Benefits Overview & Costs
Mentor Schools provides a comprehensive benefits package to its full-time employees and their families with the following benefits. See the links at the bottom of the page for monthly cost information:
Medical Insurance Deductions
Certified: The monthly insurance premium for Certified employees is deducted from the 1st pay of the month.
Classified: The monthly insurance premium for Classified employees is divided into two equal payments and deducted each pay. **Transportation employees will have a different deduction schedule. Contact the Treasurer's Office for more information.
Medical/ Prescription Plans
MedFlex – Medflex gives you access to certain doctors and hospitals within its network. A network is made up of providers that have agreed to lower their rates for plan members and also meet quality standards. But unlike the PPO plans, care under the Medflex plan is covered only if you see a provider within the Medflex network. Only emergencies are covered outside the Medflex network. The Medflex network does NOT include the Cleveland Clinic.
Medical Mutual SuperMed Plus PPO - PPO, which stands for Preferred Provider Organization, is defined as a type of managed care health insurance plan that provides maximum benefits if you visit an in-network physician or provider, but still provides some coverage for out-of-network providers. Additionally, you can usually visit any provider without a referral from your primary physician. Offered to all eligible employees.
Medical Mutual Bronze - A Bronze health plan is the lowest of the plan levels. It typically offers the lowest monthly premiums but costs the most out of pocket if you end up needing health care. Offered to Certified employees only.
Dental
Metlife-- Coverage uses PDP network
1/1/2023 Dental Enhancements
- Increased Preventive coinsurance from 80% to 100%
- Increased Orthodontia Lifetime Maximum from $1,000 to $1,250. NOTE, this will apply to new treatments effective on or after 1/1/23. Anyone in a current treatment plan will be subject to $1,000 maximum.
- Refer to the MetLife Dental Plan Summary document located under the Insurance Documents section for plan details
Vision
Amerias Plan-- Coverage uses EYEMED network
1/1/2023 Vision Enhancements
- Frames allowance increased from $130 to $150, then 20% off balance.
- Frames frequency increased from one pair every 24 months to one pair every 12 months
- Contacts Allowance increased from $130 to $150
- Refer to the Ameritas Vision Plan Summary document located under the Insurance Documents section for plan details
Life Insurance/EAP
Anthem - Employees working a minimum of receive a minimum of $45,000 Life Insurance coverage at "no cost to you” provided by the Board of Education. Employees can purchase additional coverage with Anthem Voluntary Life for self, spouse and child(ren). Your Life/AD&D and Voluntary Life benefits reduce 33% at age 70; 50% at age 75. Anthem’s Employee Assistance Program (EAP) provides quick and easy access to work/life support, confidential counseling, and referral services to help you deal with daily work and life challenges. It’s employer-sponsored, so it’s available at no cost to you, your dependents, or household members.
Additional Insurance Products
Guardian
- Accident Insurance – is an extra layer of protection that gives you a cash payment to help cover out-of-pocket expenses when you suffer an unexpected, qualifying accident.
- Hospital Indemnity Insurance – can cover some of the cost associated with a hospital stay, letting you focus on recovery.
- Critical Illness Insurance – may help you cover expenses not covered by your health insurance.
- Disability Insurance (Short-Term Disability & Long-Term Disability) – covers a part of your income, so you can pay your bills if you’re injured or sick and can’t work.
Allstate
- Whole Life Insurance – can help your family realize the goals and dreams you shared together, and build cash value you can draw on while still alive.
MMO
- Flexible Spending & Dependent Care Accounts - A Healthcare Flexible Spending Account (FSA) and/or a Dependent Care Flexible Spending Account provide significant savings to employees. Employees set aside funds on a pretax basis to spend on qualifying expenses throughout the plan year.
ARAG
- Legal insurance - helps you plan for the good times in life, like welcoming a child into your family and updating your will. It’s also there to help you though life’s struggles, like when kids make mistakes, you get caught speeding or true love just doesn’t work out.
LifeLock™ with Norton™
- Identity Theft plan - provides peace of mind with comprehensive all-in-one protection for your identity, personal information and connected devices.
Pension Plans
STRS - For Certified employees: STRS website
- State Teacher Retirement System - This is a compulsory payroll deduction in the amount of 14% of your salary on your behalf. It is deducted from your gross salary before Federal and state taxes. Mentor Public Schools contribute 14% to each active employee’s account.
SERS - For Classified employees: SERS website
- School Employees Retirement System - This is a compulsory payroll deduction in the amount of 10% of your salary on your behalf. It is deducted from your gross salary before Federal and state taxes. Mentor Public Schools contribute 14% to each active employee’s account.
403(b)/457(b) Retirement Plans
Transactions are handled by U.S. OMNI & TSACG Compliance Services who have an experienced team of consultants to assist with all aspects of 403(b) and 457(b) administration. The 2025 calendar year limits for elective deferrals are defined as 100% of compensation up to $23,500 for 2025. Employees who are age 50 or older by December 31, 2025, may contribute an additional $7,500 above the basic 2025 annual limit of $23,500 for a total of $31,000.
Visit the website to find Investment providers, manage your salary reductions, and perform online distribution requests. TSA Website
Dependent Rules
Spousal Coordination of Benefits (COB) - Eligibility Certification
- The below information applies to employees hired prior to 8/1/22 ONLY
- Effective January 1, 2025, spouses with available healthcare coverage sponsored by their employer, business organization or any retirement plan, must enroll in such group insurance coverage.
- If this applies to your spouse, they can be added to your Mentor Medical Plan with coverage as the secondary payer of benefits.
- If your spouse is eligible for other coverage but you want him/her to remain as primary under the Mentor Medical Plan, your premium deduction will include an additional $100 per month for a Spousal COB surcharge.
- Refer to the Spousal Coordination of Benefits Eligibility Certification form for employees hired prior to 8/1/22.
- Effective January 1, 2025, spouses with available healthcare coverage sponsored by their employer, business organization or any retirement plan, must enroll in such group insurance coverage.
- The below information applies to employees hired on or after 8/1/22
- Spouses with available healthcare coverage sponsored by their employer, business organization or any retirement plan, must enroll in such group insurance coverage.
- If this applies to your spouse, they can be added to your Mentor Medical Plan with coverage as the secondary payer of benefits.
- Refer to the Spousal Coordination of Benefits Eligibility Certification form for employees hired on or after 8/1/22.
Child dependents can stay on medical insurance until age 26 regardless of marital status.
Effective January 1, 2024, unmarried Child Dependents can stay on dental and vision until age 26.
If you no longer have eligible dependents covered under the plan, contact the Treasurer’s office to drop coverage.
Links:
Certified Employees Insurance Rates
Classified Employees Insurance Rates
Spousal Coordination of Benefits Eligibility Certification form for employees hired prior to 8/1/22
Spousal COB Survey Questions in Employee Navigator for employees hired prior to 8/1/22
Spousal COB Survey Questions in Employee Navigator for employees hired on or after 8/1/22
LifeLock™ with Norton™ Identity Theft