Guide

Disability Insurance for Incorporated Professionals: The Complete Guide

Most professionals insure the practice, the equipment, the building, and their life. The asset all of those depend on, their own ability to work, is often the one left uninsured, or insured through a plan that was never built for someone who pays themselves through a corporation. This guide is the conversation we have with incorporated professionals before we fix that: what disability insurance actually pays for, why group and association coverage so often disappoints this group, how the salary versus dividend decision quietly controls how much coverage you can buy, and how the tax treatment changes depending on who owns the policy and who pays for it.

We are Abrams Insurance, a boutique insurance practice in Toronto. We have been helping Canadian professionals, business owners, and their families with life insurance, disability insurance, and employee benefits since 2012, and we are licensed in seven provinces: Ontario, British Columbia, Alberta, Manitoba, Prince Edward Island, Nova Scotia, and New Brunswick. Everything below reflects how disability insurance actually works in Canada for people who earn through a professional corporation, not the generic version written for employees.

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Contents

What this guide covers

What Disability Insurance Actually Does

Disability insurance replaces part of your income if an illness or injury keeps you from working. You pay a premium. If you become disabled under the policy’s definition, the insurer pays you a monthly benefit for as long as the contract allows, after a waiting period you chose when you bought it. That is the whole product. Its job is to keep your household, and often your practice, funded while you cannot earn.

What surprises most people is the risk itself. RBC Insurance has estimated that about one in three working-age Canadians will become disabled and unable to work before age 65. Statistics Canada’s 2022 Canadian Survey on Disability found that 27 percent of Canadians aged 15 and older, about 8 million people, live with one or more disabilities, including about one in four working-age adults. And when a disability lasts beyond the first few months, it rarely wraps up quickly: disabilities that pass the 90-day mark last, on average, close to three years. The Canadian Life and Health Insurance Association reports that insurers paid $10 billion in disability benefits in 2024, providing coverage for 12 million Canadians. This is not a niche product paying rare claims. It is the coverage standing behind a very common event.

Two honest framing points before we go further. First, for most incorporated professionals, becoming disabled is a bigger financial risk than dying during the working years, because a disability keeps every expense alive while removing the income that pays them. Second, disability insurance is still not for everyone, and we will name the situations where it matters less later in this guide. The goal is the right coverage for your situation, not the most coverage we can sell you.

Our disability insurance page covers the basics of how we approach this coverage. This guide goes deeper on the incorporated professional questions that page does not have room for.

Why Incorporated Professionals Are a Special Case

An employee with a good group plan has a flawed safety net. An incorporated professional often has a weaker one than they think, for structural reasons:

  • You are both the employer and the employee. Whatever group coverage exists is a plan you set up, usually small, often built for your staff with you added in. It was rarely designed around your income, and your income is the largest one in the building.
  • Your compensation is a choice, and the choice has consequences. Employees have a salary. You have a dial: salary, dividends, or a mix, set each year with your accountant for tax reasons. Insurers do not insure the dial. They insure documented earned income, and as the salary versus dividend section below explains, dividends generally do not count.
  • Your income is high relative to plan maximums. Group and association plans cap monthly benefits at levels built for average salaries. A specialist earning $350,000 hits those caps at a fraction of her actual income.
  • The practice depends on you personally. A dentist who cannot use her hands, a litigator who cannot sustain concentration, a surgeon with a tremor: the corporation’s revenue is your personal capacity to work. That concentration of risk is exactly what individual disability coverage is built for.
  • You have no employer safety net underneath. No sick bank, no larger organization to absorb your duties, nobody continuing your pay while you recover. If you do not arrange it, it does not exist.

None of this means incorporated professionals are uninsurable or badly served by every plan. It means the default options were built for someone else, and your coverage deserves the same deliberate design you give your tax structure.

