chevron health plans

COBRA continuation coverage

for U.S.-payroll employees

a girl holding on to woman on piggyback
COBRA continuation coverage allows eligible employees and their covered dependents to continue participation in company sponsored health care plans beyond the time when it would normally end, such as a termination of employment. This section provides basic information about how Chevron COBRA coverage works, who's eligible, what it costs, and the enrollment process. In addition to the standard COBRA information below, be sure to also review some of the additional considerations included here for those with special situations, like if you're eligible for retiree medical or if you are leaving Chevron with severance.

COBRA basics

Start here to understand the basics of how COBRA coverage works and what you need to know and do. This information applies to both standard COBRA and subsidized COBRA that may be offered if you leave Chevron with severance. If you still have questions, contact the COBRA administrator.

how it works

  • COBRA coverage is only available for these health plans: medical (includes prescription drugs and basic vision), dental, behavioral health, Vision Plus Program, health care flexible spending account (Health FSA), Health Decision Support (second medical opinion service) and Healthy You.
  • The health plan choices available through COBRA - including how they work, what they cover and the provider network - are the same as the health plan choices available through active employee coverage.
  • You can elect COBRA coverage for the plans in which you’re enrolled on the day before your termination of employment date. So, for example, if you’re not enrolled in Chevron medical, you cannot elect COBRA medical coverage.
  • You can change your plan choice when you elect COBRA coverage. For example, if you are enrolled in the HDHP as an active employee and are eligible for COBRA medical coverage, you can decide to change from the HDHP to the Medical PPO when you make your COBRA enrollment election.
  • You can enroll your eligible dependents that are enrolled as your dependents in active employee coverage on the day before your termination of employment date. In addition, your dependents can only elect continuation coverage for the plans in which they are enrolled on the day before your termination of employment date. So, for example, if your dependent(s) are not enrolled in Chevron medical, you cannot elect COBRA medical coverage for those dependents.
  • Expect to restart your deductible and out-of-pocket maximum. The health plan choices, including how they work and what they cover, don't change under COBRA. However, due to administrative procedures, you will likely receive a new ID card and be assigned a new group number when you move to COBRA coverage, even if you remain enrolled in the same plan as when you were an active employee. This means that most participants can expect to restart your plan's applicable annual deductible(s) and out-of-pocket maximum(s) even if you previously met these maximums as an employee. If you have any questions about this, contact your health plan claims administrator directly for more details about your personal situation.
  • COBRA coverage is available for a limited time. COBRA coverage is typically available for up to 18 months. In some cases, due to disability or subsequent qualifying events, coverage may be available up to 29 or 36 months.
  • All terminated eligible employees will be offered the opportunity to enroll in COBRA, even if you’re eligible for Chevron retiree medical coverage. 
  • There is a separate open enrollment period for COBRA. Typically held each November, the COBRA open enrollment period provides an opportunity for you to change your COBRA health coverage elections, including adding or dropping dependents. Changes you make during COBRA open enrollment take effect on the following January 1.  

when it starts

Your active employee benefits generally end on your termination of employment date. However, if you’re enrolled in a company-sponsored health plan (like medical, dental, vision and behavioral health) your employee health coverage automatically continues until the last day of the month in which your employment ends.


  • At the end of the month, your active employee health plan coverage will then be terminated.
  • If you timely elect COBRA coverage, your health coverage will be reactivated, retroactive to the date your active employee coverage ended.
  • Example: Termination of employment date is March 10. Active employee health coverage ends March 31. COBRA coverage takes effect retroactive to April 1.

If you make timely elections, there is no gap in coverage. However, there could be a period of time in which your active coverage has lapsed, and your COBRA coverage has not yet been reinstated. If you incur any eligible health care expenses before the plan carrier(s) have been notified of your reinstated coverage, you can submit a claim directly to your health plan administrator for reimbursement. This means you may have to pay out of your own pocket at the time of service and submit a claim to be reimbursed later once your coverage is reinstated. 


