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Powerful Benefit Solutions. . .Powerful Benefit Solutions. . . for Decision Makers for Decision Makers
. . . to expand your employee benefit offerings and help save costs.
. . . to conduct your benefits enrollments.
. . . to simplify your benefits administration.
. . . to expand your employee benefit offerings and help save costs.
. . . to conduct your benefits enrollments.
. . . to simplify your benefits administration.
The Colonial AdvantageThe Colonial Advantage
11 A Benefits Communication Company
A Benefits Communication Company 22 An
Enrollment Company
An Enrollment Company
33 A Strong Supplemental Insurance Company
A Strong Supplemental Insurance Company
The Advantage of The Advantage of Benefits CommunicationBenefits Communication
Benefits CommunicationBenefits CommunicationBenefits CommunicationBenefits Communication
* Worksite Product Trends, Eastbridge Consulting Croup, Inc., 2005** 2006 MetLife Employee Benefits Trend Study* Worksite Product Trends, Eastbridge Consulting Croup, Inc., 2005** 2006 MetLife Employee Benefits Trend Study
97% of employers and employees have 97% of employers and employees have a growing interest in products that help a growing interest in products that help cover deductibles and cover deductibles and out-of-pocket expenses.*out-of-pocket expenses.*
More than one-third of employees are More than one-third of employees are interested in a wider array of voluntary interested in a wider array of voluntary benefits.**benefits.**
97% of employers and employees have 97% of employers and employees have a growing interest in products that help a growing interest in products that help cover deductibles and cover deductibles and out-of-pocket expenses.*out-of-pocket expenses.*
More than one-third of employees are More than one-third of employees are interested in a wider array of voluntary interested in a wider array of voluntary benefits.**benefits.**
Customized MaterialsCustomized MaterialsCustomized MaterialsCustomized Materials
Print materialsPrint materials Payroll stuffersPayroll stuffers PostersPosters Tent cardsTent cards FliersFliers BrochuresBrochures
Newsletter articlesNewsletter articles E-mail announcementsE-mail announcements PowerPoint presentationsPowerPoint presentations Spanish materialsSpanish materials
Print materialsPrint materials Payroll stuffersPayroll stuffers PostersPosters Tent cardsTent cards FliersFliers BrochuresBrochures
Newsletter articlesNewsletter articles E-mail announcementsE-mail announcements PowerPoint presentationsPowerPoint presentations Spanish materialsSpanish materials
Benefits CommunicationBenefits CommunicationBenefits CommunicationBenefits Communication
One-on-One MeetingsOne-on-One Meetings
Salary Illustrations& Benefit Statements
Salary Illustrations& Benefit Statements
Group MeetingsGroup Meetings
Group MeetingsGroup MeetingsGroup MeetingsGroup Meetings
Major medicalMajor medical
DentalDental
VisionVision
401(k) and pension plans401(k) and pension plans
DisabilityDisability
PTO/sick leavePTO/sick leave
Major medicalMajor medical
DentalDental
VisionVision
401(k) and pension plans401(k) and pension plans
DisabilityDisability
PTO/sick leavePTO/sick leave
One-On-One MeetingsOne-On-One MeetingsOne-On-One MeetingsOne-On-One Meetings
Customized presentation Customized presentation of benefits and employee of benefits and employee contributions.contributions.
Salary illustrations, Salary illustrations, benefits statements & benefits statements & election forms.election forms.
Update employee data.Update employee data.
Customized presentation Customized presentation of benefits and employee of benefits and employee contributions.contributions.
Salary illustrations, Salary illustrations, benefits statements & benefits statements & election forms.election forms.
Update employee data.Update employee data.
Salary IllustrationsSalary IllustrationsSalary IllustrationsSalary Illustrations
Employee’s cost and your cost
Employee’s cost and your cost
Customized Benefits StatementsCustomized Benefits StatementsCustomized Benefits StatementsCustomized Benefits Statements
Employer’sContributionEmployer’s
Contribution
The Advantage of The Advantage of Efficient EnrollmentsEfficient Enrollments
Colonial’s Suite of Enrollment ServicesColonial’s Suite of Enrollment ServicesColonial’s Suite of Enrollment ServicesColonial’s Suite of Enrollment Services
Group meetings. Group meetings.
Multi-location and Multi-location and multi-state enrollment multi-state enrollment capabilities.capabilities.
