Stepstone Hospitality Inc. 401(k) Review & Grade
Stepstone Hospitality Inc. 401(k) Profit Sharing Plan and Trust
Providence, RIAccommodation & Food Services994 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$557Employer $ per active participant
$1,391Employee $ saved per active participant
2.53%Direct admin cost, % of plan assets
$5.9MNet plan assets, end of year
$4,347Average balance per account
Score breakdown
- Employer generosity36.7 / 5073th percentile for employer $ per participant
- Low cost0.2 / 251th percentile for low admin cost vs. same-size plans
- Employee saving11.1 / 1574th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score45 / 100 · Grade C
This plan vs. peers
Peers: Accommodation & Food Services plans with 500–2,499 active participants (458 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 73th |
| Lower admin cost | 1th |
| Employee saving | 74th |
| 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 ($326,973 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $1,385 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Stepstone Hospitality put in about $557 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 (2.53% 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 auto-enrolls employees. Check your default contribution rate. Defaults are often lower than what it takes to get the full match.
- 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 | $553,597 |
| Participant (employee) contributions | $1,382,225 |
| Other contributions (incl. rollovers in) | $658,474 |
| Administrative expenses paid from the plan | $124,015 |
| Investment advisory & management fees | $21,332 |
| Benefits paid out | $1,141,229 |
| Net assets, start / end of year | $4.0M / $5.9M |
| Active participants, start / end of year | 771 / 1,217 |
| Participants with account balances | 1,347 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Kahn, Litwin, Renza & Co, LTD. |
Largest service providers (Schedule C)
| Empower Annuity Insurance Company O | $67,493 reported compensation |
| Kahn, Litwin, Renza & Co, LTD | $35,190 reported compensation |
| One Digital Topco LLC DBA Resources | $21,207 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251007154720NAL0005005857001, received 2025-10-07, EIN 20-5320681, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.