Vision
Healthy eyes and clear vision are an important part of your overall health and quality of life. You may enroll yourself and your eligible dependents or you may waive vision coverage. You do not have to be enrolled in medical coverage to elect vision coverage or cover the same dependents under medical and vision.
Although vision care services and supplies are covered in-network and out-of-network, your benefits are generally greater when you use in-network providers. Your costs are based on the family members you choose to cover.
Vision Plan
Benefit Highlights
In-Network
Exams
None / Materials: $20 copay
Single Vision Lenses
No charge after materials copay
Bifocal Lenses
No charge after materials copay
Trifocal Lenses
No charge after materials copay
Frames
Coverage limited to $140 “featured frame” or $120 after materials copay
Contacts (in lieu of glasses)
Coverage limited to $120 (separate exam/fitting copay, never to exceed $60)
Frequency
Exams
Once every 12 months
Lenses
Once every 12 months
Frames
Once every 24 months
Contacts
Once every 12 months
Out-of-Network Reimbursement
Exams
Up to $50
Single Vision Lenses
Up to $50 after materials copay
Bifocal Lenses
Up to $75 after materials copay
Trifocal Lenses
Up to $100 after materials copay
Frames
Up to $70 after materials copay
–
Contacts (in lieu of glasses)
Up to $105
–
Frequency
Exams
Once every 12 months
Lenses
Once every 12 months
Frames
Once every 24 months
Contacts
Once every 12 months
Plan Cost
Keker, Van Nest & Peters pays the majority of the cost of employee’s medical, dental and vision coverage and you pay a greater portion of dependent insurance premiums. Keker, Van Nest & Peters pays the full cost of your Life, AD&D, and LTD coverage. You pay for benefit premiums on a pretax basis. Since your healthcare contributions are subtracted from your gross pay before federal, state, and Social Security taxes are withheld, you pay less in taxes. Because this tax advantage reduces your reported taxable wages, your Social Security benefits could be slightly reduced when you become eligible to receive them.
Domestic partner contributions are regulated by the IRS. Contributions you make for domestic partner coverage must be made on a post-tax basis.
Employees and Associates wishing to decline medical coverage will receive $200 a month opt-out credit with proof of other medical coverage. This credit is considered taxable compensation.