Supreme Service & Specialty Co., Inc. 401(k) Review & Grade
Supreme Service & Specialty Co., Inc. Profit Sharing Plan
Houma, LAMining, Oil & Gas580 active participantsPlan year 2024
Estimate from the plan's Form 5500 filing · How we grade
$2,543Employer $ per active participant
$4,303Employee $ saved per active participant
0.41%Direct admin cost, % of plan assets
$42.1MNet plan assets, end of year
$72,535Average balance per account
Score breakdown
- Employer generosity13.7 / 5027th percentile for employer $ per participant
- Low cost7.5 / 2530th percentile for low admin cost vs. same-size plans
- Employee saving2.9 / 1520th percentile for employee $ per participant
- Plan features3 / 10Default investment
- Red-flag deductions-15 pts2 issues reported on the filing
Total score12 / 100 · Grade F
This plan vs. peers
Peers: Mining, Oil & Gas plans with 500–2,499 active participants (129 plans).
| Measure | Percentile |
|---|---|
| Employer $ per participant | 27th |
| Lower admin cost | 30th |
| Employee saving | 20th |
| Peers that auto-enroll | 60% |
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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 ($249 reported). That's money taken from paychecks that sat with the employer longer than the law allows.
Auditor disclaimer: the auditor issued a disclaimer of opinion.
What to do if you're in this plan
- Supreme Service & Specialty Co. put in about $2,543 per active participant, below the typical peer ($4,357). 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.
- Direct plan expenses (0.41% 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 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 | $1,476,045 |
| Participant (employee) contributions | $2,497,811 |
| Other contributions (incl. rollovers in) | $173,813 |
| Administrative expenses paid from the plan | $156,907 |
| Contract administrator fees | $87,364 |
| Investment advisory & management fees | $58,543 |
| Benefits paid out | $1,929,865 |
| Net assets, start / end of year | $35.3M / $42.1M |
| Active participants, start / end of year | 598 / 563 |
| Participants with account balances | 580 |
| Auto-enrollment (feature code 2S) | Not reported |
| Auditor | Martin & Pellegrin, Cpas |
Largest service providers (Schedule C)
| The Vanguard Group, Inc. | $87,364 reported compensation |
| Hassell Wealth Mgmt LLC | $58,543 reported compensation |
| Martin and Pellegrin | $11,000 reported compensation |
Source: DOL EFAST2 Form 5500 filing, acknowledgment ID 20251014161836NAL0003384561001, received 2025-10-14, EIN 72-1021128, plan #001, plan year 2024-01-01 to 2024-12-31. Verify at efast.dol.gov.