Hrm-599

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HRM 599- Benefits

Course Project/ Wk. 7/ Section 6, 7, 8

October 16, 2016

Scarlett M Vidaurre/ Keller University

Professor. Williams

October 16, 2016

Scarlett M Vidaurre/ Keller University

Professor. Williams

Solutions and Its Implementation

As we discussed earlier by offering vision benefits instead of a discounted vision plan to Dr. Kim’s employees would be more advantageous to the organization and its staff for several reasons. In order to make this possible and make proper changes Dr. Kim would first need to find a vision plan that will meet the employee needs and budget. I would definitely recommend Dr. Kim to choose VSP (Vision Service Plan) as part of their vision insurance provider. VSP provides the largest network of eye doctors, was voted consumers number one choice in vision care, and is the number one provider of vision benefits in the U.S. (Stevens, 2015). VSP Vision Care provides some of the most comprehensive vision benefit packages with some of the lowest out of pocket costs to its members (Stevens, 2015). The two plans that are offered by VSP are; the regular vision plan and the vision plus plan (VSP.com, 2015). Both of these plans offer an annual exam with a $10 co pay, prescription eyeglasses has a co-pay of $25 and contacts does not have a copay. Even though they are both great benefit plans the difference is the allowance given to eyeglasses and contacts (VSP.com, 2015). For example the regular vision plan, members have an allowance of $130 for prescription glasses and a $120 allowance for contact lenses (VSP.com, 2015). On the other hand the vision plus plan, members have an allowance of $150 for prescription glasses and a $200 allowance for contact lenses (VSP.com, 2015). As far as the cost for adding VSP as a vision benefit versus other providers the cost will remain the same regardless of the vision benefits provider chosen (Stevens, 2015). In most cases the average employee...