The lawsuit centers on Garnet Health Medical Center’s 403(b) Retirement Savings Plan, a tax-advantaged workplace retirement plan commonly used by hospitals, universities, and other nonprofits. Participants alleged that, over the class period (Aug. 26, 2018 to Dec. 2, 2025), the plan was weighed down by unnecessarily high investment and administrative costs—fees that can quietly erode long-term retirement savings even when markets perform well. Under the Employee Retirement Income Security Act of 1974 (ERISA), employers and committees that run covered retirement plans must act as fiduciaries, meaning they’re required to oversee the plan prudently and solely in participants’ interests, including regularly reviewing investment options and negotiating reasonable service-provider pricing. The case was filed because plaintiffs claimed Garnet Health failed to adequately monitor those investments and fees, breaching ERISA’s fiduciary duties of prudence and loyalty; the hospital denies wrongdoing but agreed to a $4.6 million settlement to avoid the cost and uncertainty of continued litigation. The settlement is significant because it reflects the growing scrutiny of “excess fee” practices in employer-sponsored retirement plans and reinforces that fiduciary oversight isn’t passive—plan sponsors are expected to benchmark costs, evaluate share classes, and periodically test whether recordkeeping and investment expenses remain competitive. Similar ERISA class actions have targeted both 401(k) and 403(b) plans across the country, and while settlements don’t establish liability, they can push nonprofits and other plan sponsors to tighten governance practices, document fee reviews, and renegotiate vendor arrangements to reduce participants’ costs going forward.