CHS Employee Group, LLC 401(k) Review & Grade
CHS Employee Group, LLC 401(k) Retirement Plan
Brentwood, TNHealth Care & Social Assistance2,452 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$459Employer $ per active participant
$2,508Employee $ saved per active participant
0.12%Direct admin cost, % of plan assets
$100.4MNet plan assets, end of year
$49,975Average balance per account
Score breakdown
- Employer generosity16.6 / 5033th percentile for employer $ per participant
- Low cost17.6 / 2570th percentile for low admin cost vs. same-size plans
- Employee saving7.4 / 1549th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score39 / 100 · Grade D
This plan vs. peers
Peers: Health Care & Social Assistance plans with 500–2,499 active participants (1,427 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 33th |
| Lower admin cost | 70th |
| Employee saving | 49th |
| 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 ($4,515,450 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $16,517 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- CHS Employee Group put in about $459 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.
- Fund expense ratios aren't in the filing. Look them up in your 404(a)(5) fee disclosure and favor low-cost index or target-date funds.
- 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 | $1,125,277 |
| Participant (employee) contributions | $6,150,727 |
| Other contributions (incl. rollovers in) | $825,397 |
| Administrative expenses paid from the plan | $117,106 |
| Investment advisory & management fees | $63,920 |
| Benefits paid out | $22,170,695 |
| Net assets, start / end of year | $100.4M / $100.4M |
| Active participants, start / end of year | 3,104 / 1,801 |
| Participants with account balances | 2,008 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Lbmc, PC |
Largest service providers (Schedule C)
| Oppenheimer & Co Inc | $60,000 reported compensation |
| Empower Annuity Insurance Company | $25,493 reported compensation |
| Lbmc PC | $23,500 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20260209164147NAL0001904115001, received 2026-02-09, EIN 23-2704721, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.