Weber Enterprises, Inc. DBA Eugene Taco Bell 401(k) Review & Grade
The Weber Retirement Plan
Eugene, ORAccommodation & Food Services641 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$339Employer $ per active participant
$604Employee $ saved per active participant
1.86%Direct admin cost, % of plan assets
$5.2MNet plan assets, end of year
–Average balance per account (account count looks misreported)
Score breakdown
- Employer generosity29.0 / 5058th percentile for employer $ per participant
- Low cost0.4 / 251th percentile for low admin cost vs. same-size plans
- Employee saving5.5 / 1537th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-10 pts1 issue reported on the filing
Total score28 / 100 · Grade F
This plan vs. peers
Peers: Accommodation & Food Services plans with 500–2,499 active participants (458 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 58th |
| Lower admin cost | 1th |
| Employee saving | 37th |
| Peers that auto-enroll | 17% |
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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 ($1,238 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
- Weber Enterprises, Inc. DBA Eugene Taco Bell put in about $339 per active participant, more than the typical peer ($266). 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 (1.86% 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 | $217,376 |
| Participant (employee) contributions | $387,308 |
| Other contributions (incl. rollovers in) | $13,968 |
| Administrative expenses paid from the plan | $94,040 |
| Investment advisory & management fees | $36,296 |
| Other admin expenses | $57,744 |
| Benefits paid out | $601,132 |
| Net assets, start / end of year | $4.9M / $5.2M |
| Active participants, start / end of year | 495 / 787 |
| Participants with account balances | 151 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Baker Tilly US, LLP |
Largest service providers (Schedule C)
| Edward D Jones & Company | $24,001 reported compensation |
| Independent Retirement Consulting, | $5,465 reported compensation |
| Transamerica Life Insurance Company | $3,821 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251013171459NAL0000853507001, received 2025-10-13, EIN 93-0594771, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.