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Grade My 401(k)
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1 critical issue

US Acute Care Solutions

34-1807694· Canton, OH· Fidelity· 2025 filing· vs 128 plans your size in your industry
B
0/100
Overall grade

Solid plan with a few things to improve.

A
Fees
A
Financial Wellness
D
Plan design
D
Compliance
Fees

Your plan pays around 3 bps of assets per year. Similar plans pay around 19 bps. Your plan is cheaper than about 90% of similar plans.

A
cheaper10th percentilepricier
Financial Wellness

Strong savings. Employees put away $11,865/employee a year. That's more than 95% of similar plans.

A
lower95th percentilehigher
Plan design

The employer contributes through profit sharing rather than a standard match.

D
Employer contributes via profit sharing
No standard match, but the employer puts money in through profit sharing. Often a flat percentage to everyone, which works like a match for employees.
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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Key insights

  • Strongest area: financial wellness. Strong savings. Employees put away $11,865/employee a year. That's more than 95% of similar plans.
  • Best place to improve: plan design. The employer contributes through profit sharing rather than a standard match.
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