Remember, you must make an election within the 60-day enrollment period to continue coverage for you and any eligible dependents. Enrollment is not automatic. To minimize the lapse in coverage between active employee coverage and reinstatement under COBRA, make your elections and payment as soon as possible. See the Enrollment tab above for more details about the enrollment and initial payment process.

cost of coverage

The cost for standard COBRA coverage is 102 percent of the total group cost. Standard COBRA coverage costs more than employee coverage because Chevron does not contribute to the cost of standard COBRA. This means, you’ll be responsible for paying both the employee and company contributions to coverage, plus a 2% administrative fee.

 

The cost for subsidized COBRA coverage is as follows:

  • Chevron will continue to contribute to the cost of your medical and/or behavioral health coverage when you leave Chevron due to a qualifying severance.
  • This means you will pay the same monthly premium for your COBRA medical coverage as other similarly enrolled active Chevron employees.
  • The 2% administration fee does not apply to subsidized COBRA coverage. 

Your COBRA enrollment package provides more information about making payments and the applicable due dates for payments, including how to enroll in AutoPay.

wellness credit

If you are receiving reduced medical premiums because you have qualified for the Wellness Credit under health rewards, your Wellness Credit ends when your employment ends and doesn’t apply to COBRA – whether subsidized or not. This means if you pay $0 per month for your Chevron employee medical coverage, you will have to pay a monthly COBRA medical premium even with subsidized COBRA.

receive enrollment package

Your company-sponsored health plans (like medical, dental, vision and behavioral health) end on the last day of the month in which your employment terminates. Your active employee coverage remains terminated until you submit your COBRA elections and payment.

  • All terminated, eligible employees will receive a COBRA package within 44 days of leaving Chevron, even if you’re eligible for Chevron retiree medical coverage.
  • The package includes a personalized enrollment worksheet, your costs for coverage, and detailed information about enrollment procedures and payment requirements.
  • The enrollment package typically arrives much faster, but you can also call BenefitConnect COBRA two - three business days after your termination of employment date to process your enrollment faster.

enroll for coverage, if desired

Your enrollment package provides personalized instructions for enrollment.

  • Under federal law, you have a 60-day deadline (stated on your election notice) to decide whether you want to elect COBRA continuation coverage.
  • To minimize the lapse in coverage between active employee coverage and COBRA coverage, make your elections and payment as soon as possible.
  • If you do not enroll by your enrollment deadline, you will lose your right to elect COBRA continuation coverage.
  • If you reject COBRA continuation coverage before the enrollment deadline date, you may change your mind as long as you contact BenefitConnect | COBRA before your 60-day enrollment deadline. 

interim health care expenses

If you make timely elections, there is no gap in coverage. However, there could be a period of time in which your active coverage has lapsed, and your COBRA coverage has not yet been reinstated. If you incur any eligible health care expenses before the plan carrier(s) have been notified of your reinstated coverage, you can submit a claim directly to your health plan administrator for reimbursement. This means you may have to pay out of your own pocket at the time of service and submit a claim to be reimbursed later once your coverage is reinstated. 

be sure to cancel retiree medical coverage

You cannot be enrolled in both COBRA and Chevron retiree health benefits for the same plan at the same time. For example, you cannot be enrolled in COBRA medical and pre-65 retiree medical coverage at the same time; you can only choose one or the other.

  • If you or your dependent is eligible for pre-65 Chevron retiree health coverage you must make an election to cancel/decline any pre-65 retiree health coverage that you have decided to elect under COBRA.
  • You must cancel/decline applicable pre-65 retiree health coverage within 31 days of your employment termination date.

submit first payment

Your COBRA enrollment elections are not complete, and your coverage will not be reinstated until your first payment is received in full. 

  • Once you’ve made your enrollment choices, your first invoice will be sent to you in the mail. You can also use the one-time payment feature.
  • If you don’t make your first payment in full by the deadline, you’ll lose all COBRA continuation coverage rights with respect to that qualifying event.
  • You’re responsible for making sure that the amount of your first payment is correct. 

paying for ongoing coverage

After you make your first payment for COBRA continuation coverage, you’ll have to make periodic payments for each coverage period that follows. The enrollment package you receive will explain the process for making payments and the applicable due dates for ongoing payments, including how to enroll in AutoPay.


your basic choices

Leaving Chevron is an important enrollment milestone for Chevron pre-65 and post-65 retiree health benefits. If you are eligible for both COBRA and retiree health benefits at the time of your termination of employment with Chevron, you will have these three options for you and your eligible dependents: 


  • Enroll in COBRA coverage (including subsidized COBRA) and waive Chevron retiree health benefits until you reach another enrollment milestone (if any).
  • Enroll in COBRA coverage for some plans, and Chevron retiree health benefits for others (referred to as split coverage).
  • Enroll in Chevron retiree health benefits and waive COBRA coverage.
  • Waive both COBRA and Chevron retiree health benefits.

can I split coverage?

