This page describes who is eligible to qualify for a 2018 Wellness Credit. Go to Wellness Credit to learn about the 2018 Wellness Credit and how it works.

To qualify for and continue to receive the 2018 Wellness Credit, you must meet all of the following eligibility requirements on January 1, 2018, and continue to meet all of the following eligibility requirements for the duration of the 2018 Wellness Credit Period – January 1, 2018 through December 31, 2018.

  • You must complete the specific 2018 Wellness Credit requirements by the stated deadlines.
  • You must be a current U.S.-payroll employee.
  • You must be eligible to participate in an active employee medical plan under the Omnibus Health Care Plan. You can read further eligibility information in the Wellness Programs summary plan description.
  • You must be enrolled in a qualifying active employee medical plan under the Omnibus Health Care Plan on January 1, 2018.
  • You must continue to be enrolled in a qualifying active employee medical plan under the Omnibus Health Care Plan for the duration of the Wellness Credit Period.

What is a qualifying active employee medical plan?

A qualifying active employee medical plan under the Omnibus Health Care Plan (referred to hereafter as “qualifying Chevron-sponsored medical plan”) currently includes:

  • Medical PPO Plan
  • Chevron High Deductible Health Plan (HDHP)
  • Chevron High Deductible Health Plan Basic (HDHP Basic)
  • Chevron Medical HMO Plans
  • Global Choice Plan (U.S.-Payroll Expatriates)

Who cannot qualify for the Wellness Credit

The following individuals cannot qualify for the 2018 Wellness Credit:

  • Dependents. While your eligible spouse, domestic partner or child(ren) may be able to participate in certain wellness activities or programs, they cannot earn points or qualify for the 2018 Wellness Credit.
  • Employees newly hired or rehired from January 1, 2018 through December 31, 2018 are not eligible for the 2018 Wellness Credit.
  • Retirees
  • Resident expatriates assigned to work in the U.S.
  • Contractors
  • Professional interns
  • Employees working unapproved part-time schedules
  • Casual hires
  • Global offshore payroll employees
  • Any other individual not eligible for Chevron’s U.S. health plans (the Omnibus Health Care Plan)

Please note: This communication provides only certain highlights about changes of benefit provisions. It is not intended to be a complete explanation. If there are any discrepancies between this communication and the legal plan documents, the legal plan documents will prevail to the extent permitted by law. There are no vested rights with respect to Chevron health care plans or any company contributions towards 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.