Why Group and Association Coverage Often Falls Short

Many incorporated professionals carry disability coverage through a small group plan at their practice or a professional association plan: physicians through their medical association, dentists through their dental association’s program, lawyers through the bar’s insurance arm, accountants through their professional body. These plans are a reasonable starting point, and something is genuinely better than nothing. But professionals keep being surprised at claim time by the same gaps:

  • The definition changes or was never strong. Most group long term disability pays on your own occupation for a limited period, commonly 24 months, then switches to any occupation you are reasonably suited for. Many association plans use a regular occupation definition with their own limitations. An individual policy can hold a true own occupation definition, for some professionals right down to their specialty, for the entire benefit period.
  • The benefit is capped well below your income. Group plans have maximum monthly benefits, and a non-evidence maximum above which you must prove insurability anyway. Association plans have their own caps. Either way, a high earner’s coverage can quietly top out at a third or less of actual income.
  • Only salary counts. If your corporation runs a group plan, the benefit is a percentage of your T4 salary. Take most of your compensation as dividends and the plan insures the small salary, not what you actually draw.
  • The benefit is often taxable. If the corporation pays the long term disability premiums, and most group plans are set up that way, the benefit is taxable income when you receive it. A plan that looks like it replaces two thirds of salary replaces noticeably less after tax.
  • The plan can offset other income. Group contracts typically reduce your benefit by amounts you receive from CPP disability and other sources. Individual non-cancellable policies generally do not offset CPP in the same way, which is one reason they layer well on top of group coverage rather than duplicating it.
  • The terms are not yours. In a group plan, the employer can change carriers, reduce coverage, or wind the plan up. In an association plan, the association and insurer can change rates and terms for the whole membership, premiums typically rise on an age-banded schedule every five years, and coverage usually ends or shrinks at retirement ages whether you are ready or not. Your individual contract, properly chosen, cannot be changed by anyone but you.
  • It ends when the job does. Group coverage stops when you leave, sell the practice, or retire. An individual policy is yours. It follows you across practices, provinces we are licensed in, and career changes.

The fair summary is not that group and association coverage is bad. It is that it was designed as a floor for a broad population, and incorporated professionals tend to discover its limits at the exact moment they need it most. The usual fix is not to cancel it. It is to build the real protection individually and let the group or association plan be the supplement, not the foundation.

How an Individual Policy Is Built

An individual disability policy is a set of choices. These are the ones that matter, in the order clients usually underestimate them.

The definition of disability

This is the most important wording in the contract, because it decides what “disabled” means when you claim.

  • Own occupation. The policy pays if you cannot perform the material duties of your own occupation, even if you could earn a living doing something else. Some contracts for physicians, dentists, and other specialists go further and define your occupation as your specialty, so a surgeon who can no longer operate but could teach is still disabled under the policy. This is the definition most professionals should be buying.
  • Regular occupation. The policy pays if you cannot perform your own occupation and are not working in another gainful occupation. Similar headline, different claim behaviour, and the difference matters if you try to rebuild a career while on claim.
  • Any occupation. The policy pays only if you cannot work in any occupation suited to your education and experience. This is the definition group plans switch to after their initial period, and it is much harder to claim on.

Cheaper policies are usually cheaper at this line of the contract, not at the premium line. Read the definition first.

Non-cancellable versus guaranteed renewable

A non-cancellable policy gives you three guarantees: the insurer cannot cancel it, cannot raise your premium, and cannot change the contract terms before age 65, as long as you pay on time. Premiums are locked at the age and health you bought at. A guaranteed renewable policy keeps the coverage renewable, but the insurer can raise premiums for an entire class of policyholders with regulatory approval. It costs less, and for some budgets it is the right compromise, but you should know which one you are buying. Group and association coverage offers neither guarantee, because it is not an individual contract at all.

The elimination period

This is the waiting period between when you become disabled and when benefits start: commonly 30, 60, 90, or 120 days, with longer options available. It is effectively the deductible, measured in time instead of dollars. A 90-day elimination period is the common choice for professionals with savings or a short term plan to bridge the gap, and moving from 30 to 90 days reduces the premium meaningfully. The honest question is how long your household and practice can run with no income from you. Answer that first, then pick the period.

The benefit period

This is how long the policy will pay on a single claim: 2 years, 5 years, or to age 65 are the standard choices. Given that disabilities lasting past 90 days run close to three years on average, a 2-year benefit period is thinner than it sounds. To age 65 is the complete protection and the most expensive. Five years is the middle path many professionals choose. There is no universally right answer, but there is an uninformed one, and it is choosing the shortest period because it was the cheapest quote.

Partial and residual disability

Many disabilities are partial. You come back at half capacity, or you can work but not at your specialty, and your income drops by 40 percent. Partial or residual disability benefits pay a proportion of the benefit when your income drops due to disability even if you are still working. For professionals whose earnings depend on billable hours, procedures, or case volume, this is often the clause that actually gets used, and some basic policies do not include it. Ask about it by name.

