dependent day care spending account (DCSA)

save for day care

This flexible spending account plan allows you to save and pay for certain eligible dependent day care expenses with before-tax dollars.

The Dependent Day Care Spending Account (DCSA) allows you to save and pay for eligible dependent care expenses – 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.

The DCSA is a flexible spending account plan. A flexible spending account plan is a voluntary option that allows you to pay for certain eligible 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 expenses.

You must re-enroll in a flexible spending account 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 certain qualifying life events.

Your contributions to flexible spending accounts 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 each year:

  • Make a decision and stick to it. Once you've elected an annual contribution amount, you cannot change it unless you experience certain qualifying life event (for example, you have or adopt a child).
  • 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 are reimbursable.
  • Your account has a specific purpose. You cannot use money in a health care flexible spending account to pay for dependent day care expenses. Likewise, you cannot use money in a dependent day care flexible spending account to pay for health care expenses.
  • There are rules regarding your contributions. The IRS limits the amount you can contribute to a flexible spending account, and the limit may change from year-to-year. If you enroll, the amount of before-tax contributions you authorize is deducted from your pay in equal amounts throughout the year and credited to your flexible spending account. Keep this in mind if you are enrolling for the first time late in the year. 
  • Use it or lose it. Meet the plan deadlines. The money in your flexible spending account can be used only for eligible expenses incurred between January 1 and December 31 of each year. You have until June 30 of the following year to submit your claims for expenses, but any remaining balance left in your account after the final claim filing deadline will be forfeited. Note: If you enroll mid-year, you can only claim eligible expenses you incurred after the date your coverage began.
  • HealthEquity is the claims administrator for the DCSA. A claims administrator manages the administration of your plan — for example, claims submission, phone numbers, and website addresses.
  • The contribution limit for the DCSA is generally $5,000 ($2,500 if married and filing a separate return), subject to other IRS limitations. You should keep in mind that contribution limits apply to all of the contributions you make to plans like this – including a similar plan through another employer – during the calendar year. 
  • If you enroll in the High Deductible Health Plan (HDHP) or the High Deductible Health Plan Basic (HDHP Basic), you can still enroll in the DCSA.
  • Qualified expenses include charges for day care provided for your dependent children under age 13, for a disabled child, or for an adult who lives with you and depends on you financially. See the summary plan description for complete details about who is considered an eligible dependent.
  • Each time you file a claim, you’ll be reimbursed for your qualified expenses, up to the amount of money currently available in your account. If your expenses are greater than the amount currently in your account, you’ll be reimbursed for the remaining amount after additional before-tax contributions are credited to your account.
  • Chevron currently puts money into your DCSA soon after you enroll, either at the beginning of the year or after a qualifying life event that allows you to enroll during the year. This prefunding makes it possible for you to begin to be reimbursed for your qualified dependent care expenses soon after you enroll in the plan.
  • HealthEquity does not issue flexible spending account debit cards for the DCSA.

Enroll in this plan on the Benefits Connection website or by calling the HR Service Center.

  • Remember, you must re-enroll in flexible spending accounts every year during open enrollment even if you're already participating.
  • If you are eligible to enroll in a flexible spending account mid-year because of a qualifying life event or you’re newly hired, note that enrollments or changes for the current calendar year cannot be processed after December 1.  

You’ll pay your dependent care expenses, then submit a claim for reimbursement of your expenses to the plan’s claim administrator. 

  • You’ll be reimbursed for your qualified expenses, up to the amount of money in your account. If your expenses are greater than the amount in your account, you’ll be reimbursed for the remaining amount after additional before-tax contributions are credited to your account.
  • Reimbursement requests must be sent in no later than June 30 of the year after the year in which you incur the expense. Any balance remaining after June 30 will be forfeited. This money is not available for future expenses or a refund.

You can request for reimbursement through any of the following methods: 

Set up recurring claims

  • Call HealthEquity to schedule recurring DCSA claims for the duration of the plan year. 

Use the Documentation Library

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 documentation here, not only is everything kept in one central location, but you can access the documents for years to come. This eliminates 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:

Set up electronic funds transfer (EFT)

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

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.