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Basic Capital
Clean filingTerminating

Corporate Fitness Works, Inc.

52-1563984· St Petersburg, FL· Fidelity· 2025 filing· vs 292 plans your size in your industry
D
0/100
Overall grade

Below average. Several areas need attention.

F
Fees
estimated
–
Financial Wellness
C
Plan design
A
Compliance
Fees
Estimated · fees not public

We estimate 110 bps all-in for a plan this size, covering AUA, per-employee, and admin costs.

F
cheaper100th percentilepricier
Financial Wellness
n/a
Plan design

Covers the basics. A few high-impact features are missing.

C
Employer match
The plan matches employee contributions, the single strongest driver of participation and savings.
Profit sharing
The employer also makes profit-sharing contributions on top of the match.
Automatic enrollment
New hires are enrolled by default. Plans with auto-enroll see much higher participation.
Not safe harbor
The plan has to pass annual IRS nondiscrimination testing, which can cap what owners and higher earners are allowed to contribute.
Default investment (QDIA)
Employees who never pick investments land in a sensible default, usually a target-date fund, instead of cash.
No brokerage window
Employees can only invest through the plan's core fund menu. A brokerage window opens the wider market for people who want more control.
No Mega Backdoor Roth
High earners are capped at the standard contribution limit. A Mega Backdoor Roth lets them save well past it with after-tax dollars converted to Roth, and it's one of the most-requested features at competitive companies.
Compliance & health

1 item to review, nothing critical.

A
Insurance bond looks low
The plan's required insurance bond looks smaller than the 10% of assets the law requires. Easy to fix, but a clear gap until it is.
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Key insights

  • Strongest area: compliance & health. 1 item to review, nothing critical.
  • Best place to improve: fees. We estimate 110 bps all-in for a plan this size, covering AUA, per-employee, and admin costs.
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