Jim Hudson Luxury Cars, Inc. 401(k) Review & Grade
Jim Hudson Employee Group 401(k) Profit Sharing Plan
Columbia, SCRetail Trade582 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$2,611Employer $ per active participant
$4,648Employee $ saved per active participant
0.45%Direct admin cost, % of plan assets
$40.8MNet plan assets, end of year
$84,259Average balance per account
Score breakdown
- Employer generosity45.6 / 5091th percentile for employer $ per participant
- Low cost6.5 / 2526th percentile for low admin cost vs. same-size plans
- Employee saving11.5 / 1577th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-10 pts1 issue reported on the filing
Total score57 / 100 · Grade C
This plan vs. peers
Peers: Retail Trade plans with 500–2,499 active participants (719 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 91th |
| Lower admin cost | 26th |
| Employee saving | 77th |
| Peers that auto-enroll | 48% |
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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 ($51,616 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
What to do if you're in this plan
- Jim Hudson Luxury Cars put in about $2,611 per active participant, more than the typical peer ($743). 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 (0.45% of assets) are well above similar-size plans (0.23%). 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 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 | $1,520,948 |
| Participant (employee) contributions | $2,707,419 |
| Other contributions (incl. rollovers in) | $485,176 |
| Administrative expenses paid from the plan | $167,850 |
| Contract administrator fees | $167,850 |
| Benefits paid out | $1,979,829 |
| Net assets, start / end of year | $33.1M / $40.8M |
| Active participants, start / end of year | 557 / 608 |
| Participants with account balances | 484 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Mcgregor & Company, LLP |
Largest service providers (Schedule C)
| Futureplan by Ascensus | $61,198 reported compensation |
| Cetera Investment Advisors LLC | $54,856 reported compensation |
| Empower Annuity Insurance Company | $36,542 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251008091311NAL0009443488001, received 2025-10-08, EIN 57-1033114, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.