dependent day care spending account (DCSA)

ESIP updates

The ESIP and Executive Plans are moving to Fidelity.

who to contact

HealthEquity 1-866-346-5800

The Dependent Day Care Spending Account (DCSA) is Chevron's flexible spending account plan for dependent day care expenses for a qualified dependent – like after-school child care, a licensed child care provider, or school tuition up to kindergarten – so you and your spouse can go to work. This plan is a voluntary option that allows you to pay for certain eligible dependent day care expenses with before-tax dollars. Each month, you contribute a set amount to your account through before-tax payroll deductions. Then you use the funds in your account to pay for eligible dependent care expenses.

You must re-enroll in the DCSA every year; coverage is not automatic. If you want to participate, you must re-enroll during  open enrollment every year, even if you're already participating. If you don't make an election during open enrollment, you will not have coverage for the next year. Outside of the open enrollment period, you can make changes only within the 31-day deadline after a qualifying life event.

Chevron has selected a new claims administrator for the DCSA beginning January 1, 2017. UnitedHealthcare is replaced by HealthEquity (in partnership with Anthem). A new claims administrator typically affects the administration of your plan — for example, claims submission, phone numbers, and website addresses.

The Dependent Day Care Spending Account (DCSA) is a flexible spending account plan. These plans are voluntary options that allow you to pay for certain eligible expenses with before-tax dollars. Each month, you contribute a set amount to your account(s) through before-tax payroll deductions. Then you use the funds in your account(s) to pay for eligible expenses.

You can use the DCSA to pay for eligible dependent day care expenses for a qualified dependent – like after-school child care, a licensed child care provider, or school tuition up to kindergarten – so you and your spouse can go to work. If you enroll in the High Deductible Health Plan (HDHP) or the new HDHP Basic in 2017, you can still enroll in the DCSA.

Your contributions to the DCSA account reduce your taxable income. For this reason, federal tax laws require you to follow certain rules when using the funds in your account. Keep these rules in mind as you plan how much to contribute:

  • Make a decision and stick to it. Once you've elected an annual contribution amount, you cannot change it unless you have a qualifying life event (for example, you get married or have a child). Furthermore, you cannot use money in your DCSA to pay for expenses for your Health Care Spending Account (HCSA) or Health Savings Account (HSA), if applicable. 
  • Meet the deadlines. The money in your 2016 DCSA account can be used only for eligible expenses incurred between January 1, 2016, and December 31, 2016. You have until June 30, 2017 to submit your claims for 2016 expenses, but any remaining balance left in your account after the claim filing deadline will be forfeited. If you enrolled for 2017, the money in your 2017 DCSA account can be used only for eligible expenses incurred between January 1, 2017, and December 31, 2017. You have until June 30, 2018 to submit your claims for 2017 expenses, but any remaining balance left in your account after the claim filing deadline will be forfeited. 
  • Only certain expenses are eligible. The money in your account(s) can be used only for eligible expenses. It's important to make sure that any expenses you've planned can actually be reimbursed. 
The contribution limit for the DCSA is generally $5,000 ($2,500 if married and filing a separate return), subject to other IRS limitations.

If you are enrolled in the DCSA in 2017, you have until June 30, 2018 to submit any outstanding claims to HealthEquity for reimbursement of eligible expenses incurred between January 1, 2017 and December 31, 2017. If you miss the June 30 deadline, you will not be reimbursed, and any remaining funds in your 2017 account will be forfeited. 

As a reminder, HealthEquity does not issue FSA debit cards for the DCSA. You can request for reimbursement through any of the following methods: 

Recurring DCSA claims can be scheduled for the duration of the plan year. 

  • For more information, please contact HealthEquity at 1-866-346-5800.

HealthEquity offers an easy-to-use Documentation Library that allows you to upload and store receipts on the member website and link to your reimbursement requests. This tool is a convenient way to store and manage your receipts, EOBs, invoices, etc. By uploading your medical documentation here, not only is everything kept in one central location, but you can access the documents for years to come; eliminating the need to hold onto originals that are easily lost or damaged. While this action is not required, it’s a powerful tool for electronic record keeping. The Documentation Library can be accessed from:

You can set up an electronic funds transfer (EFT) for direct deposit of approved reimbursements to your bank account. 

  • You can set this up from the HealthyEquity member website (My Account tab, Profile menu). 
  • If you need help setting up your EFT, call HealthEquity at 1-866-346-5800. 
If you participated in the DCSA in 2016 or earlier, your UnitedHealthcare FSA debit card expired on December 31, 2016. HealthEquity, the new claims administrator for 2017, does not issue FSA debit cards for the DCSA. You’ll have to pay for the eligible expense directly and submit a claim for reimbursement later. See the How to Submit a Claim section for more information.

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.