Split coverage allows you to mix and match between types of coverage - COBRA coverage, Chevron retiree health coverage, or a combination of the two.

  • Each participant can choose between the COBRA plan or the equivalent retiree health plan (just but not both for the same plan). For example, you could enroll yourself in retiree medical but COBRA dental, but you cannot enroll yourself in both retiree medical and COBRA medical at the same time.
  • The retiree can choose a different coverage type from their dependents. For example, the retiree can choose retiree coverage and the dependent, COBRA.

WARNING: The ability to split coverage provides you with more flexibility, but split coverage is not advisable for every situation. You are strongly encouraged to carefully consider all aspects of your personal situation against important health plan rules, retiree enrollment milestone rules, and Medicare rules before making enrollment decisions. We've provided a list of resources and contacts below to help you get started.

what should I choose?

Should I enroll in COBRA first, then retiree health benefits later?
Should I split coverage between retiree health and COBRA?
Should I enroll my dependents now or later?

Unfortunately, there are no one-size-fits-all answers. There are an assortment of rules - from Medicare rules to retiree health plan rules - that will affect each person differently. For one person, enrolling in COBRA might be the best answer but for another it may not. The answer depends heavily on a variety of personal factors including:

  • Your age
  • The age of your eligible dependents
  • Are you already covering dependents, or do you need to add them to your coverage
  • Are post-65 participants already enrolled in Medicare
  • If you don’t enroll at the Leaving Chevron enrollment milestone, are there other retiree health enrollment milestones you can use to enroll yourself and desired dependents

The best answer we can give is to do your research. Understanding the rules and features of each choice will help you weigh your options against your personal situation. See our suggestions below for the resources that can help you learn, ask questions, and make choices.

learn more, ask questions, make choices

We suggest these resources as you start to think about COBRA vs. retiree health benefits:

  • See the Special Situations section below, on this page, for key rules that specifically affect pre-65 and post-65 participants. This provides a foundation from which to start.
  • Ask clarifying questions. Contact the HR Service Center to further discuss your personal situation including retiree benefit eligibility, enrollment choices, and enrollment milestones. If you or any of your dependents are (or will become) Medicare eligible, be sure to talk to Medicare to fully understand rules, choices and the process.


There are special U.S. Department of Labor rules that apply to COBRA participants who are Medicare eligible (either due to age or disability). These rules apply to all Medicare-eligible COBRA participants, including you and any of your enrolled dependents, as applicable. They also apply whether or not you decide to enroll in Medicare. 

special rules for payment of claims

There is special handling for reimbursement of covered services for COBRA participants who are Medicare eligible (either due to age or disability): 

  • For Medicare-eligible COBRA participants, Medicare will be the primary payer of your medical claims.*
  • Your Chevron medical COBRA coverage will automatically pay secondary.

What does this mean? As the secondary payer, your Chevron COBRA medical plan will subtract the amount that Medicare Part A and Part B should pay toward your services before paying your medical claims. Your claims are paid in this manner even if you choose to not enroll in Medicare while you're enrolled in COBRA coverage. 


Why does it matter? The amount your Chevron COBRA plan may pay toward the cost of services may be significantly reduced because your COBRA plan is automatically paying secondary. If you have not enrolled in Medicare, you could be responsible for a large portion of the cost for services (and in some cases, the total cost) that would have ordinarily been paid by Medicare. 


