Use this guide to help you select the benefits that will best meet the needs of you and your family.

Once you are ready to enroll, and it is between July 21 - August 15, follow the steps for Logging In with The Benefits HUB that you see below. Once logged in, you are ready to enroll in benefits for the 2025-2026 plan year.

You can also call 903-939-8133 for questions and assistance.

Open Enrollment begins July 21. Remember, you are selecting medical and supplemental benefits that will be effective September 1, 2025 - August 31, 2026.

During Open Enrollment (July 21- August 15) , every employee should log in and check their contact information, beneficiaries, and benefits to ensure you have exactly what you need for the 2025-2026 school year. Please remember you are not able to make changes mid-year without a qualifying event, so be sure to take advantage of Open Enrollment this summer.

Gentry Financial Group is available by phone 8:30-4:30 daily. Your call will be answered by our staff ready to help with any questions you may have about enrollment or your benefits. You may call 903-939-8133 or email support@gentryfinancialgroup.com for assistance.

This Benefits Guide describes the highlights of your district's benefits program in non-technical language. Included in this benefits Guide is important information about each of the benefit plans offered to you and your family. It includes the benefits paid by the district as well as voluntary products which you can customize to meet your individual needs.

Please remember that these general descriptions are not intended to provide all the details of requirements of these benefits. The official Plan Documents will prevail if any inconsistencies are found between this Benefit Guide and the official Plan Documents. Any and all elements of the district's benefits program may be modified in the future, at any time, to meet the Internal Revenue Service rules or otherwise as decided by the district.

Non-substitute employees who are expected to work 15 hours per week or more are eligible for all of the benefit programs described in this guide. In addition, these employees are eligible for the district's contribution toward the cost of TRS Medical premiums.

Employees who are expected to work at least 10 hours per week, including substitutes, are eligible for medical insurance only. These employees are not eligible for the district's premium contribution, and will pay the full cost of the TRS ActiveCare Medical plan premium.

All employees have thirty-one (31) days from their date of hire to enroll in insurance. After this new hire enrollment window, benefit elections are locked until the following Annual Enrollment period, unless the employee has a qualifying event (change in tax dependents or change in access to health insurance). The benefits plan year is September 1 - August 31. Open Enrollment occurs in the months of July. Specific dates and deadlines will be communicated during each year's enrollment period. All insurances for New Hires during the plan year are effective the first of the month following hire.

The only time that employees are able to change benefits enrollment outside of the new hire or open enrollment window is if they experience a qualifying event. A qualifying event is any event that changes either your number of dependents or your access to healthcare. Examples of qualifying events include:

Birth, adoption, death, or guardianship of a child
A change in marital status (marriage, divorce, death)
A dependent's loss of eligibility (attainment of a limiting age)
Gain or loss of other coverage ( i.e. a spouse starts or ends a new job and is eligible for or loses insurance coverage)

All employees have thirty-one (31) days from the qualifying event date to elect changes in coverage. You must notify HR, provide documentation of the qualifying event, and complete your amended enrollment changes to take effect. Notifying HR of the intent to make changes only is not sufficient.

Voluntary Group Life *

Basic Life insurance provided by your employer is a good employee benefit, but the amount of coverage may not cover your obligations if you were to suddenly pass away. Voluntary Group Term Life insurance policy issues a cash benefit to your designated beneficiary in the event of your passing. This money can be used toward anything from final costs to paying off remaining debts; like your mortgage, car loans, or student loans. It is the most affordable form of life insurance and is typically available to you, your spouse, and dependent children.

New Hire Enrollment - Guaranteed issue with no health questions

New Employees: 5 x Salary with a maximum of $250,000
Spouse of New Employee: $50,000 (employee must be enrolled in plan)
One premium covers each child for: $10,000 (employee must be enrolled in plan)

Existing Employees

Existing Employees may add or enroll in $20,000 coverage with no health questions
Spouse may add or enroll in $10,000 with no health questions (employee must be enrolled in plan)
One premium covers each child for $10,000 (employee must be enrolled in plan)

*COST will be available for viewing during enrollment process.

