Eva Care Group, LLC 401(k) Review & Grade
Eva Care Group 401(k) Retirement Plan and Trust
Los Angeles, CAHealth Care & Social Assistance833 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$0Employer $ per active participant
$688Employee $ saved per active participant
0.72%Direct admin cost, % of plan assets
$4.1MNet plan assets, end of year
–Average balance per account (account count looks misreported)
Score breakdown
- Employer generosity3.0 / 506th percentile for employer $ per participant
- Low cost3.1 / 2512th percentile for low admin cost vs. same-size plans
- Employee saving2.3 / 1515th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score0 / 100 · Grade F
This plan vs. peers
Peers: Health Care & Social Assistance plans with 500–2,499 active participants (1,427 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 6th |
| Lower admin cost | 12th |
| Employee saving | 15th |
| Peers that auto-enroll | 36% |
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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 ($144,780 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $13,803 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Eva Care Group put in about $0 per active participant, below the typical peer ($976). Any match is still an instant return, so contribute enough to get all of it.
- 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 (0.72% 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 | $37 |
| Participant (employee) contributions | $573,128 |
| Other contributions (incl. rollovers in) | $0 |
| Administrative expenses paid from the plan | $26,681 |
| Contract administrator fees | $2,051 |
| Investment advisory & management fees | $6,023 |
| Benefits paid out | $171,327 |
| Net assets, start / end of year | $3.3M / $4.1M |
| Active participants, start / end of year | 800 / 866 |
| Participants with account balances | 149 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Hutchinson and Bloodgood LLP |
Largest service providers (Schedule C)
| John Hancock Life Insurance Company | $20,163 reported compensation |
| Merrill Lynch | $6,023 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251013130452NAL0000630819003, received 2025-10-13, EIN 95-4875509, plan #002, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.