* Your Chevron medical COBRA coverage pays primary in the event you have Medicare due to End-Stage Renal Disease (ESRD).

enrolling in medicare during COBRA

The following applies to COBRA participants who:

  • Are Medicare-eligible but not already enrolled in Medicare at the time of COBRA enrollment.
  • Become eligible for Medicare during their COBRA coverage period (either due to age or disability)

If this applies to you and/or a dependent, you have these choices:

  • Don't enroll in Medicare and continue participation in COBRA. However, don't forget the rules discussed above. Even if you don't enroll in Medicare, your Chevron COBRA coverage will automatically pay claims secondary as though enrolled in Medicare. You could be responsible for a large portion of the cost for services (and in some cases, the total cost) that’s ordinarily paid by Medicare. 
  • Enroll in Medicare. If the participant decides to enroll in Medicare, COBRA will end, as per U.S. Department of Labor rules. You must contact BenefitConnect COBRA to disclose you have Medicare coverage so that your COBRA coverage benefits are terminated as per rules and requirements.

WARNING: Before making enrollment decisions, you are strongly encouraged to review Medicare.gov or contact Medicare directly to understand the complexities of your personal situation, including any potential Medicare penalties or gaps in coverage should you choose to delay enrollment to remain in COBRA coverage.

if you're already enrolled in medicare

Medicare-eligible participants who are already enrolled in Medicare at the time of COBRA enrollment are allowed to enroll in COBRA coverage for the full eligibility period (typically 18 months).

 

if you die while enrolled in Chevron COBRA coverage

Your dependents are eligible to enroll in Chevron survivor coverage if:

  • They are also enrolled in Chevron COBRA coverage as your dependent as of the date of your death.
  • They report your death to the HR Service Center within 60 days of the date of your death. 

special situations

for pre-65 employees

In addition to the standard COBRA information above, there are special situations that might affect your COBRA coverage or your decision to enroll as a pre-65 employee.

All benefits-eligible retirees must enroll in Chevron retiree health benefits upon reaching certain enrollment milestones. As a pre-65 employee eligible for retiree health benefits, you have the choice to enroll in COBRA coverage or decline COBRA and enroll directly for retiree health benefits when you leave Chevron. The following information, along with the retiree health information included in Leaving Chevron, should be considered as you make your post-employment health benefit enrollment decisions:

  • If you are a pre-65 employee and decide to enroll in Chevron retiree health benefits due to the Loss of Chevron COBRA coverage enrollment milestone, be advised that you are only permitted to enroll at either the end of your subsidized COBRA period (if applicable) or at the end of your full COBRA eligibility period (typically 18 months).
  • If you or your dependent is eligible for pre-65 Chevron retiree health coverage, and you plan to participate in COBRA coverage, you must make an election with the HR Service Center or on the BenefitConnect website to cancel/decline your pre-65 retiree coverage within 31 days of when your employment ends. 
  • Participants who are post-65 at the time of COBRA enrollment, are permitted to continue COBRA coverage for the full eligibility period (typically 18 months) as long as you timely pay your premiums.  
  • You do not need to be enrolled in Medicare Part A and Part B coverage to participate in COBRA. However, if you (or your eligible dependent) are eligible for Medicare, Medicare will be the primary payer of your medical claims. Your Chevron medical COBRA coverage will be secondary. As the secondary payer, your Chevron medical plan will subtract the amount that Medicare Part A and Part B should pay toward your services before paying your medical claims. Your claims are paid in this manner even if you choose to not enroll in Medicare while you're enrolled in COBRA coverage. This means that if you are not enrolled in Medicare Part A and Part B, you will not receive the maximum level of reimbursement under Medicare and your Chevron medical plan for any services while enrolled in COBRA. 
  • The costs for Chevron retiree health coverage and COBRA continuation coverage will differ. Keep in mind the company contributes to retiree health coverage, if you’re eligible, but generally doesn’t contribute to COBRA continuation coverage (unless you're eligible for subsidized COBRA due to severance).

Retiree enrollment milestone reminder

As a pre-65 employee who is eligible for retiree health benefits, don't forget that Loss of Chevron COBRA coverage is an enrollment milestone. Furthermore, as a pre-65 employee, this milestone limits your ability to enroll at either the end of your subsidized COBRA period (if applicable) or at the end of your full COBRA eligibility period (typically 18 months). 

Therefore, if you intend to enroll in Chevron retiree health benefits at the end of your subsidized COBRA period, it's your responsibility to initiate enrollment at the appropriate time as per the enrollment milestone. You will not receive a reminder when your subsidy period ends, and you will not receive an enrollment milestone reminder from Chevron. Please review the Loss of Chevron COBRA coverage enrollment milestone discussed on Leaving Chevron for further details.