Riders worth knowing about

  • Future increase option. Lets you raise your coverage at set dates or life events as your income grows, without new medical underwriting. For professionals early in practice, whose insurable income will climb for a decade, this is frequently the most valuable rider in the contract.
  • Cost of living adjustment. Increases your benefit while you are on a long claim, so a benefit set at age 40 is not eroded by inflation by age 50. Worth it on long benefit periods, less important on short ones.
  • Return of premium. Refunds a portion of premiums at a set age if you have not claimed. It raises the cost substantially. Some clients love the psychology of it. We will show you the math both ways and let you decide.
  • Catastrophic disability benefit. Pays an additional amount if the disability is severe enough that you cannot perform basic activities of daily living. Inexpensive on many contracts and worth a look.

Every rider adds premium. Add the ones that solve a real problem in your plan and skip the rest. Our overview of life insurance for incorporated professionals covers the companion conversation on the life insurance side.

The Salary Versus Dividend Problem

This is the section most incorporated professionals have never heard, and it is the one that most often determines what they can buy.

Disability insurance is issued against earned income: income you earn by working, documented on tax filings. For an incorporated professional, salary paid by your corporation and reported on a T4 is earned income. Dividends are not. A dividend is a return on shares, paid whether you worked or were flat on your back, and insurers underwrite accordingly. Bonuses and draws that flow through payroll generally count. Retained earnings inside the corporation do not; they are the corporation’s money, not your income, until you pay them out in a form an insurer recognizes.

The consequence is blunt. A consultant who draws $220,000 a year entirely in dividends may have an insurable income, on paper, of close to zero. The same consultant paying herself a $150,000 salary and $70,000 in dividends can be insured on the salary. Nothing about her real earnings changed. Only the paperwork did, and coverage follows the paperwork.

A few nuances we work through with clients:

  • Insurers average. Financial underwriting usually looks at your last two years of tax filings, sometimes more. A compensation change made this year does not fully show up in your insurable income until it has a track record, which is an argument for fixing the mix before you need the coverage, not after a diagnosis.
  • Some carriers will look deeper. A few insurers have programs for incorporated professionals that consider more than the T4, reviewing corporate financial statements alongside personal returns. The documentation bar is higher and the result varies by carrier, which is part of why this file benefits from a broker who can present it properly.
  • Dividends have other insurance side effects. Taking no salary also means no CPP contributions, which can mean little or no CPP disability entitlement underneath you, and no new RRSP room. Compensation mix is a tax decision, an insurability decision, and a retirement decision at the same time. Talk to your accountant about the whole picture, and loop us in before the mix is set, not after.

If you currently take mostly dividends, that is not a dead end. It is a planning sequence: adjust the mix, build the record, and insure the income properly. What you should not do is assume a group or association plan quietly solved this, because those plans run into exactly the same salary definition.

Owning It Personally or Through the Corporation: The Tax Treatment

With life insurance, corporate ownership often creates planning advantages. Disability insurance runs the other way more often than not, and the tax treatment of the benefit at claim time is decided by a simple principle: if you were taxed on the premium, the benefit comes to you tax free. If nobody was taxed on the premium, the benefit is taxable. Who pays, and how, decides which side of that line you land on.

Personally owned, personally paid. The default structure, and the right answer for most incorporated professionals. You own the policy, you pay the premiums from personal funds, the premiums are not deductible, and the monthly benefit is received completely tax free. For coverage whose entire job is replacing your personal income, a tax free benefit is worth a great deal: the insurer’s participation limits, covered below, are set assuming it.

Your corporation pays the premium on your personal policy. Common when the corporation is where the cash is. Done properly, the premium the corporation pays is included in your income as a taxable benefit, which means you have effectively borne the cost personally and the benefit stays tax free. Done casually, with the premium treated as a corporate expense and never counted in anyone’s income, you have built a taxable benefit: the same policy pays out as taxable income at claim time. The difference between those two outcomes is a bookkeeping entry and a conversation with your accountant. Have the conversation.

