Open enrollment ended November 9th. View plan information for coverage beginning January 1, 2026.
What is open enrollment?
Open enrollment is your once-a-year opportunity to make any changes to your health plan selections. This includes changing your medical, supplement, dental, or vision plan, as well as adding or removing any dependents.
When is open enrollment?
Open enrollment begins October 20 at 12am PT and ends November 9 at 11:59pm PT.
When do my open enrollment selections go into effect?
The elections you make during annual Open Enrollment become effective January 1, as long as all enrollment requirements are completed on time. If you were hired in September or October, your new hire enrollment period may overlap with the annual open enrollment period. Refer to the New Hire Enrollment page for more information.
Is participation in open enrollment required? What if I don’t participate in open enrollment?
No, participation is not required. If you do not participate in open enrollment, your same plan selections and dependents will carry over into the new plan year. You will not be able to make any plan changes until the next open enrollment period or you experience a Qualifying Life Event.
*If you are a Shared Contract Employee: add $224.80 to Full-time licensed employees per-paycheck rate.
^If one partner and/or the other is not a Full-Time Licensed Employee, find the appropriate combination to the right & add the amount shown to the Dual District rate.
- Licensed & Administrator: + $0
- Licensed & Support: + $43.16
- Licensed & Police: + $37.15 (subject to change due to the pending 2025-27 negotiated agreement with CCSD)
- Licensed & Shared Contract: + $224.80
- Shared Contract & Administrator: + $224.80
- Shared Contract & Support: + $267.96
- Shared Contract & Police: + $261.95 (subject to change due to the pending 2025-27 negotiated agreement with CCSD)
- Shared Contract & Shared Contract: + $449.60
Employee Premium Calculator
Dual District Premium Calculator
Note: Premiums for dual accounts containing of a Police employee are subject to change per the finalizations of the 2025-27 negotiated agreement with CCSD.
Retiree Premium Calculator
COBRA Premium Calculator
Plan Comparison
| Signature Plan | Advantage Plan | |
|---|---|---|
| Offers Local Coverage for all members residing in the United States | Yes | |
| FSA / HSA eligibility | Eligible for FSA only (Flexible Spending Account) | |
| Coverage outside local area | Emergency and Urgent Care only (subject to member responsibility as listed below) | |
| International Coverage | Emergency Care only (subject to member responsibility). Member must submit bills/receipts to UMR for direct reimbursement. | |
| Referrals required? | No, THT never requires a referral. However, some practices may require one before scheduling an appointment. | |
| Plan Year Deductible (Individual/Family) Copays do not apply to the deductible |
$500 / $1,500 | $1,650 / $3,300 |
| Out-of-Pocket Maximum Medical and Pharmacy combined. Includes deductible, copays, and coinsurance. |
$7,500 / $15,000 | $10,600 / $21,200 |
| Preventive Care | THT pays 100% | |
| Access to Health Investment Providers | Full Access. Reduced copays, quicker appointment availability, and no deductibles or coinsurance. | |
| • Primary Care | $0 copay | |
| • Pediatric | $0 copay | |
| • Physical Therapy | $0 copay | |
| • Endocrinology | $0 copay | |
| • Oncology | $0 copay | |
| • Hematology | $0 copay | |
| • Talk Therapy | $0 copay | |
| • MDLive (Virtual Care: Primary care, urgent care, therapy, psychiatry, dermatology) | $0 copay | |
| • In-home Urgent Care (Doctoroo / IncrediCare) | $0 copay | |
| • Dermatology | $30 copay | |
| • Cardiology | $30 copay | |
| • Neuropsych Assessments (Autism Spectrum Disorder – ASD) | $100 copay | |
| • Applied Behavioral Analysis (ABA) Therapy | Depends on number of monthly hours. See rates. | |
| All Other In-Network Physician Office Visits | ||
| • Primary Care Physician | $15 copay | 20% after deductible |
| • Behavioral Health Office visits | $10 copay | 20% after deductible |
| • Physical Therapy | $10 copay | 20% after deductible |
| • Specialist | $30 copay | 20% after deductible |
| • Urgent Care / CVS Minute Clinic | $30 copay | |
| Labwork | ||
| • Quest Diagnostics | $0 copay for all services1 | |
| • Hospital Lab | 20% after deductible | |
| • Other freestanding labs | Covered 100% after deductible, only if service not available at Quest. Otherwise, not covered. | |
| Diagnostic Imaging | ||
| • Steinberg Diagnostic Medical Imaging (SDMI) | $0 copay for all services2 | |
| • Hospital/ER Imaging | 20% after deductible | |
| • Diagnostic X-Ray Imaging at Urgent Care | Included in urgent care copay | |
| • Other imaging facilities | Covered 80% after deductible, only if service not available at SDMI. Otherwise, not covered. | |
| Hospital Services (Inpatient & Outpatient) | 20% after deductible | |
| Emergency Room Copay waived if admitted |
$300 copay (after deductible) for first visit + 20% doctor bills. $750 copay (after deductible) for subsequent visits + 20% doctor bills. | |
- Signature Plan members residing in Clark County must utilize Quest Diagnostics to receive the $0 copay. Any costs incurred by lab work performed by providers other than Quest will be the member’s full responsibility.