Permanent Life *

Life insurance becomes necessary the moment someone else depends on you. It can be your spouse, children, or even your parents. If your death would affect the lifestyle of someone you love, it's time to enroll.

Permanent life provides a specified lump-sum benefit to your beneficiary at the time of your death. These policies do not expire, and the price of the premiums typically won't change from the date you enroll. And, even if you leave your employer the policy stays with you.

*COST will be available for viewing during enrollment process.

Medical insurance, also known as health insurance, is coverage that helps you pay the high cost of medical and hospital expenses.

Depending on the coverage you choose, this insurance will help pay toward or completely cover annual physicals, doctor visits, hospitalization and emergency room visits. Many times you will be offered more than one plan to choose from, so please review the summary of benefits in detail to determine which plan is right for you.

This benefit may also be available to your spouse and children.

With telehealth, you can get the treatment you need for minor sicknesses without having to visit your doctor's office.

By enrolling in this benefit, you'll gain access to medical consultations through phone call, email, and video chat. Telehealth will typically have you talking to a doctor within 30 minutes of setting up the appointment.

You'll speak to a doctor who can diagnose your minor aches and illnesses, and they can even prescribe medication for the likes of common cold, flu, pink eye, and many other medical consultations.

This benefit is provided for you and your family by the district.

Hospital Indemnity insurance is supplemental medical coverage that pays benefits if you are hospitalized. While health insurance pays for medical service after co-pays, co-insurance and deductibles are met, hospital indemnity insurance pays you if you are hospitalized, regardless of any other coverage you may have.

The plan will pay $100/day of hospital confinement up to 15 days and $2,500 when admitted. It also pays $50 for well-checkups, including routine physicals.

Monthly Premiums:

Employee Only - $19.28

Employee + Spouse - $33.00

Employee + Child(ren) - $26.54

Employee + Family - $47.74

On the High Plan, preventative services - including two visits per year are paid at 100% U&C. Basic services such as fillings are paid at 80%, while major services and orthodontia are paid at 50% U&C. A $50 calendar-year deductible applies to basic and major services. The maximum benefit for each person covered is $2,000 per year.

The Low Plan pays 100% for Preventative services and 70% for eligible Basic services with a $750 annual maximum. A $50 calendar-year deductible applies.

Coverage is also available for dependent spouse and children. The maximum age for dependent children is 26.

Orthodontia Services are covered (high plan only) up to a $1,500 lifetime maximum for dependent children only up to age 19.

Monthly Premiums:

Employee Only - HIGH: $34.72 LOW: $23.56

Employee + Spouse - HIGH: $80.32 LOW: $54.50

Employee + Child(ren) - HIGH: $79.48 LOW: $49.14

Employee + Family - HIGH: $120.72 LOW: $75.96

The value of vision insurance goes beyond saving money on new glasses and contact lenses every year. Illnesses like diabetes, thyroid disease, and cancer can all be detected by an ophthalmologist.

This provides an eye exam and either glasses, or contact lenses every 12 months. There is a $175 allowance for frames (increase from last year) and standard lenses are paid for in full.

Contact exams and lenses have a $225 annual allowance (increase from last year) for contacts.

Monthly Premiums

Employee Only - $9.86

Employee + Spouse - $16.78

Employee + Child(ren) - $17.74

Employee + Family - $26.64

What would happen if you lost your ability to earn your paycheck? How long would you be able to continue paying off your bills and buying groceries before you ran out of money?

If you're like 69% of Americans who don't have as much as $1,000 set aside in their savings account, disability insurance may be the perfect plan for you. Disability insurance is a safety net that keeps you from having to answer these questions.

Disability replaces a portion of your income when you are unable to work due to a covered illness or injury. Think of it as paycheck protection.