One-on-one sessions with One-on-one sessions with personalized benefits personalized benefits statements and salary statements and salary illustrations.illustrations.
Options for remote employees Options for remote employees or staggered shifts.or staggered shifts.
Group meetings. Group meetings.
Multi-location and Multi-location and multi-state enrollment multi-state enrollment capabilities.capabilities.
One-on-one sessions with One-on-one sessions with personalized benefits personalized benefits statements and salary statements and salary illustrations.illustrations.
Options for remote employees Options for remote employees or staggered shifts.or staggered shifts.
Sales AutomationSales AutomationSales AutomationSales Automation
Primary enrollment Primary enrollment method today.method today.
Works ideally with Works ideally with our primary enrollment our primary enrollment model: enroller-assisted model: enroller-assisted one-on-one.one-on-one.
Primary enrollment Primary enrollment method today.method today.
Works ideally with Works ideally with our primary enrollment our primary enrollment model: enroller-assisted model: enroller-assisted one-on-one.one-on-one.
Web-Based EnrollmentWeb-Based EnrollmentWeb-Based EnrollmentWeb-Based Enrollment
Enroller assisted or self-enrollment.Enroller assisted or self-enrollment.
Supports remote work environments, Supports remote work environments, staggered shifts & multiple locations.staggered shifts & multiple locations.
Accessible 24/7 during enrollment Accessible 24/7 during enrollment period.period.
Tech support available by e-mail or Tech support available by e-mail or phone.phone.
Online benefits library.Online benefits library.
Reporting tool.Reporting tool.
Enroller assisted or self-enrollment.Enroller assisted or self-enrollment.
Supports remote work environments, Supports remote work environments, staggered shifts & multiple locations.staggered shifts & multiple locations.
Accessible 24/7 during enrollment Accessible 24/7 during enrollment period.period.
Tech support available by e-mail or Tech support available by e-mail or phone.phone.
Online benefits library.Online benefits library.
Reporting tool.Reporting tool.
HarmonyHarmonySMSMHarmonyHarmonySMSM
Conducting Enrollments on a Whole New Scale
Sharp enrollment solutions.
Fine-tuned communications.
Sound security.
Conducting Enrollments on a Whole New Scale
Sharp enrollment solutions.
Fine-tuned communications.
Sound security.
Simple App SystemSimple App SystemSimple App SystemSimple App System
Pre-printed, paper-based manual Pre-printed, paper-based manual applications for group meetings.applications for group meetings.
Generic or pre-filled with employee Generic or pre-filled with employee census data.census data.
Up to 5 products supported on one Up to 5 products supported on one application.application.
Excel spreadsheet to input Excel spreadsheet to input employer data, product selections employer data, product selections and census data.and census data.
Pre-printed, paper-based manual Pre-printed, paper-based manual applications for group meetings.applications for group meetings.
Generic or pre-filled with employee Generic or pre-filled with employee census data.census data.
Up to 5 products supported on one Up to 5 products supported on one application.application.
Excel spreadsheet to input Excel spreadsheet to input employer data, product selections employer data, product selections and census data.and census data.
Complete the ProcessComplete the ProcessComplete the ProcessComplete the Process
The Advantage ofThe Advantage ofSupplemental InsuranceSupplemental Insurance
The Advantage ofThe Advantage ofSupplemental InsuranceSupplemental Insurance
ColonialVoluntaryProducts
ColonialVoluntaryProducts
Products That Help Fill the GapsProducts That Help Fill the GapsProducts That Help Fill the GapsProducts That Help Fill the Gaps
EmployerBenefitsPackage
EmployerBenefitsPackage• Medical• Life• Retirement
• Medical• Life• Retirement
The Advantage of The Advantage of Supplemental InsuranceSupplemental InsuranceThe Advantage of The Advantage of Supplemental InsuranceSupplemental Insurance
DisabilityDisability
• Individual Short Term Disability
• Group Short Term Disability
• Individual Short Term Disability
• Group Short Term Disability
Life InsuranceLife Insurance
• Individual Term Life
• Group Term Life
• Universal Life
• Whole Life
• Individual Term Life
• Group Term Life
• Universal Life
• Whole Life
Supplemental HealthSupplemental Health
• Accident
• Hospital Confinement Indemnity
• Group Hospital Confinement Indemnity
• Cancer• Group Cancer• Critical Illness
• Group Critical Illness
• Accident
• Hospital Confinement Indemnity
• Group Hospital Confinement Indemnity
• Cancer• Group Cancer• Critical Illness
• Group Critical Illness
The Advantage ofThe Advantage ofSuperior ServiceSuperior Service
The Advantage ofThe Advantage ofSuperior ServiceSuperior Service
Premium Only Plan Premium Only Plan
Save on taxes.Save on taxes.
