of your Progyny benefit, Delta provides $30,000 per lifetime to cover surrogacy-related expenses. Intended parents who are covered members also have unlimited access to support from a Progyny Care Advocate.  

As part of your Progyny benefits, Delta offers financial assistance of $15,000 per eligible child to help offset your out-of-pocket adoption costs, up to a $30,000 lifetime maximum.

Through Progyny, adoption assistance will provide counseling services and increased expense reimbursement including: 

• Legal, court and adoption agency fees, including foreign adoption fees 
• Home studies and adoption counseling 
• Travel expenses for child and/or adoptive parent 

Access the Your Fertility and Family Building Benefit Member Guide to learn more.

The benefit is meant to be a lifetime benefit of $30,000 per family.

Employees nursing an infant will have access to lactation support through Maven Milk, including options for storing breast milk and shipping it home while traveling on company business for Delta. 

Your unused funds will be lost the day you retire, unless you elect to temporarily continue your Healthcare FSA participation on an after-tax basis. In addition, you may still submit claims for eligible expenses incurred before the date your contributions ceased, even if you don’t elect COBRA. We recommend you only elect FSA contributions during Open Enrollment 2024 that you will know you will use in full. 

Yes. All FSA accounts (healthcare FSAs, limited purpose FSAs and Dependent Care FSAs) will be provided with an FSA payment card. FSA payment cards can be used at health care-related merchants such as hospitals and vision, dental and doctor’s offices. It can also be used at drugstores, pharmacies and grocery stores that have implemented the Inventory Information Approval System (IIAS) or certified 90% of their gross sales are FSA eligible.

Be sure to save itemized receipts, bills or statements any time the payment card is used. Your card may be eligible to add to your phone’s digital wallet. Plan options may vary.

Full purpose FSA-eligible expenses include medical, pharmacy, dental and vision expenses. Limited-purpose FSA eligible expenses include dental and vision expenses all year, and medical and pharmacy expenses once the IRS minimum deductible is met. For a complete list of eligible expenses, visit the IRS website at www.irs.gov/pub/irs-pdf/p502.pdf .

A full purpose FSA is for anyone not enrolled in a High Deductible Health Plan (HDHP), including Delta’s HSA options. It comes with an FSA debit card and can be used to pay for eligible medical, pharmacy, dental and vision expenses. A limited purpose FSA is for anyone enrolled in one of Delta’s HSA options. It does not come with an FSA debit card and can be used for eligible dental and vision expenses, as well as medical and pharmacy expenses incurred after the IRS required deductible is met. 

Group Accident Insurance covers you (and your family if you so choose) in the case of an accident, including accidental death. Accidents are more likely than death while you are working-age, so you should consider adding this optional coverage. For example, if you or a family member were paralyzed, medical insurance wouldn’t cover needed modifications to your home, vehicle, etc., so group accident would supply additional funds for this instance.

No, Private Pilots Accident Insurance is a separate product from Group Accident Insurance; however, you must enroll in Group Accident Insurance to be eligible for Private Pilots Accident Insurance.

Members enrolled in Delta medical plan option will be covered up to a maximum of $4,000 ($2,000 per hearing aid) once every 24 months. Out-of-pocket costs will be subject to deductible and coinsurance for those enrolled in the Gold and Silver HSA options.

Hearing Aids are covered but they are subject to deductible and co-insurance. Your out-of-pocket payment was likely the deductible or co-insurance. If you would like to talk to someone directly about this, contact Quantum Health.

For OE HQ access issues, please contact the IT Help Desk.

Any claims or billing questions can be reviewed with Quantum Health at 877-912-1820. For a list of specific benefit contacts, access the Frequently Called Numbers page. You can also download the Delta Benefits Directory to your mobile phone.

A Health Savings Account (HSA) is like a personal savings account that lets you set aside pre-tax dollars to pay for qualified healthcare expenses as defined by the IRS. HSA funds are yours to keep, and you decide when you spend them – now or later – and even in retirement.  

Yes, Delta has an ongoing partnership with Optum Bank for eligible employees. If you enroll in a Delta HSA medical option, Delta will automatically open an Optum Bank HSA for you if you agree to it during enrollment. It is entirely your decision whether to contribute to an HSA at all or to do so through Optum Bank (you can use any financial institution you desire). The advantage of using the Optum Bank HSA is that you will be able to contribute to it through pre-tax payroll deductions while on active payroll status.  
 
