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U .S.-Payroll Expatriates on a Residential Assignment

Please note some of the changes described in this section may not apply to you because you aren't eligible to enroll in these plans while on expatriate assignment. However, you may have the option to participate in these plans when you repatriate to the United States, so that's why it's important for you to know about the changes. Information about 2017 plan changes for the Global Choice Plan are now available. Note that there are no changes to your claims administrator for your medical, prescription drug or vision coverage in 2017 under the Global Choice Plan.

The Chevron Medical PPO Plan will be streamlined in 2017. The current Medical PPO Option 2 will still be offered at this time, but Medical PPO Option 1 will no longer be offered. The Medical PPO Option 2 will simply be referred to as the Chevron Medical PPO Plan. You’ll continue to have the flexibility to see whichever provider you’d like — network or out-of-network.

  • You can enroll in the Medical PPO Plan if you're a U.S.-payroll employee and you're eligible for Chevron's health benefits. You can also enroll your eligible dependents, just as you can with Chevron's other health plans.
  • U .S.-payroll expatriates cannot enroll in this plan while on expatriate assignment, but you'll have the option when you repatriate to the United States.
  • The Medical PPO Plan is a preferred provider organization (PPO) health plan. This means you can choose to see any provider you want, but higher benefits are paid when you go to a network provider.
  • The Medical PPO Plan includes medical coverage with Anthem Blue Cross (Anthem), prescription drug coverage with Express Scripts and mental health and substance abuse coverage with ValueOptions, a Beacon Health Company. In addition, if you enroll in the Medical PPO Plan, you're also automatically enrolled in the Vision Program for basic vision coverage with VSP.
  • The Medical PPO Plan generally covers the same services as the HDHP and the HDHP Basic. But there are important differences in how both HDHP options work compared to the Medical PPO. Be sure to learn about these important differences before you enroll.
  • The Medical PPO Plan is not compatible with a health savings account (HSA). However, the Health Care Spending Account (HCSA) – a flexible spending account plan – is available to help you save money for qualified health expenses you incur during 2017.

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Two Separate Deductibles

The Medical PPO has separate deductibles, one for medical services, one for prescription drug costs. There is no deductible for mental health and substance abuse services, network or out-of-network. No deductible for mail-order prescriptions.


All plans will continue to include 100 percent coverage with no deductible for certain preventive care services, as specified by the Affordable Care Act, when you see a network provider. Additional preventive screenings and services may also be covered, depending on factors like your age and gender. If you see an out-of-network provider, your visit is subject to the deductible and copayments or coinsurance will apply.

New Deductible Structure in 2017

In 2017, it’s more important than ever that we use our medical coverage effectively. Some costs we can’t control, but there are others we can work together to reduce. Shopping for a quality provider that is also in your plan’s network, whenever possible, is one of the most effective ways to reduce costs. Why? Network providers have agreed with your health plan to charge negotiated rates for services provided to plan members. Network providers save you money directly by reducing your out-of-pocket costs. They also help to lower overall claim costs for all of us.

That’s why we’re making a change to the deductible structure in our plans that will save you money when you choose to use a network provider. With the Medical PPO you have the choice to use any provider you want, network or out-of-network. You’ll continue to have that choice, but starting January 1, 2017, you’ll pay more out of your pocket when you choose to use an out-of-network provider. That’s because there are different deductible amounts for covered services depending on if you see a network or an out-of-network provider. This is important to understand because a deductible is the amount you pay out-of-pocket before your health plan begins to help pay for covered services. After you reach the deductible, the plan will share the costs of covered services.

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Find a Network Provider

There are different coinsurance, copayment, deductible, and out-of-pocket maximum amounts depending on if you see a network or an out-of-network provider. Research the provider network.

Getting a Second Medical Opinion Makes Good Sense

Starting in 2017, we request that you seek a second opinion through 2nd.MD — the new Health Decision Support Program administrator — prior to receiving any of the four medical procedures (on a non-emergency basis) listed below. If you decline to use the service for these four procedures, that’s your choice. But by doing so, you will be responsible for an additional $400 added to your total claim cost for the procedure, whether or not you’ve met the deductible.

  • Knee surgery
  • Hip surgery
  • Back surgery
  • Spine surgery

The second medical opinion service is free to eligible employees enrolled in a Chevron medical plan. It’s always your decision whether to follow the second opinion, or stay the course on your original treatment plan. We’re simply asking that you seek a second opinion through the 2nd.MD service to help you make informed decisions about your care before your knee, hip, back or spine procedure. In 2017, this requirement will only apply to eligible employees enrolled in the Chevron Medical PPO Plan, the Chevron HDHP and the Chevron HDHP Basic. Learn more.

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Contact Your Plan

Anthem Blue Cross | 1-844-627-1632
Express Scripts | 1-800-987-8368
VSP | 1-800-877-7195



Please note: This page applies to U.S.-payroll employees. This page provides only certain highlights of benefits or program provisions. It is not intended to be a complete explanation. If there are any discrepancies between this communication and legal plan documents, the legal documents will prevail to the extent permitted by law. This is not a plan text or a summary plan description. There are no vested rights with respect to Chevron health care plans or any company contributions toward the cost of such health care plans. Rather, Chevron Corporation reserves all rights, for any reason and at any time, to amend, change or terminate these plans or to change or eliminate the company contribution toward the cost of such plans. Such amendments, changes, terminations or eliminations may be applicable without regard to whether someone previously terminated employment with Chevron or previously was subject to a grandfathering provision. Some benefit plans and policies described in this document may be subject to collective bargaining and, therefore, may not apply to union represented employees.

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