Increase employees’ Increase employees’ spendable income.spendable income.
Premium Only Plan Premium Only Plan
Save on taxes.Save on taxes.
Increase employees’ Increase employees’ spendable income.spendable income.
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
*Based on 26 pay periods
Flexible Spending Flexible Spending AccountsAccounts
Save on taxes.Save on taxes.
Increase employees’ Increase employees’ spendable income.spendable income.
Flexible Spending Flexible Spending AccountsAccounts
Save on taxes.Save on taxes.
Increase employees’ Increase employees’ spendable income.spendable income.
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
*Based on 2006 South Carolina Tax Tables
Save valuable Save valuable administrative administrative time with time with services you services you can count on.can count on.
Save valuable Save valuable administrative administrative time with time with services you services you can count on.can count on.
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
Approximately 70% Approximately 70% of Colonial’s new of Colonial’s new premium historically premium historically comes from existing comes from existing business each year.business each year.
Approximately 70% Approximately 70% of Colonial’s new of Colonial’s new premium historically premium historically comes from existing comes from existing business each year.business each year.
30%30%
70%70%
Long-Term Relationships
Long-Term Relationships
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
Eight in 10 Plan Eight in 10 Plan
Administrators would Administrators would
recommend Colonial to recommend Colonial to
others.*others.*
* 2006 LIMRA Survey* 2006 LIMRA Survey
Eight in 10 Plan Eight in 10 Plan
Administrators would Administrators would
recommend Colonial to recommend Colonial to
others.*others.*
* 2006 LIMRA Survey* 2006 LIMRA Survey
E-Services provide E-Services provide value-added tools.value-added tools.
Ez Billing “paperless”Ez Billing “paperless”billing systembilling system
E-Pay E-Pay
E-Bill E-Bill
Ez-AdministrationEz-Administration
E-Services provide E-Services provide value-added tools.value-added tools.
Ez Billing “paperless”Ez Billing “paperless”billing systembilling system
E-Pay E-Pay
E-Bill E-Bill
Ez-AdministrationEz-Administration
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
More than 90% of More than 90% of policyholders say policyholders say their calls are their calls are answered in a timely answered in a timely manner.*manner.*
* 2006 LIMRA Survey* 2006 LIMRA Survey
More than 90% of More than 90% of policyholders say policyholders say their calls are their calls are answered in a timely answered in a timely manner.*manner.*
* 2006 LIMRA Survey* 2006 LIMRA Survey
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
9 in 10 Colonial claimants are satisfied with claims service overall & would recommend Colonial to others.*
* 2006 LIMRA Survey
9 in 10 Colonial claimants are satisfied with claims service overall & would recommend Colonial to others.*
* 2006 LIMRA Survey
93% of non-disability claims, 90% of disability claims and 91% of all claims are paid in 10 business days or less.93% of non-disability claims, 90% of disability claims and 91% of all claims are paid in 10 business days or less.
70
75
80
85
90
95
100
Non-DisabilityClaims
Disability Claims All Claims70
75
80
85
90
95
100
Non-DisabilityClaims
Disability Claims All Claims
93%
90%
91%
The Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior ServiceThe Advantage of Superior Service
Enjoy all the benefits and services of three companies in one, at no direct cost to you.
Put the power ofThe Colonial Advantage
to work today!
Enjoy all the benefits and services of three companies in one, at no direct cost to you.
Put the power ofThe Colonial Advantage
to work today!
Powerful Benefits Solutions…Powerful Benefits Solutions…One SourceOne SourcePowerful Benefits Solutions…Powerful Benefits Solutions…One SourceOne Source
©2007 Colonial Life & Accident Insurance Company.
Colonial Supplemental Insurance is the marketing brand of Colonial Life & Accident Insurance Company. Colonial Supplemental Insurance, ‘‘for what happens next’’ and the logo, separately and in combination, are registered service marks of Colonial Life & Accident Insurance Company. All rights reserved.
©2007 Colonial Life & Accident Insurance Company.
