Intertape Polymer Corp. 401(k) Review & Grade
Ipc Group 401(k) Plan
Sarasota, FLManufacturing2,070 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$2,915Employer $ per active participant
$5,580Employee $ saved per active participant
0.11%Direct admin cost, % of plan assets
$216.2MNet plan assets, end of year
$86,472Average balance per account
Score breakdown
- Employer generosity30.9 / 5062th percentile for employer $ per participant
- Low cost17.8 / 2571th percentile for low admin cost vs. same-size plans
- Employee saving9.0 / 1560th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score55 / 100 · Grade C
This plan vs. peers
Peers: Manufacturing plans with 500–2,499 active participants (2,376 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 62th |
| Lower admin cost | 71th |
| Employee saving | 60th |
| Peers that auto-enroll | 59% |
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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 ($21,322 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $553,960 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Intertape Polymer put in about $2,915 per active participant, more than the typical peer ($2,320). 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.
- 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 | $6,035,022 |
| Participant (employee) contributions | $11,553,983 |
| Other contributions (incl. rollovers in) | $841,632 |
| Administrative expenses paid from the plan | $230,619 |
| Other admin expenses | $230,619 |
| Benefits paid out | $23,683,879 |
| Net assets, start / end of year | $195.1M / $216.2M |
| Active participants, start / end of year | 2,130 / 2,011 |
| Participants with account balances | 2,500 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Frazier & Deeter, LLC |
Largest service providers (Schedule C)
| The Vanguard Group, Inc. | $174,665 reported compensation |
| Newport Group Consulting, LLC | $27,857 reported compensation |
| Newport Group Consulting, LLC | $26,696 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251007123342NAL0008136416001, received 2025-10-07, EIN 57-1088158, plan #003, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.