Eryn Schultz, a former supervisor at H-E-B grocery stores, left her position after identifying shortcomings in the company's 401(k) plan, including its complexity, lack of Spanish-language educational materials, and high fees. Schultz, who held a master of business administration degree, observed that the formula for H-E-B's matching contributions was difficult for some hourly employees to understand, obscuring the value of the benefit. She also noted the absence of sufficient educational resources in Spanish, the primary language for many of the company's 165,000 workers.

Schultz raised her concerns with decision-makers at the Texas-based company, but felt her suggestions were not well-received. "Some of my hourly employees didn’t quite grasp how good the match was," Schultz stated, recalling her time educating employees about the plan. She also expressed frustration over what she perceived as excessive fees within the mutual funds offered.

After about a year in a store leadership role overseeing perishable products, Schultz left H-E-B, citing the demanding retail hours and her dissatisfaction with the 401(k) plan. The experience highlighted the critical role employers play in educating their workforce about retirement savings and ensuring equitable access to financial information. The situation also underscored the importance of transparent and accessible retirement plans, particularly for companies with diverse employee populations.