Effective January 1, 2016 through October 28, 2016, a Wellness Credit is a $250 credit to the Health Care Spending Account (HCSA) on January 1, 2017. If you are enrolled in the High Deductible Health Plan or HDHP Basic on January 1, 2017, and you qualify for the Wellness Credit, your credit will be deposited into a Limited Purpose Health Care Spending Account (LHCSA).

Effective January 1, 2016 through October 28, 2016, a Wellness Credit is a $250 credit to the Health Care Spending Account (HCSA) on January 1, 2017. If you are enrolled in the High Deductible Health Plan or HDHP Basic on January 1, 2017, and you qualify for the Wellness Credit, your credit will be deposited into a Limited Purpose Health Care Spending Account (LHCSA) on January 1, 2017.

If you met the qualification requirements for a Wellness Credit your $250 credit is automatically added to your HCSA (or LHCSA) account on January 1, 2017. HealthEquity, the HCSA and LHCSA administrator, mailed a flexible spending account debit card and other account information to 2017 Wellness Credit recipients in late December 2016. (Note that if you are also participating in the HCSA in 2017, you’ll use the same HealthEquity debit card for your HCSA contributions and the Wellness Credit.)

Here’s how to verify your Wellness Credit was deposited into your HCSA (or LHCSA) account:

  • Go to www.myhealthequity.com and login. If this is your first time to visit the site, you'll need to use the information sent with your HCSA/LHCSA debit card to register.
  • From the home page you’ll see your account balance(s) in boxes on the left side of the screen. Look for the Wellness Credit box to verify that you received the credit.

If you believe you did not receive your 2017 Wellness Credit and should have, please see the Didn’t receive your 2017 Wellness Credit? section below for further instructions.

If you haven’t already done so, please see the Did I receive my 2017 Wellness Credit section above to verify if you received your Wellness Credit.
If you believe you qualified to receive the $250 Wellness Credit and you either did not receive a debit card from HealthEquity or you do not see the Wellness Credit in your HealthEquity account, please follow these instructions:

  • Contact WebMD directly at 1-888-321-1544. A WebMD customer service representative can verify your points balance on record as of October 28, 2016. Please note that you may need to provide certain personal information such as your name and date of birth to ensure WebMD can verify your identity.
  • If WebMD verified you met the points requirement as of October 28, 2016, please call HealthEquity directly at 1-866-346-5800. HealthEquity can verify if they have an account on record for you, and can reissue your flexible spending account debit card if necessary.
  • If HealthEquity does not have an account on record for you, please send an email to Chevron U.S. Benefits with the information listed below so that additional research can be done regarding your account.
    • Your full name, including CAI.
    • Verify that you contacted WebMD and have the required points as of October 28, 2016.
    • Verify that you contacted HealthEquity and do not have an account on record.
    • Please DO NOT send your social security number or other personal health information. If U.S. Benefits requires further information to identify you, we will respond accordingly.

The $250 Wellness Credit will be added to your Health Care Spending Account (HCSA), a flexible spending account plan, on January 1, 2017, if you're still an eligible employee. The $250 amount is tax free.

Note: If you are enrolled in the High Deductible Health Plan or HDHP Basic on January 1, 2017, and you qualify for the Wellness Credit, your credit will be deposited into a Limited Purpose Health Care Spending Account (LHCSA). See section below for more LHCSA information.

You can spend your $250 credit on any eligible health expense, for you or your tax dependents. An eligible health expense is determined under the HCSA plan rules, so see the Health Care Spending Account (HCSA), summary plan description or contact HealthEquity for details. Note that your credit applies to the HCSA plan only. It cannot be used for eligible expenses under the Dependent Day Care Spending Account (DCSA) Plan.

You can use the HCSA plan's debit card to make using your credit even easier. HealthEquity will mail a debit card to you along with a welcome kit by January 1, 2017.

Watch the Health Care Spending Account (HCSA) video to understand how the HCSA works.

If you are enrolled in the High Deductible Health Plan or HDHP Basic on January 1, 2017, and you qualify for the Wellness Credit, your credit will be deposited into a Limited Purpose Health Care Spending Account (LHCSA). This is because you are not allowed to participate in the HCSA if you are enrolled in the HDHP or HDHP Basic. Your Wellness Credit will be deposited into your LHCSA on January 1, 2017, as long as you're still eligible. The LHCSA may only be used to pay for eligible dental and vision expenses you incur between January 1, 2017 and December 31, 2017.

You can use the LHCSA plan's debit card to make using your credit even easier. HealthEquity will mail a debit card to you along with a welcome kit by January 1, 2017.

Your Wellness Credit is included as part of your Health Care Spending Account (HCSA) Plan account, so there are limits to when and what you can purchase with your account funds. That's because the HCSA is set up according to provisions of the Internal Revenue Code, which include very strict rules. For example, the HCSA plan determines what is considered a qualified expense. In addition, you have to use the entire amount on qualified expenses between January 1, 2017 and December 31, 2017 to avoid forfeiture. Learn more about what is considered a qualified expense and how to use your credit:

You can read eligibility information in the Wellness Programs summary plan description. U.S. - payroll employees eligible for Chevron's health plans can participate, but you must meet additional requirements to qualify for a 2017 Wellness Credit:

  • You must complete the specific Wellness Credit requirements by October 28, 2016.
  • You must be a current U.S.-payroll employee who is eligible for coverage in the health plans (the Omnibus Health Care Plan which includes the Medical PPO Plan, Chevron High Deductible Health Plan (HDHP), HDHP Basic, Medical HMOs, Global Choice Plan, and Dental PPO Plan) on January 1, 2017.

You do not have to be enrolled in any of Chevron's U.S. medical plans. In addition, you do not have to enroll or be enrolled in the Health Care Spending Account (HCSA) (or a Limited Purpose Health Care Spending Account if you are in the High Deductible Health Plan or HDHP Basic at the time you receive your credit. But if you are already enrolled, your Wellness Credit will be automatically added to your account, in addition to the contribution amount you elected during open enrollment.

While your spouse, domestic partner or child dependents may be able to participate in certain activities or programs, they cannot earn points or qualify for Wellness Credits. In addition, retirees, contractors, professional interns, employees on unapproved part-time schedules, casual hires, global offshore payroll employees, expatriates on assignment in the U.S., and any other individual not eligible for Chevron's U.S. health plans (the Omnibus Health Care Plan) cannot earn points or qualify for 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 $250 each, if you meet the Wellness Credit deadlines and eligibility requirements.


Please note: 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, 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.