A group plan inside your own corporation. If your corporation sponsors a group benefits plan and pays the long term disability premiums, the same rule as every other employer plan applies: employer-paid disability premiums mean taxable benefits. Some owners deliberately flip this and pay the disability portion personally or through a taxable benefit arrangement so the claim would come out tax free. Our Employee Benefits in Canada guide covers that design decision in the group context.

One structure to avoid. Having your corporation own a policy on your life with benefits payable to the corporation does not replace your income. It protects the corporation, which is a different product with a different job, covered in the next section. Confusing the two is how a professional ends up paying premiums for years on coverage that pays the wrong party.

A note on amounts: because individually owned benefits are tax free, an individual policy’s monthly benefit is worth more, dollar for dollar, than the same nominal amount from a taxable plan. When you compare what you have against what you need, compare after-tax numbers, or you are not comparing the same thing.

Everything in this section is general information about how the rules work, not tax advice for your corporation. Corporate structures, shareholder loans, and compensation plans interact. Talk to your accountant before choosing an ownership and payment structure, and we will happily coordinate with them.

Protecting the Practice Itself: Overhead and Key Person Coverage

Personal disability insurance keeps your household running. It does not pay the practice’s rent, staff, equipment leases, or malpractice premiums while you are off, and for the first months of a disability those bills are usually the urgent problem. Two business coverages handle that side.

Business overhead expense insurance reimburses the practice’s eligible fixed expenses while you are disabled: rent, utilities, staff salaries, equipment leases, insurance premiums, and similar overhead, typically after a short elimination period and typically for 12 to 24 months. It buys the practice time: time for you to recover, or time to make an orderly decision about selling or winding down instead of a desperate one. The tax treatment follows the logic of the expenses themselves: the premiums are generally a deductible business expense, and the reimbursements are generally taxable income to the business because they offset deductible costs. It is a business tool, priced and underwritten like one, and it only makes sense where there is real overhead to protect.

Key person disability coverage looks at the same problem from the corporation’s side: if a person the business depends on, often you, sometimes a partner or a rainmaking associate, is disabled, the corporation loses revenue it cannot quickly replace. A corporation-owned policy pays the business a benefit to absorb that hit: covering lost profit, hiring a locum or replacement, and servicing obligations while the practice adjusts. The tax treatment depends on how the policy is structured and what the benefit replaces, so this one is genuinely accountant territory before anything is signed.

An honest note on both: if you are a one-person corporation working from a home office with minimal fixed costs, overhead coverage may be protecting expenses you do not have. Buy the coverage that matches the bills that would actually arrive.

How Much Coverage Can You Actually Buy

Clients often arrive asking how much disability insurance they should have, expecting a multiple of income. We do not use multiples, for the same reason we do not use them for life insurance: they ignore your actual expenses, your spouse’s income, your debts, your savings, and the coverage you already have. What we work through instead is a needs conversation: what your household spends monthly, what continues and what stops if you are disabled, what your practice obligations are, and what existing coverage, group, association, CPP, and savings, realistically provides. Our calculators include a simple disability starting point if you want a rough first number, but the real figure comes out of that conversation, not a formula.

The other half of the answer is what insurers will issue, because disability insurance has a ceiling most people never hear about until they apply:

  • Participation limits. Insurers cap your total disability coverage from all sources as a share of your gross earned income, on a sliding scale: a higher percentage at modest incomes, a lower percentage as income climbs, because the benefit is tax free and insurers will not let coverage approach or exceed what you take home by working. Your group and association coverage counts against the same ceiling. This is called participation, and it is why an individual policy is sized around your existing coverage rather than simply stacked on top.
  • Maximum issue limits. Each carrier also has a hard maximum monthly benefit it will issue, which varies by occupation class and carrier, roughly in the $10,000 to $30,000 per month range at the top end for professional occupations. Very high earners sometimes layer policies from more than one carrier to reach an adequate total, which is legitimate and common, as long as total coverage stays within participation limits and every carrier is told about the others.
  • Financial documentation. Expect to prove income with tax filings: personal returns and notices of assessment, T4s, and for incorporated professionals, corporate financial statements and T2s. Coverage is underwritten on the documented record, which is another reason the salary versus dividend mix and a two-year track record matter.
  • Medical underwriting. Like life insurance, individual disability coverage is medically underwritten: health history, medications, family history, and for larger amounts possibly a paramedical exam. Pre-existing conditions can lead to exclusions on the policy, which is a reason to buy while healthy rather than a reason not to apply. An exclusion for a bad back still leaves you covered for everything else.

