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Grade My 401(k)
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1 critical issue

United Parcel Service Company

13-1686691· Louisville, KY· Fidelity· 2025 filing· vs 32 plans your size
C
0/100
Overall grade

Middle of the pack, with clear ways to do better.

A
Fees
A
Financial Wellness
F
Plan design
D
Compliance
Fees

Your plan pays around 1 bps of assets per year. Similar plans pay around 14 bps. Your plan is cheaper than about 97% of similar plans.

A
cheaper3th percentilepricier
Financial Wellness

Strong savings. Employees put away $21,792/employee a year. That's more than 99% of similar plans.

A
lower99th percentilehigher
Plan design

No employer match or contribution, the feature that matters most for savings.

F
No employer match
No match is reported. A match is the top reason employees enroll and contribute. 90% of similar plans offer one.
No automatic enrollment
Employees have to opt in themselves. Auto-enrollment is the easiest way to lift participation, and most newly started plans are now required to include it.
Safe harbor not reported
The filing does not establish whether this plan uses a safe harbor design, so it does not affect the grade.
Default investment (QDIA)
Employees who never pick investments land in a sensible default, usually a target-date fund, instead of cash.
Brokerage window
Employees can invest beyond the core fund menu through a self-directed brokerage account.
Compliance & health

1 critical issue on the latest filing. These need attention.

D
Failed IRS fairness test
The plan failed its annual IRS fairness test and had to refund contributions to higher-paid employees. A safe harbor design eliminates this problem entirely.
Fidelity bond below 10% of BOY assets, ERISA 412 violation
The reported ERISA fidelity bond is below the 10%-of-assets guideline based on beginning-of-year assets. Fast-growing plans can look under-bonded on paper; confirm against the plan's current bond coverage.
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Fidelity

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Key insights

  • Strongest area: financial wellness. Strong savings. Employees put away $21,792/employee a year. That's more than 99% of similar plans.
  • Best place to improve: plan design. No employer match or contribution, the feature that matters most for savings.
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