While Delta pays the monthly account maintenance fee for this particular HSA, there may be other fees associated with the HSA investments and you should review these thoroughly. Note: When your coverage in a Delta HSA medical option ends (for example, if you enroll in another plan option or are no longer the main account holder), your HSA funds are yours to keep; however, your account will be subject to a monthly maintenance fee of $3. 

Delta will make contributions to your Optum Bank HSA for child funding and DHR health actions you complete. Delta contributions will ONLY be deposited to an Optum Bank HSA. Therefore, to receive that money, you must open an HSA with Optum Bank. Alternatively, you can choose to set up an HSA with another financial institution; however, pre-tax payroll deductions cannot be used to fund that HSA, and you will not receive Delta contributions in that HSA. 

If you have an HSA account with Optum Bank, Delta will contribute funds based on the DHR dollars you earn and will automatically fund dollars for child(ren) you cover in the Gold and Silver HSA options. The money that Delta contributes is yours to keep — you will not lose it. It’s also portable, which means it is not tied to your employment at Delta. 

No. The move from OptumRx to CVS Caremark will not affect your HSA card. Your HSA card will continue to be Optum Bank.

This can depend on your personal circumstances, so you need to review the tax rules carefully and make this decision yourself. There is no minimum contribution amount; however, in 2024, the maximum annual contribution is $4,150 for a person with individual coverage or $8,300 for family coverage (the 2023 limits are $3,850 and $7,750, respectively). Consider any amounts Delta will contribute through DHR/child funding when determining your own contributions for the year, because both what you contribute and what Delta contributes apply to the IRS annual maximum. If you will be 55+ in 2024, you may also contribute an additional $1,000 as a catch-up contribution. Please refer to IRS.gov for more information about the rules that may impact the amount you may contribute to an HSA. 

All funds in your HSA are yours to keep — even the funds Delta contributes through DHR. If you choose to leave Delta, you can either keep your HSA at Optum Bank or transfer your funds to another qualifying HSA. If you choose to transfer, this must be done within 60 days of withdrawing the funds from Optum Bank to avoid taxes and an additional 20% penalty from the IRS. Note if you keep your funds at Optum Bank, you will be assessed a $3 monthly maintenance fee.

It remains in your HSA and is available for future use. HSAs are not subject to a “use-it-or-lose-it” rule.

No. The Copay Option does not have an HSA account. Instead, Delta is making investments in the Copay Option such as $0 copays for in-network preventive primary care, telehealth and therapy visits. Copay Option participants can earn up to $100 in Delta Wellbeing Rewards in 2024. 

If you elect the Copay Option and have HSA funds, they are yours to keep. You can use them for eligible expenses or continue to invest/save them for later (even into retirement).

Yes. All benefit-eligible Delta employees actively at work have the option to enroll in our HSA medical options. As long as you are an actively working Delta employee, the Delta plan will be your primary medical coverage. However, when you reach the age of 65, the IRS has rules that may impact your eligibility to contribute to or receive tax-free employer contributions to the HSA that accompanies your coverage.

IRS rules say that you can’t contribute to an existing HSA while you’re enrolled in Medicare, and Medicare eligibility starts at age 65. If enrolled in Medicare, you can use funds already in your HSA, but you can’t contribute funds to your HSA. It’s important to distinguish between “eligible” for and “enrolled” in Medicare. If you are simply eligible for but are not enrolled in any parts of Medicare (e.g., Parts A, B, C or D), your ability to contribute to your HSA is not impacted. If you become enrolled in any part of Medicare, whether automatically or by taking action to enroll, then you are ineligible to contribute to an HSA. Please review the Active and Medicare Eligible Fact Sheet in the Document Library of the OE HQ for more information.

Health Savings Accounts are tied to individual social security numbers so you cannot have a joint account with a spouse, regardless of where your spouse works. You can however use funds in your HSA account for your spouse and vice versa. 

You can change your HSA contributions at any time. To change your HSA contribution amount, you must “Report a Life Event” and then select “HSA Contribution Change” in Benefits Direct. You can start, stop, or change your HSA contribution amount at any time during the year, not just during enrollment.

Yes. Employees who are currently enrolled in an HSA and who continue to enroll in an HSA for the subsequent years, will have their remaining funds from their Health Reimbursement Account carryover into the following plan year.  If at any time the employee enrolls in a medical plan other than an HSA or leaves Delta, the funds will be forfeited. 

No. Funds cannot be transferred from one account to another.

Visit mydelta.health or download the MyQhealth app, click My Plans and from there you can click Spending Account Balance to view your HSA balance. Click Optum Bank to make payments, manage your card, view statements and more.