The monthly rate for Disability insurance is dependent upon elimination period and amount selected. The coverage includes both long term and a short term benefit. See enrollment website for the rate that is specific to your situation.

Critical illness insurance is a policy that provides a lump-sum benefit when you are diagnosed with a covered critical illness like a heart-attack, stroke and other serious conditions. Please see the plan summary for a complete list of covered illnesses.

This money can be used for anything from minimizing out of pocket costs to other expenses like your mortgage, groceries, or what your medical plan doesn’t cover.

It’s hard to plan for sudden critical illnesses, but this policy makes dealing with them easier. Spouse coverage is available. Dependent children are automatically covered under the employee's plan at no additional cost. This plan also has a $100 Wellness Reimbursement for covered employees and their covered spouse.

*COST will be available for viewing during enrollment process.

Cancer insurance provides financial assistance in the form of a lump-sum benefit upon a positive diagnoses ensuring you can concentrate on your health instead of your finances. Costs rack up quickly in the fight against cancer. You can use your benefit to help pay toward costly medicine, medical bills, and co-pays. This affordable benefit also extends to your spouse and eligible dependents.

Monthly Premiums

Employee only - $19.38

Employee + Spouse - $41.82

Employee + Child(ren) - $22.56

Employee + Family - $44.96

Accident Insurance coverage pays cash benefits directly to you for medical expenses related to an accidental injury. The plan covers you 24/7 for on and off the job accidents and injuries for adults and even sporting events for covered children.

The health screening/wellness benefit pays for routine check-ups, blood work, mammogram, stress test, and even your eye or dental exam. The benefit pays $150 per participant per calendar year. See plan summary for details.

Monthly Premiums

Employee Only - $12.84

Employee + Spouse - $20.50

Employee + Child(ren) - $25.44

Employee + Family - $33.10

You must be enrolled in a High Deducible Health Plan (HDHP) such as TRS ActiveCare HD. Use pre-tax dollars to pay medical, dental, and prescription costs and save money. The best part about this policy is that funds roll over from year to year, so you can save for future healthcare expenses.

The maximum annual HSA contributions are:

Individuals - $4,300
Family - $8,550

A Flexible Spending Account (FSA) is one of several tax-advantaged financial accounts that can be set up through a cafeteria plan adopted by your employer.

A medical FSA is the most common type of Flexible Spending Account, and allows you to set aside a portion of your earnings to pay for qualified expenses, most commonly for medical costs, such as doctors, dentists, and optometrist copays.

The maximum annual contribution is $3,300.

It should be noted that funds not used by the end of the plan year are lost to the employee, known as the "use it or lose it" rule, unless your employer has rollover provision.

Everyone in the workplace is balancing more than just their jobs and the stress of life can pull you in too many directions. Employee Assistance Plans provide you with professional help to get you through what might be affecting your mental or physical well-being. Most plans offer guidance that can help you with stress and anxiety at work, depression, substance dependency, grief, job pressures, and more. This benefit is available at no cost to all district employees.

Common Questions:

I'm looking to retire in a few years, but I have no idea what to expect in retirement, where do I start?
As a new employee, I have no idea how to take advantage of a 403b or 457 account, how do I enroll?
I just transferred from a different employer, but I'm afraid I left behind my 403b/457 account. Can I transfer that account to my new employer?

Fortunately for you, we have dedicated advisors ready to answer any questions you may have regarding financial planning. Call our office at 903-939-8133 to set up an appointment with a financial advisor.

This benefit allows college graduates that have student loan debt to get a free analysis of possible relief and forgiveness programs. With nearly 70 federal student loan repayment and forgiveness programs in place today, the options to reduce your student debt is exceptional.

GotZoom finds the best program options that suit your needs, confirms eligibility, and facilitates all the administration. There are special programs specifically designed to help educators. This benefit is available year-round, there is no reason to wait until open enrollment.