Maplewood Senior Living, LLC 401(k) Review & Grade
Maplewood Senior Living Retirement Plan
Westport, CTHealth Care & Social Assistance1,401 active participantsPlan year 2024✓ Auto-enroll
Estimate from the plan's Form 5500 filing · How we grade
$1,145Employer $ per active participant
$2,151Employee $ saved per active participant
0.63%Direct admin cost, % of plan assets
$17.8MNet plan assets, end of year
$10,690Average balance per account
Score breakdown
- Employer generosity26.9 / 5054th percentile for employer $ per participant
- Low cost4.0 / 2516th percentile for low admin cost vs. same-size plans
- Employee saving6.5 / 1544th percentile for employee $ per participant
- Plan features10 / 10Auto-enrollment, Default investment
- Red-flag deductions-13 pts2 issues reported on the filing
Total score34 / 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 | 54th |
| Lower admin cost | 16th |
| Employee saving | 44th |
| Peers that auto-enroll | 36% |
Get the monthly 401(k) report card
The best and worst plans, new grades as filings post. One email a month, no spam.
Red flags from the filing
Late deposits: the filing says some employee contributions were not sent to the plan on time ($187,452 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $33,016 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Maplewood Senior Living put in about $1,145 per active participant, more than the typical peer ($976). 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 (0.63% 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 | $1,603,729 |
| Participant (employee) contributions | $3,013,456 |
| Other contributions (incl. rollovers in) | $1,012,495 |
| Administrative expenses paid from the plan | $93,022 |
| Investment advisory & management fees | $47,890 |
| Benefits paid out | $1,286,721 |
| Net assets, start / end of year | $11.9M / $17.8M |
| Active participants, start / end of year | 1,438 / 1,364 |
| Participants with account balances | 1,665 |
| Auto-enrollment (feature code 2S) | Yes |
| Auditor | Baker Tilly US, LLP |
Largest service providers (Schedule C)
| Adp, Inc. | $49,194 reported compensation |
| Cetera Investment Advisers LLC | $35,151 reported compensation |
| Arkadios Wealth Advisors, LLC | $8,675 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251015200612NAL0007358688001, received 2025-10-15, EIN 45-3357408, plan #002, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.