All eligible employees receive Basic Life insurance. Employees can elect additional coverage through Optional Life Insurance. For employees with dependents, Delta offers Spouse and Child Life Insurance. 

Basic life is company-provided life insurance coverage. You can choose between a flat $50,000 option and a 1 x Your Salary option, with a minimum of $50,000 of coverage even if you make less than $50,000. Delta offers the flat $50,000 option, because any coverage over $50,000 is subject to imputed income per IRS rules. If you make more than $50,000, you must elect the flat $50,000 option if you do not want to pay imputed income. The imputed income amount is small, so it is rare for anyone to want the flat $50,000 option. Note that during your first enrollment opportunity as a new employee, you can choose either option without showing proof of good health, or EOI (defined below). If you initially choose the flat $50,000 option and during a later enrollment want the 1 x Your Salary option, you will have to show EOI.

In healthcare, EOI, which is short for Evidence of Insurability (also known as Proof of Good Health), is a requirement for some life insurance application processes where an applicant must provide health information in order to be considered for coverage. EOI is required for Basic Life if you do not initially choose the 1 x Your Salary option, as well as for certain levels of Optional Insurance coverage.​

In 2024, Delta will offer three medical options administered by UMR, a UnitedHealthcare Company—the Copay Option, along with the Gold HSA and Silver HSA options. The Copay Option is a more traditional medical option with a lower deductible and fixed costs, called copays, for many services. The Copay Option has more predictable costs and may be a good choice if an employee expects significant healthcare needs or wants to insure against unexpected expenses. The HSA options have lower premiums than the Copay Option, but higher deductibles and out of pocket maximums. The HSA options are also eligible for Delta Health Rewards and are accompanied by a tax-advantaged Optum Bank HSA card.

For helpful decision tools to determine which option will best fit your needs, you can use ALEX, MyBenefits Mentor and People Like Me on OE HQ. Through OE HQ, employees can also access the digital version of the 2024 Benefits Guide and digital benefits resources under Your Healthcare Options>Document Library.

A premium is the amount you pay, normally through semi-monthly payroll contributions, in order to have health insurance.

A deductible is the amount you pay for covered health care services before your insurance plan begins to pay in full. For example, if you have a $3,000 deductible, you must pay the first $3,000 of covered services yourself and then your insurance will begin paying. After your deductible is met, you may continue to pay coinsurance for covered services.

Coinsurance is a percentage of a medical charge that you pay, with the rest paid by your insurance plan, that typically applies after your deductible has been met. For example, if you have a 20% coinsurance, you pay 20% of each medical bill, and your health insurance will cover 80%.

Medicare is optional and only automatic when you turn 65 if you have already accepted Social Security benefits.

Yes, you can continue to use your HSA to reimburse yourself for eligible expenses. However, being enrolled in Medicare will make you ineligible to make or receive contributions to your HSA. In addition, if you start your Social Security retirement benefits later than age 65, you may be enrolled automatically. You will need to check with the Social Security Administration about how starting your Social Security retirement benefits will impact your personal Medicare situation. If you have a red, white and blue Medicare card, you are enrolled in Medicare Part A, Medicare Part B or both.​ 

If you’re eligible for Medicare but have not:  

Filed an application for Social Security retirement benefits, or   

Enrolled in Medicare Part A, B, C or D, you do not need to take any action in order to continue contributing to your HSA.   

You have the right to postpone applying for Social Security and Medicare — and therefore can continue to contribute to your HSA assuming you remain enrolled in a Delta HSA medical option. When your employment ends, you’re entitled to a special enrollment period to sign up for Medicare.     More information on enrolling in Medicare can be found on the Active and Medicare Eligible Fact Sheet located in the Document Library. 

Yes. When you enroll in Medicare, it is considered a Qualified Life Event, and you are allowed to drop your Delta coverage within 60 days of the event by calling the My Delta Service Center (MDSC) at 1-800 MY DELTA.

If you have Delta medical coverage and either of the following applies, Medicare pays primary for medical expenses:

• You are 65+ and go on long-term disability
• You are under 65, have been on long-term disability for two years and are no longer considered actively working

Since the Delta plan will pay secondary, whether you enroll in Medicare or not, you should strongly consider enrolling in Medicare under these circumstances, even if that impacts your eligibility to contribute to an HSA. Please notify the My Delta Service Center (MDSC) at 1-800 MY DELTA no later than 60 days after the date you or your dependent/spouse enrolls in Medicare.

