Remington Hotels, LLC 401(k) Review & Grade
Ashford Hospitality Services 401(k) Savings Plan
Dallas, TXAccommodation & Food Services8,037 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$668Employer $ per active participant
$1,124Employee $ saved per active participant
0.41%Direct admin cost, % of plan assets
$90.0MNet plan assets, end of year
–Average balance per account (account count looks misreported)
Score breakdown
- Employer generosity40.8 / 5082th percentile for employer $ per participant
- Low cost4.0 / 2516th percentile for low admin cost vs. same-size plans
- Employee saving9.9 / 1566th percentile for employee $ per participant
- Plan features3 / 10Default 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 2,500–9,999 active participants (104 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 82th |
| Lower admin cost | 16th |
| Employee saving | 66th |
| Peers that auto-enroll | 15% |
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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 ($2,044,071 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Corrective distributions: the plan refunded $34,109 in contributions, which usually means it failed annual nondiscrimination testing.
What to do if you're in this plan
- Remington Hotels put in about $668 per active participant, more than the typical peer ($244). 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 (0.41% of assets) are well above similar-size plans (0.12%). 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 | $5,365,949 |
| Participant (employee) contributions | $9,031,813 |
| Other contributions (incl. rollovers in) | $1,456,094 |
| Administrative expenses paid from the plan | $339,215 |
| Contract administrator fees | $600 |
| Investment advisory & management fees | $119,441 |
| Benefits paid out | $13,611,841 |
| Net assets, start / end of year | $76.7M / $90.0M |
| Active participants, start / end of year | 8,479 / 7,595 |
| Participants with account balances | 2,261 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Whitley Penn LLP |
Largest service providers (Schedule C)
| Fidelity Investments Institutional | $216,684 reported compensation |
| Osaic Wealth Inc | $119,441 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251013152453NAL0000761043001, received 2025-10-13, EIN 20-0558870, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.