New Cardiovascular Health Wellness Credits

First Deadline October 30, 2009 (11:59 p.m., Pacific time)

September 1, 2009
U.S.-payroll employees eligible for Chevron U.S. health plans

Between September 1, 2009 and July 30, 2010, you have the opportunity to qualify for up to two, $100 Wellness Credits by meeting certain Cardiovascular Program goals by the specific deadlines. See below.

New this year, if you qualify for a Wellness Credit:

  • Each $100 you receive will be credited to the Chevron Health Care Spending Account (HCSA), which is a flexible spending account (FSA) plan, on the dates specified by the program.
  • You do not have to be currently enrolled in Chevron's Health Care Flexible Spending Account Plan at the time you receive your credit. (But if you are already enrolled, your Wellness Credit will be automatically added to your health account, in addition to the amount you've elected to contribute.)
  • The $100 and any other amount you contribute to a Flexible Spending Account is tax free.
  • You can spend your $100 credit on any eligible health expense of your choice, for you or your tax dependents. What can you buy with your credit? Review some examples of what's considered an eligible health expense. From doctor's office copayments to over-the-counter medicine, there's more on the list than you might expect.
  • You can use the HCSA plan's new debit card to make using the money even easier.
  • You have to spend your $100 between January 1 and December 31 of the year it's added to your HCSA account, otherwise the amount is forfeited.
October 30, 2009 (11: 59 p.m. Pacific time)
First Goal: Take the CRA Plus
$100 will be added to your health flexible spending account (FSA) on January 1, 2010 for use between January 1 and December 31, 2010.
   
July 30, 2010 (11: 59 p.m. Pacific time)
Second Goal: Complete your coaching program
$100 will be added to your health flexible spending account (FSA) on January 1, 2011 for use between January 1 and December 31, 2011.

 

The number of health coaching sessions required to meet your completion goal varies based on the results of your CRA Plus. Your cardiovascular health coach will tell you the goal you need to meet, and it's also displayed in your CRA Plus results online. Your participation is strictly voluntary; however, you must complete the health coaching program to qualify for the second Wellness Credit.

Who can qualify for Wellness Credits?

U.S.-payroll employees eligible for Chevron's health plans can participate in the Cardiovascular Health Program. But you do have to meet additional requirements to qualify for a Wellness Credit:

  • You must be eligible to participate in the Cardiovascular Health Program.
  • You must complete the specific requirements by the stated deadlines.
  • On January 1, 2010 and January 1, 2011, you must be on the U.S. payroll and be an active employee to receive the Wellness Credits.
  • You do not have to be enrolled in any of Chevron's U.S. medical plans.
  • You do not have to be currently enrolled in Chevron's Health Care Flexible Spending Account Plan at the time you receive your credit. (But if you are already enrolled, your Wellness Credit will be automatically added to your health account, in addition to the amount you've elected to contribute.)
  • Dependents cannot receive Wellness Credits.
  • If both you and your spouse or domestic partner are Chevron U.S.-payroll employees, you can both qualify for Wellness Credits, up to $200 each, if you meet the program deadlines.

Please note: The information in this newsletter edition applies to U.S.-payroll employees eligible for Chevron health benefits. This communication provides only certain highlights of benefits 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, the plan sponsor and Chevron reserve 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.