Hospitality Staffing II LLC 401(k) Review & Grade
Hospitality Staffing 401k Plan
Chicago, ILAccommodation & Food Services4,800 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$329Employer $ per active participant
$1,106Employee $ saved per active participant
0.34%Direct admin cost, % of plan assets
$25.1MNet plan assets, end of year
$7,974Average balance per account
Score breakdown
- Employer generosity31.1 / 5062th percentile for employer $ per participant
- Low cost4.9 / 2519th percentile for low admin cost vs. same-size plans
- Employee saving9.6 / 1564th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score43 / 100 · Grade D
This plan vs. peers
Peers: Accommodation & Food Services plans with 2,500–9,999 active participants (104 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 62th |
| Lower admin cost | 19th |
| Employee saving | 64th |
| Peers that auto-enroll | 15% |
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Red flags from the filing
Late deposits: the filing says some employee contributions were not sent to the plan on time ($1,790 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $4,463 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Hospitality Staffing II put in about $329 per active participant, more than the typical peer ($244). Contribute at least enough to collect the full match. Skipping it leaves part of your pay on the table.
- The filing shows total dollars, not the match formula. Ask HR for the Summary Plan Description so you know the exact match and vesting schedule.
- Direct plan expenses (0.34% of assets) are well above similar-size plans (0.12%). Check your annual fee disclosure, choose low-cost index funds if you can, and think about whether savings beyond the match belong in an IRA.
- The plan auto-enrolls employees. Check your default contribution rate. Defaults are often lower than what it takes to get the full match.
- The plan reported late deposits of employee contributions. Compare your pay stubs with your account statements, and contact the plan administrator if money shows up late.
- Changing jobs? You can usually leave the money in the plan, move it to your new employer's plan, or roll it into an IRA. Don't cash out: you'd owe taxes and possibly a 10% penalty.
The raw numbers from the filing
| Employer contributions | $1,578,478 |
| Participant (employee) contributions | $5,310,320 |
| Other contributions (incl. rollovers in) | $472,012 |
| Administrative expenses paid from the plan | $72,601 |
| Contract administrator fees | $72,601 |
| Benefits paid out | $2,605,981 |
| Net assets, start / end of year | $17.5M / $25.1M |
| Active participants, start / end of year | 4,706 / 4,893 |
| Participants with account balances | 3,142 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Fgmk LLC |
Largest service providers (Schedule C)
| American United Life Insurance Co | $266,887 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251015100428NAL0005896912001, received 2025-10-15, EIN 92-0751804, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.