- Services not available at Quest Diagnostics will have a $0 copay.
- Signature Plan members residing in Clark County must utilize Steinberg Diagnostic Medical Imaging to receive the $0 copay. Any costs incurred by imaging services performed by providers other than SDMI will be the member’s full responsibility, except in cases where Steinberg Diagnostic cannot perform the service or out of extreme medical necessity.
- Services not available at Steinberg Diagnostics will be 20% after deductible.
- Copay is waived if admitted to the hospital. Out-of-Network emergency room care is covered as in-area network. Professional provider services (emergency-related or non-emergency) are 20% after deductible.
Prescription Benefits
Effective 1/1/26, prescription benefits are the same on Signature and Advantage and the deductible does not apply to prescriptions.
| Non-Specialty Prescription Drug Benefits¹ | Premier & Mail-Order Pharmacies See list below² |
||
|---|---|---|---|
| Tier 1 — Generic | |||
| • 1-34 day supply | |||
| • 35-90 day supply | |||
| Tier 2 — Non-Preferred Formulary Brand | |||
| • 1-34 day supply | |||
| • 35-90 day supply | |||
| Tier 3 — Non-Preferred Formulary Brand | |||
| Specialty Prescription Drug Benefits¹ | Mail-Order Pharmacies See list below² |
||
| Tier 1 — Generic | |||
| Tier 2 — Preferred Formulary Brand | |||
| Tier 3 — Non-Preferred Brand |
(1) Select products are eligible for a coinsurance assistance program. There is no copay for these products, and they do not accumulate toward the out-of-pocket maximum. For more information contact THT at 702-794-0272, Option 1. (2) Prescriptions filled at pharmacies other than THT’s Premier Pharmacies will incur additional Choice Fees in addition to applicable copays. (3) If the generic cost of the medication is less than the copay, the individual will be responsible for that lesser amount. (4) For more information about this service, please contact CerpassRX at 844-622-1797.
2026 Benefit Changes
Travel Benefits for Members Residing in Clark County
Effective 1/1/26 for Signature and Advantage plan members residing in Clark County: The only care that is covered outside of Clark County is urgent care and emergency services. These members must utilize the Sierra Healthcare Options (SHO) network or THT’s Health Investment network to have claims paid. If a member needs a service that is not available in either of these two networks, call UMR for prior authorization.
Note: Retirees and dependents living outside Clark County may continue using the United Healthcare ChoicePlus Network.