The practical result: the amount you can buy is the lower of what you need and what your documented income supports. Professionals who plan ahead, compensation mix, track record, coverage bought while healthy, usually end up able to insure far more of their real income than those who apply in a scramble.

The Government Safety Net Is Thinner Than You Think

Two federal programs sit underneath private coverage, and both are narrower than most professionals assume.

EI sickness benefits pay 55 percent of insurable earnings, to a maximum of $729 per week in 2026, for up to 26 weeks. For incorporated professionals there is a catch: if you own more than 40 percent of your corporation’s voting shares you generally sit outside the regular EI system, and sickness coverage requires opting in as a self-employed person at least 12 months before you can claim. Even at the maximum, $729 a week is a bridge measured in weeks, not a plan.

CPP disability is the serious program, and it is hard to qualify for. Your disability must be both severe and prolonged under CPP’s test, which is stricter than most private policies’ own occupation definition. The maximum benefit in 2026 is $1,741.20 per month, most approved applicants receive less, and the benefit is taxable. It also requires a contribution record, which dividend-only compensation does not build. For a professional accustomed to earning $25,000 a month, CPP disability at its maximum replaces a small fraction, and only after a demanding application process.

Workers’ compensation covers work-related injuries and illnesses only. Most disabling conditions are not workplace accidents; they are illnesses, mental health conditions, and musculoskeletal problems that develop off the job. Statistics Canada’s disability data shows pain-related, mobility, flexibility, and mental health disabilities as the most common types among Canadians with disabilities, which matches what insurers see in claims.

Treat the government programs as a modest foundation that private coverage builds on, sized into your participation limits, and you will have the proportions right.

When Disability Insurance Is Not the Priority

Honest advice includes the cases where we tell a professional to spend less here, or nothing at all:

  • You could genuinely self-insure. If you are late in your career, your practice could be sold or wound down without hardship, and your invested assets can fund your household indefinitely without your income, additional coverage may add little. This is a real position, but test it with real numbers, not optimism.
  • Your income is mostly passive. Disability insurance insures earned income. If your corporation’s revenue comes from assets, staff, or associates rather than your personal work, your personal disability does not stop it, and key person or overhead thinking matters more than personal coverage.
  • You are months from retirement. Coverage to age 65 bought at 63 insures a very short window. The math rarely works, and we will say so.
  • The budget forces a choice. A young professional building a practice may be better served by strong coverage with a longer elimination period than by thin coverage everywhere. But if premiums genuinely compete with keeping the practice alive, we would rather design a leaner policy you will keep than a rich one you will cancel in year two. A cancelled policy protects nobody.

Who clearly should not skip it: professionals whose household depends on their personal billings, who carry debts or obligations sized to their income, who are mid-career with decades of earnings ahead, and who currently rely on a group or association plan they have never actually read. That is most incorporated professionals we meet.

Common Mistakes We See

  1. Paying yourself all dividends, then shopping for coverage. The insurable income problem cannot be fixed at the application desk. Set the compensation mix with insurability in mind, build the two-year record, then apply.
  2. Assuming the association plan is own occupation to 65. Read the definition, the change provisions, and the caps before you rely on it. Many professionals discover at claim time that they bought a regular occupation plan with an age-banded rate that was scheduled to triple.
  3. Letting the corporation pay the premium the casual way. Corporate payment without the taxable benefit treatment can convert a tax free benefit into a taxable one. A five-minute conversation with your accountant protects a benefit you may rely on for years.
  4. Ignoring the definition of disability to save premium. Regular occupation and any occupation wording is where the savings hide in cheaper quotes. Compare contracts at the definition first, then at the price.
  5. Choosing a 2-year benefit period because it quoted cheapest. The average long disability runs close to three years. A benefit period shorter than the average claim is a gap you chose, usually without realizing it.
  6. Skipping partial disability coverage. The most common professional disability is not total. It is working at half capacity with income down 40 percent. Without a partial or residual benefit, that claim may pay nothing.
  7. Buying overhead coverage with no overhead, or none with a leased clinic and six staff. Match business coverage to the actual bills.
  8. Waiting for a health event to apply. Underwriting turns a new diagnosis into an exclusion, a rating, or a decline. The time to buy disability insurance is while it feels unnecessary, which is also when it is cheapest.

