bonding benefit

overview

This benefit provides paid time off for mothers and fathers to bond with their child within one year of the birth, adoption or placement for adoption or foster care.

Effective September 1, 2018, the maximum benefit increased from two to eight work weeks of paid time off per eligible event (subject to a maximum benefit of 8 weeks per year). Beginning September 1, if you are an eligible employee and become a parent at any time in 2018, you will be able to use the increased benefit (up to a total of eight weeks) within one year of the eligible event, with supervisor approval for the requested time off. More details about the Bonding Benefit can be found in the Short-Term Disability Plan summary plan description.

eligible employees

All full-time and part-time employees who have at least six months of health and welfare eligibility service and who are eligible for Chevron health and welfare benefits.

when it can be used

Eligible employees must use within one year of the birth, adoption or placement for adoption or foster care. You can use this benefit in a minimum of one-week increments (unless it is being used as a top-up benefit, for example to top up California Paid Family Leave (PFL) or as part of a statutory paid benefit that allows increments shorter than one week) at any time during the 12 months following the date of birth, adoption or placement.

  • A week is defined as any consecutive seven calendar days (including scheduled holidays or non-scheduled work days). For example, Monday through Sunday.
  • The Bonding benefit will only be paid for scheduled work days within the week. If taken during a week that has a scheduled holiday or non-scheduled work day, the Bonding benefit will not be paid on those days and cannot be extended. This could result in a surplus of Bonding benefit hours that you are not able to use.

how to request time off

You should notify your supervisor at least 30 days in advance when the need for time off is foreseeable. When 30 days’ notice is not possible, you should request the time off as soon as practicable. 

If your supervisor approves your request, your supervisor will need to send a notification email to TIME@chevron.com. Your supervisor will copy you and your HR business partner on the email notification. Refer to the Bonding Benefit Quick Reference Checklist for additional information and instructions about the process and what to include in the email. U.S. Payroll will then enter approved time off for Bonding on your time sheet and pay the benefit accordingly.

how it works with other leave benefits

The Bonding benefit runs concurrently with applicable Chevron leaves and any similar federal, state or local leave laws. In cases where another applicable leave or law provides less than 100 percent of pay, the Bonding benefit can be used to make up the difference.

For example, if you work in California and are eligible for California Paid Family Leave (PFL), which covers approximately up to 60-70 percent of your base pay (up to the maximum benefit amount as defined by the state requirements), you can choose to use both your PFL and Bonding benefit to receive 100 percent of your base pay.

Additional options include:

  • The Family and Medical Leave Act of 1993 (FMLA) is a federal law that allows both male and female employees up to 12 weeks of job-protected leave for certain family and medical reasons, including to bond with a child following birth, adoption, or foster placement. FMLA protection runs concurrently with Short-Term Disability benefits and some leaves of absence without pay. but not all leaves are protected under FMLA.
  • You can request up to six months of Chevron Family Leave to bond with or care for your newborn baby after your disability ends and you are released to return to work. 
More details about this benefit can be found in the Short-Term Disability Plan summary plan description.