Beginning January 1, 2024, members will be able to refer to CVS’s Prescription Drug Lists (PDLs) located in Benefits Headquarters under the CVS Caremark Prescription Drugs tile. The PDLs provide a listing of the most prescribed medications, and indicate coverage tier, drug exclusions, step and quantity limits, etc. In the same section of the CVS Caremark Prescription Drugs tile, you can also use the drug pricing tools to search for medications and see pricing and coverage.  

Yes, beginning January 1, 2024, members will have access to an expanded choice of national network pharmacies through CVS Caremark. Members will now be able to utilize Walgreens, Rite Aid and Duane Reade. For a complete list of locations, visit CVS Caremark.

With the transition from OptumRx to CVS, your Optum Bank HSA will not be impacted.

If there is a change for any medications you take, you will receive a personalized letter from CVS Caremark in November explaining what you need to do and the support available to make your transition as smooth as possible.

The answer to this question depends on the medical plan you’re enrolled in. In the Copay Option, all drugs are paid according to a tiered structure. Drugs are subject to copays based on their tier, and all copays bypass the deductible and apply to your coinsurance maximum. The Copay Option is also beneficial for those who take specialty medications: Under the Copay Option, coinsurance for specialty medications on the PrudentRx list are 30%; however, if you enroll in PrudentRx and sign up for available manufacturer copay assist programs, you may be eligible to pay $0 out of pocket.  A PrudentRx Advocate will contact eligible members. Note: PrudentRx is not available to plan members enrolled in HSA options.

In the HSA options, the IRS stipulates you must pay the full discounted cost for non-preventive prescriptions until meeting your deductible; however, preventive medications can be paid according to the tiered structure prior to the deductible. In the HSA, prescription drugs count towards your annual medical deductible and coinsurance maximum.   

For more information, please see the Prescription Drugs tile on OE HQ.  

Employees who are taking an eligible specialty medication and choose not to enroll in PrudentRx while being enrolled in the Copay Option, will pay a 30% coinsurance for their specialty medication. It is recommended that employees enroll in PrudentRx, so that they may pay $0 out-of-pocket. Employees who are eligible for this program will be contacted by PrudentRx.

No, there is no additional cost to enroll in PrudentRx. This program will be offered only to those who are enrolled in the Copay Option.

You will need to present your pharmacy with your new medical ID card from UMR when you go to fill your first prescription in 2024.  Your medical ID card has the information that your pharmacist needs to properly submit your prescription claim to CVS Caremark.

If you are currently taking a specialty medication, you will receive a letter from CVS Caremark in November that gives you more information about the CVS Specialty pharmacy and how to contact them to transfer those prescriptions to the CVS Specialty pharmacy if you are required to do so.  A CVS Specialty representative will make three attempts to contact you by phone to help you transition your specialty medications to the CVS Specialty pharmacy, but you can also contact Quantum Health at 877-912-1820 to be connected to a CVS Specialty representative.

Yes, through the CVS Caremark Cost Saver program, members enrolled in a Delta medical plan option will have automatic access to GoodRx pricing, which allows members to pay lower prices, when available, on generic medications.

Members will also have access to RX Savings Solutions (RXSS).

Yes. You will receive recommendations for lower-cost alternatives from Rx Savings Solutions (RXSS).

Rx Savings Solutions will review your claims and Delta’s plans to find lower cost options for you. You will receive automatic notifications to your preferred contact (text, email or direct mail) and if you accept the suggestion, Rx Savings Solutions will obtain provider approvals or pharmacy transfer on your behalf.

Delta continues to evaluate our prescription drug programs and have partnered with CVS Caremark to help provide programs that will help plan members save money such as the CVS Cost Saver (GoodRx), RxSavings Solutions and with the Copay Option you will have access to PrudentRx. You will also have access to more pharmacies to help you find the least expensive location for your pharmacy, including Rite Aid, Duane Read and Walgreens.

Keep in mind, that at the beginning of the year deductibles reset and you may need to pay the deductible before the co-insurance kicks in.

Have more questions about CVS Caremark? Visit their website to see more FAQs.

Delta’s vision coverage through EyeMed covers a host of benefits, including a $10 exam copay, $0 fit and follow-up for contact lenses and free contacts if you wear one of six popular brands.

While the vision plan does not cover LASIK, you can use your vision coverage for a discount on LASIK. See the EyeMed Benefits Summary in the Document Library on Deltanet for more details.