The Bottom Line

For an incorporated professional, disability insurance is not really about insurance. It is about whether the income your household, your practice, and your plans all stand on survives a health event that statistics say is more likely than you think. The work is in the details: a definition that matches your occupation, a contract nobody can change but you, a compensation mix that makes your real income insurable, an ownership structure that keeps the benefit tax free, and business coverage for the bills your personal policy does not pay. Get those right and the coverage quietly does its job for the rest of your career.

If you want help with any of it, that is what we do every day. We will review the group or association coverage you already have, show you in plain terms where it stops, and build the individual coverage around your actual income and tax structure, coordinating with your accountant where the tax treatment is concerned. We will also tell you plainly when what you have is already enough. This guide is the companion to our Life Insurance in Canada guide and our Employee Benefits in Canada guide, and our disability insurance page is the short version. Book a consultation.

FAQ

Frequently Asked Questions

I already have coverage through my professional association. Do I still need an individual policy?

Often, yes, as the top layer rather than a replacement. Association plans are a reasonable floor: capped benefits, definitions and rates the association can change, premiums that rise with age bands, and coverage tied to membership. An individual non-cancellable policy locks your definition, your premium, and your benefit amount to age 65, and it sizes to your documented income. Many physicians, dentists, and lawyers we work with carry both, with the individual policy doing the heavy lifting. Bring us the association plan and we will show you exactly where it stops.

Can I insure income I take as dividends?

Generally, no. Insurers issue disability coverage against earned income, and dividends are investment income, not earned income, even from your own professional corporation. Salary on a T4 counts. If you take most of your compensation as dividends, the practical path is to adjust the mix, build a track record insurers will accept, and then apply. A few carriers will review corporate financials for incorporated professionals, but no carrier will simply insure a dividend stream as if it were a salary.

Are disability benefits taxable in Canada?

It depends on who paid the premiums and how. If you own your policy personally and pay the premiums yourself, the benefit is tax free and the premiums are not deductible. If an employer, including your own corporation through a group plan, pays the premiums and they were never included in your income, the benefit is taxable. If your corporation pays the premium on your personal policy, having it treated as a taxable benefit to you preserves the tax free status of the benefit. The structure is a decision to make with your accountant when the policy is set up, not at claim time.

What does own occupation really mean for a specialist?

It means the policy pays if you cannot perform the material duties of your own occupation, and on specialty wordings, your occupation is defined as your specialty. A dentist who develops a hand tremor and can no longer practise dentistry is disabled under the policy even if she could earn a good living in another field. That is the strongest definition available in Canada and the one most professionals should anchor on. Cheaper definitions quietly pay only when you cannot work at all, or only for the first couple of years.

How long should my benefit period be?

Long enough to cover the disabilities that actually happen. Since disabilities lasting past 90 days run close to three years on average, a 2-year benefit period leaves a real gap. Five years covers most claims fully. To age 65 covers all of them and costs the most. We choose this with you based on your age, savings, and how long your household could bridge on its own. It is a planning decision, not a default.

Can I get disability insurance if I have a pre-existing condition?

Usually, yes, with conditions. Insurers may exclude the pre-existing condition, rate the premium, or both, and the rest of you is covered normally. A policy with a back exclusion still pays for a heart condition, a cancer, or an accident. Declines happen too, and if standard underwriting is not available there are simplified products with graded benefits, though they cover less and cost more per dollar. Apply and let underwriting answer. Do not decline yourself.

What happens to my coverage if I sell my practice or retire early?

An individual policy is yours regardless of employer, so selling the practice does not cancel it. The benefit is based on the income you insured, though, and policies require you to be actively working to claim, so coverage naturally winds down in value as you approach retirement, and most contracts end or convert at 65. If a sale is on your horizon, that timing belongs in the coverage conversation, because overhead and key person coverage have their own roles in a transition.

How much does disability insurance cost for a professional?

There is no responsible single number, because the premium is built from your age, health, occupation class, the benefit amount, the elimination and benefit periods, and the riders you choose. As a budgeting guide, professionals in good health commonly pay in the range of one to three percent of the income being insured, per year. A policy designed around a 90-day elimination period and the riders you actually need is far cheaper than the fully loaded version, and we will price the design both ways so you can see what each choice costs.

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