Colonial Supplemental Insurance is the marketing brand of Colonial Life & Accident Insurance Company. Colonial Supplemental Insurance, ‘‘for what happens next’’ and the logo, separately and in combination, are registered service marks of Colonial Life & Accident Insurance Company. All rights reserved.
Slide LibrarySlide LibrarySlide LibrarySlide Library
Number of Voluntary Benefits OfferedNumber of Voluntary Benefits OfferedNumber of Voluntary Benefits OfferedNumber of Voluntary Benefits Offered
0
20
40
60
80
100
120
10-19 20-99 100-499 500-999 1000-4999 5000 +
Percent of Firms Offering at Least One Voluntary Benefit
LIMRA 2005
Voluntary Benefits Offerings, 1999-2002Voluntary Benefits Offerings, 1999-2002Small Employers (20–99 employees)Small Employers (20–99 employees)Voluntary Benefits Offerings, 1999-2002Voluntary Benefits Offerings, 1999-2002Small Employers (20–99 employees)Small Employers (20–99 employees)
0%
5%
10%
15%
20%
25%
30%
35%
40%
Accident AD&D Cancer CriticalIllness
Life STD Suppl.Medical
1999
2002
LIMRA 2005
Voluntary Benefits Offerings, 1999-2002Voluntary Benefits Offerings, 1999-2002Midsize Employers (100–999 employees)Midsize Employers (100–999 employees)Voluntary Benefits Offerings, 1999-2002Voluntary Benefits Offerings, 1999-2002Midsize Employers (100–999 employees)Midsize Employers (100–999 employees)
0%
5%
10%
15%
20%
25%
30%
35%
40%
Accident AD&D Cancer CriticalIllness
Life STD Suppl.Medical
1999
2002
LIMRA 2005
Voluntary Benefits Offerings,1999-2002Voluntary Benefits Offerings,1999-2002Large Employers (1,000–4,999 employees)Large Employers (1,000–4,999 employees)Voluntary Benefits Offerings,1999-2002Voluntary Benefits Offerings,1999-2002Large Employers (1,000–4,999 employees)Large Employers (1,000–4,999 employees)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Accident AD&D Cancer CriticalIllness
Life STD Suppl.Medical
1999
2002
LIMRA 2005
Average Participation Rate Average Participation Rate (percent of eligible employees) (offers the voluntary benefit)(percent of eligible employees) (offers the voluntary benefit)Average Participation Rate Average Participation Rate (percent of eligible employees) (offers the voluntary benefit)(percent of eligible employees) (offers the voluntary benefit)
Factors Influencing Participation RatesFactors Influencing Participation Rates
Communication and enrollment Communication and enrollment methods usedmethods used
Employer’s current benefit offeringsEmployer’s current benefit offerings
Number of voluntary benefits Number of voluntary benefits currently in placecurrently in place
Employer’s demographic profileEmployer’s demographic profile
Cost of coverageCost of coverage
Factors Influencing Participation RatesFactors Influencing Participation Rates
Communication and enrollment Communication and enrollment methods usedmethods used
Employer’s current benefit offeringsEmployer’s current benefit offerings
Number of voluntary benefits Number of voluntary benefits currently in placecurrently in place
Employer’s demographic profileEmployer’s demographic profile
Cost of coverageCost of coverage
All Firms
Voluntary Life 34%
STD 33%
Supplemental Life 30%
Voluntary LTD 30%
AD&D 26%
Accident 21%
Cancer 18%
LIMRA 2005
Ways to Improve ParticipationWays to Improve ParticipationWays to Improve ParticipationWays to Improve Participation
Percent of Percent of EmployersEmployers
Better communication of benefitsBetter communication of benefits 37%37%
Meet one-on-one with employeesMeet one-on-one with employees 10%10%
Better meetingsBetter meetings 9%9%
Offer a comprehensive benefits planOffer a comprehensive benefits plan 4%4%
LIMRA 2005
Communication MethodsCommunication MethodsCommunication MethodsCommunication Methods
11%
36%
31%
22%
One-on-One
Group
Both Group &One-on-OneMeetings
Do Not HoldMeetings
LIMRA 2005
Employee Perspective on Employee Perspective on Voluntary BenefitsVoluntary BenefitsEmployee Perspective on Employee Perspective on Voluntary BenefitsVoluntary Benefits
Percent AgreePercent Agree
If I were to consider a new job, whether they If I were to consider a new job, whether they offered voluntary benefits would be a factor offered voluntary benefits would be a factor in my decision.in my decision.
