Where your plan stands, in plain language
Harbourline Industries — Executives, St. John's · 5 covered members · August 01, 2025 - July 31, 2026. Every figure opens for the detail behind it.
Compare every class
| Members | Premium a year | Ask | Loss ratio target 83% | Asked vs claims | |
|---|---|---|---|---|---|
| Whole planone policy | 500 | $2,764,642 | +12.1% | 88% | +$157,454 |
| By class · the carrier applies one increase to all three | |||||
| Owners | 6 | $93,863 | +12.3% | not shown | — |
| Executives | 34 | $389,110 | +11.8% | 107.4% | −$52,081 |
| All other employees | 460 | $2,281,669 | +12.1% | 83.9% | +$225,992 |
| By division · the same rates, different claims | |||||
| HalifaxHead office | 200 | $1,186,437 | +12% | 85.9% | +$74,628 |
| MonctonManufacturing plant | 200 | $1,051,640 | +12.1% | 91.7% | +$41,984 |
| St. John'sDistribution | 100 | $526,565 | +12.1% | 85.3% | +$40,842 |
"Asked vs claims" is the carrier's ask on the experience-rated lines against what this slice's own trended claims support at the target loss ratio. A plus is money asked for that the slice's claims do not justify.
The reconciliation
Not shown for a group this small — claims are withheld for fewer than 10 members, so that no one person’s claims can be read off the page. It is the same rule a carrier applies to a small class.
The rates, the premium and the carrier’s ask below are this group’s own. Its claims are counted inside the whole-plan reconciliation.
Where things stand
What's driving it
Credibility was not disclosed in this report
The carrier has not said how much of your own experience it used for a 5-life group. On the standard carriers print (full credibility at about 40 life-years of exposure) it lands somewhere around 25–45%, and that assignment materially changes what the experience justifies: at that level most of the increase is coming from the carrier's book rather than from your claims, and the claims argument has correspondingly less to work with. Request the credibility factor — it is a negotiation lever, not a formality, and it is normally supplied on request.
What we're going to examine
These are the changes this plan's own numbers point at. None can be priced from the documents on file yet — each one names what would put a figure on it. They are listed because knowing what is being examined is the point of this review, not because a number is missing.
None of these decisions are due today. We run the carrier, the paperwork, and the staff communications end to end.
The renewal, line by line
Every benefit, what you pay today against the renewal. The renewal column is the carrier's ask as this report states it. Nothing in it has been negotiated yet.
| Benefit | Lives / vol. | Current / mo | Renewal / mo | Change |
|---|---|---|---|---|
| Pooled benefits | ||||
| Employee Term Life | 2,265,000 | $485 | $503 | +3.7% |
| AD&D | 2,265,000 | $72 | $72 | +0% |
| Dependent Life | 4 | $12 | $12 | +0% |
| Long Term Disability | 41,965 | $262 | $285 | +9% |
| Short Term Disability | 7,500 | $431 | $483 | +12% |
| Contact | 5 | $20 | $20 | +0% |
| Pooled benefits subtotal | $1,282 | $1,376 | +7.3% | |
| Healthcare | ||||
| Single | 1 | $104 | $120 | +15.5% |
| Couple | 1 | $208 | $240 | +15.5% |
| Family | 3 | $811 | $937 | +15.5% |
| Healthcare subtotal | $1,123 | $1,297 | +15.5% | |
| Drugs | ||||
| Single | 1 | $98 | $115 | +17% |
| Couple | 1 | $196 | $229 | +17% |
| Family | 3 | $764 | $894 | +17% |
| Drugs subtotal | $1,058 | $1,238 | +17% | |
| Dental | ||||
| Single | 1 | $93 | $102 | +9.5% |
| Couple | 1 | $186 | $204 | +9.5% |
| Family | 3 | $725 | $794 | +9.5% |
| Dental subtotal | $1,004 | $1,100 | +9.5% | |
| Vision | ||||
| Single | 1 | $17 | $17 | +5% |
| Couple | 1 | $33 | $35 | +5% |
| Family | 3 | $129 | $135 | +5% |
| Vision subtotal | $178 | $187 | +5% | |
| Total | $4,647 | $5,198 | +11.9% | |
The road ahead
If claims hold
This report does not state its trend assumptions. Comparable renewals run drugs 11–13%, dental 6–8%, extended healthcare 9–12% a year, so expect blended trend pressure on top of any demographic drift.
If a large claim emerges
At 5 lives a single specialty claimant can move the whole renewal — pooling caps the tail, but the below-level portion lands in rated experience. The monitoring cadence below is what catches it early.
The cushion already in place
Claims above $25,000 a year (per person, per family, or per employee and separately for dependents, as the contract sets it) are pooled across the carrier's whole book, not carried by your plan alone.
What happens next
| Action | When |
|---|---|
| We check the carrier's math on this renewal letter The letter is in hand and this review is our line-by-line check of it — the pooling, the trend factor, the credibility. Anything that does not reconcile is the first thing we take back to the carrier. | Done: this review |
| We negotiate before anything is accepted The trend factor and the credibility behind the increase are negotiated, not fixed. If the number stays high, phasing it across the year is on the table. | Upcoming — at the renewal letter (expected about Oct 18, 2026) |
| Turn on regular experience monitoring Get experience on the tightest cadence the carrier will produce, quarterly where it offers it, so a benefit crossing a threshold is caught while the window is still open and there's time to act, not reconstructed at renewal when it's already locked. | Now |
| Implement amendments + member communication Roll out the agreed plan-design changes and brief members on what changed and why, especially any new or lower maximum. Clear communication means members hear the why before they reach it — it protects trust; it doesn't make a lower maximum not a takeaway. | Upcoming — at renewal (Jan 1, 2027) |