Pension Plan For Employees of Givaudan

Givaudan Fragrances Corporation, the US subsidiary of Givaudan SA, sponsors and administers the plan. Givaudan SA, based in Vernier, Switzerland, is the ultimate parent and one of the world's largest manufacturers of flavors and fragrances for consumer products. The plan covers employees of the US operations.

Yes. As a single-employer defined-benefit plan operated by a US corporate sponsor in New Jersey, the Pension Plan For Employees of Givaudan falls under the Employee Retirement Income Security Act of 1974. That imposes fiduciary duties, funding requirements, and reporting obligations on the plan's trustees — though the plan's Form 5500 filings, which would disclose assets and actuarial data, are not widely accessible in aggregated datasets.

The US plan is legally distinct and governed by US law, but the financial health of the ultimate parent can influence the sponsor's ability to meet funding obligations. Givaudan SA, as a publicly traded Swiss corporation, is subject to its own Swiss pension requirements for employees outside the US, while the East Hanover plan operates under American actuarial and funding rules. Cross-border pension coordination inside multinationals occasionally surfaces in financial disclosures, but no specific integration details between the US and Swiss plans have been made public.

No. The plan has not publicly disclosed its asset allocation, investment managers, or commitment activity. Many corporate defined-benefit plans of this vintage outsource investment management to an outsourced chief investment officer or a small internal staff, but no named individuals or firms have been publicly associated with the Givaudan US pension's investment function.

Funded status — the ratio of plan assets to projected benefit obligations — has not been published in accessible public records. Givaudan SA's consolidated annual reports may contain aggregate post-employment benefit data inclusive of multiple jurisdictions, making isolation of the US plan's specific position difficult without access to the standalone US filings.

There is no publicly available information indicating whether the Pension Plan For Employees of Givaudan remains an active accrual plan, has been frozen to new entrants, or was converted to a cash-balance or hybrid design. Many US corporate defined-benefit plans closed to new participants in the 2000s, but Givaudan's specific decision has not been disclosed.

This level of opacity is typical for single-employer corporate pensions below a certain asset threshold. Unlike large public pension systems that publish monthly performance reports and board meeting minutes, smaller private plans disclose only what is required via Form 5500 filings and parent-company financial notes. Without those public extracts, outside observers see very little.