62%62%
I am less likely to leave my employer I am less likely to leave my employer because they offer voluntary benefits.because they offer voluntary benefits.
39%39%
The availability of voluntary benefits was a The availability of voluntary benefits was a factor in my decision to join my current factor in my decision to join my current employeremployer
35%35%
LIMRA 2005
Reasons for Adding a Reasons for Adding a New Voluntary BenefitNew Voluntary BenefitReasons for Adding a Reasons for Adding a New Voluntary BenefitNew Voluntary Benefit
All All FirmsFirms
10 – 1910 – 19 20 – 9920 – 99 100 – 499100 – 499 500 – 999500 – 999 1,000 – 4,9991,000 – 4,999 5,000 +5,000 +
Employees asked for Employees asked for benefitbenefit
27%27% 27%27% 26%26% 27%27% 22%22% 30%30% 27%27%
Attract/retain good Attract/retain good employeesemployees
19%19% 20%20% 18%18% 12%12% 12%12% 6%6% 9%9%
Improve employee moral Improve employee moral / job satisfaction/ job satisfaction
14%14% 15%15% 14%14% 9%9% 15%15% 4%4% 9%9%
Give employees more Give employees more benefit choicesbenefit choices
7%7% 6%6% 9%9% 9%9% 9%9% 10%10% 7%7%
Recommended by Recommended by insurance company / insurance company / agent / brokeragent / broker
5%5% 3%3% 6%6% 2%2% 5%5% 5%5% 2%2%
To offer wide array of To offer wide array of productsproducts
5%5% 5%5% 5%5% 9%9% 9%9% 6%6% 11%11%
OtherOther 20%20% 18%18% 25%25% 27%27% 27%27% 30%30% 20%20%LIMRA 2005
Employer Satisfaction Employer Satisfaction with Voluntary Benefitswith Voluntary BenefitsEmployer Satisfaction Employer Satisfaction with Voluntary Benefitswith Voluntary Benefits
11%
28%
36%
25%
ExtremelySatisfied
Very Satisfied
SomewhatSatisfied
Not Satisfied
LIMRA 2005
Primary Reason Employer Chose Primary Reason Employer Chose Not to Offer Voluntary BenefitsNot to Offer Voluntary BenefitsPrimary Reason Employer Chose Primary Reason Employer Chose Not to Offer Voluntary BenefitsNot to Offer Voluntary Benefits
Percent AgreePercent Agree
Employee participation would be too lowEmployee participation would be too low 41%41%
Administration would be too complexAdministration would be too complex 13%13%
Satisfied with current plan designSatisfied with current plan design 10%10%
LIMRA 2005
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
24%
6%
22% 13%
35%
Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
AgricultureAgricultureAgricultureAgriculture
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
23%
5%
23% 14%
35%
Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
ConstructionConstructionConstructionConstruction
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
21%
5%
14%
27%
33%
Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
EducationEducationEducationEducation
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
22%
5%
26%
27%
20% Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
Finance, Insurance, Real EstateFinance, Insurance, Real EstateFinance, Insurance, Real EstateFinance, Insurance, Real Estate
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
26%
3%
21%14%
36%
Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
GovernmentGovernmentGovernmentGovernment
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
28%
4%
32%
17%
19% Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
HealthcareHealthcareHealthcareHealthcare
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
27%
4%
22%19%
28%Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
ManufacturingManufacturingManufacturingManufacturing
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
23%
7%
12%
24%
34%
Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
MiningMiningMiningMining
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
31%
0%
2%
30%
37%
Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
Non-classified EstablishmentsNon-classified EstablishmentsNon-classified EstablishmentsNon-classified Establishments
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
27%
4%
22% 16%
31%
Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
Retail TradeRetail TradeRetail TradeRetail Trade
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
27%
5%
29%
17%
22% Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
Service IndustryService IndustryService IndustryService Industry
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
25%
4%
21% 20%
30%Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
Trans., Comm., Elec., Gas and Sanitary ServiceTrans., Comm., Elec., Gas and Sanitary ServiceTrans., Comm., Elec., Gas and Sanitary ServiceTrans., Comm., Elec., Gas and Sanitary Service
In Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by IndustryIn Force Policies by Industry
27%
4%
22%17%
30%Accident
Cancer/CriticalIllness
Disability
Life
SupplementalHealth
Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.Colonial In Force Policies as of November 2005.
Wholesale TradeWholesale TradeWholesale TradeWholesale Trade