Signature Summary of Benefits & Coverage (SBC)Advantage Summary of Benefits & Coverage (SBC)
Advantage Plan Changes
Key Takeaways / 2026 Improvements:
| Benefit | 2025 Advantage | 2026 Advantage Plan | Change / Notes |
|---|---|---|---|
| Out-of-Pocket Maximum (Medical + Pharmacy) | $7,500 / $15,000 | $10,600 / $21,200 | Higher max in 2026 |
| Telehealth / Virtual Care | 20% after deductible | $0 copay (MDLive: Primary, Urgent, Therapy, Psychiatry, Dermatology) | Improvement |
| Primary Care, Pediatrician, OBGYN | 20% after deductible | $0 copay (Health Investment Providers)
20% after deductible for all other providers |
Improvement |
| Behavioral Health / Talk Therapy | 20% after deductible | $0 copay (Health Investment Providers)
20% after deductible for all other providers |
Improvement |
| Specialist Visits | 20% after deductible | $0 copay (Health Investment Oncology, Hematology, & Endocrinology Providers)
$30 copay (Health Investment Dermatology & Cardiology Providers) 20% after deductible for all other providers |
Improvement |
| Physical Therapy | 20% after deductible | $0 copay (Health Investment Providers)
20% after deductible for all other providers |
Improvement |
| Urgent Care / Minute Clinic | 20% after deductible | $0 copay for in-home urgent care (Doctoroo and IncrediCare Pediatrics)
$30 copay for all other urgent cares |
Improvement |
| Labwork | 20% after deductible (outpatient & hospital) | $0 copay at Quest Diagnostics
20% after deductible for hospital labs All other labs are not covered (unless the specific or comparable service is not available at Quest) |
Improvement |
| Diagnostic Imaging | 20% after deductible | $0 copay at Steinberg Diagnostic Medical Imaging (SDMI)
20% after deductible for hospital imaging Urgent care imaging is included in your copay |
Improvement |
| Emergency Room | 20% after deductible | $300 first visit / $750 subsequent + 20% of doctor bills; copay waived if admitted | Improvement |
Enrolling is Easy on Desktop and Mobile!
- Enroll online on at members.ththealth.org
- Add / remove dependents and select your plans
- Double check your selections and submit
Upon submitting your selections, you will immediately receive an enrollment summary to the email address on file. Once processed, you will receive a separate confirmation email. Please retain these files for your records and contact us immediately if you have any concerns.
For COBRA participants:
All COBRA participants will receive a mailed notification letter and open enrollment form. Any COBRA member wanting to make changes will make their selections via the mailed enrollment form from WEX Inc. Alternatively, you may print the form below.
Open Enrollment FAQ:
Is participation in open enrollment required?
No, participation is not required. If you do not participate in open enrollment, your same plan selections and dependents will carry over into the new plan year. Any new selections you make will take effect January 1st.
Why is open enrollment important then?
Think of your health benefits like an annual subscription. Open Enrollment is the time you can make changes to your plan for any reason (or no reason at all!). Otherwise, mid-year changes are only possible if you experience a Qualifying Life Event.
After November 9th, when is my next open enrollment period?
Open Enrollment will now be taking place annually in October/November, so the next Open Enrollment will be in October 2026.
What does changing to a January 1 plan year mean for my medical deductible?
Signature Plan members’ deductibles and out-of-pocket maximums did not reset on October 1st as originally scheduled. Instead, they will reset January 1st, 2026.
What this means for Signature Plan members: You have an extra three months to continue making progress toward your deductible and out-of-pocket maximum under the current plan year.
Advantage Plan members’ deductibles and out-of-pocket maximums did reset on October 1st. However, we’re bringing plan enhancements that will go into effect January 1st, 2026.
What this means for Advantage Plan members: If you stay on this same plan into 2026, your deductible and out-of-pocket progress will carry over through December 31, 2026—giving you 15 months to reach your deductible, instead of the usual 12.
What does changing to a January 1 plan year mean for my dental benefits?
Your dental plan does not have a deductible, but it does have yearly limits, including:
- 2 cleanings per year
- 2 exams per year
- $1,500 benefit maximum per person per year (DPPO Only)
These limits did reset October 1st, and then will reset again January 1st, 2026.
What this means for you: October 1st through December 31st is a great opportunity to maximize your dental benefits. Whether you’ve already used your cleanings or are approaching your annual cap (DPPO Only), you’ll get a fresh reset in October—and another in January—so you can get the care you need without waiting a full year.
What does changing to a January 1 plan year mean for my vision benefits?
The vision plan resets annually on January 1st.