If a COBRA participant turns age 65 (and becomes eligible for Medicare) during their COBRA coverage period (typically 10 months), the participant can:

  • Continue participation in COBRA. However, your COBRA coverage will automatically pay claims secondary to Medicare. This means if you are eligible for Medicare but don't enroll, the benefits paid under your Chevron COBRA plan may be significantly reduced because your COBRA plan is assuming Medicare is paying claims as primary, even if you haven’t enrolled in Medicare. You could be responsible for a large portion of the cost for services (and in some cases, the total cost) that’s ordinarily paid by Medicare.
  • Enroll in Medicare. If you decide to enroll in Medicare, COBRA will end, as per U.S. Department of Labor rules. you must contact BenefitConnect COBRA to disclose you have Medicare coverage so that your COBRA coverage benefits are terminated as per rules and requirements.

This applies to any participant turning 65 and/or becoming Medicare eligible - you the retiree, or an enrolled dependent.


Remember, turning age 65 and becoming eligible for Medicare is an enrollment milestone for you, the retiree. This means you will be permitted to enroll yourself and your dependents in Chevron retiree health benefits at this time.

  • As a reminder, Chevron post-65 retiree health benefits require enrollment in Medicare Part A and Part B to enroll, so you'll need to plan ahead at least four months in advance of turning age 65 to start Medicare enrollment. Learn more about post-65 retiree health benefits.

In addition to the COBRA rules above, keep these additional rules in mind if you have a pre-65 dependent who will turn age 65 at some point during the COBRA eligibility period:

  • Turning age 65 and becoming eligible for Medicare is not an enrollment milestone for your dependent. This means your dependent cannot start participation in Chevron retiree health benefits only because they turned age 65 while on COBRA coverage.
  • As a pre-65 employee who is eligible for retiree health benefits, the Loss of Chevron COBRA coverage enrollment milestone limits your ability to enroll in Chevron retiree health coverage to either the end of your subsidized COBRA period (if applicable) or at the end of your full COBRA eligibility period (typically 18 months). This means it's possible that you will not be able to enroll yourself and your dependent in Chevron retiree health coverage at the time your dependent's COBRA coverage ends and your dependent may therefore experience a gap in coverage.
  • The Loss of Chevron COBRA coverage enrollment milestone only allows you to cover dependents who are currently enrolled in Chevron COBRA coverage. If your dependent experiences a gap in coverage due to losing COBRA coverage at age 65, you must wait until the next applicable enrollment milestone, if any, to enroll your dependent in Chevron retiree health coverage.

As a reminder, participants who are already post-65 when electing COBRA coverage are eligible to maintain COBRA coverage for the entire eligibility period, if desired.

Be sure to speak directly to your current employee medical plan claims administrator to understand if your coverage extends outside the U.S., and if it does, how it works.

special situations

for post-65 employees

In addition to the standard COBRA information above, there are special situations that might affect your COBRA coverage or your decision to enroll as a post-65 employee.

All benefits-eligible retirees must enroll in Chevron retiree health benefits upon reaching certain enrollment milestones. As a post-65 employee eligible for retiree health benefits, you have the choice to enroll in COBRA coverage or decline COBRA and enroll directly for retiree health benefits when you leave Chevron. The following information, along with the retiree health information included in Leaving Chevron, should be considered as you make your post-employment health benefit enrollment decisions:

  • Because you are post-65 at the time you terminate employment, you're permitted to continue COBRA coverage for your full eligibility period (typically 18 months) as long as you timely pay your premiums. The same rule applies if your eligible dependent is also currently post-65. 
  • You do not need to be enrolled in Medicare Part A and Part B coverage to participate in COBRA. However, if you (or your eligible dependent) are eligible for Medicare, Medicare will be the primary payer of your medical claims. Your Chevron medical COBRA coverage will be secondary. As the secondary payer, your Chevron medical plan will subtract the amount that Medicare Part A and Part B should pay toward your services before paying your medical claims. Your claims are paid in this manner even if you choose to not enroll in Medicare while you're enrolled in COBRA coverage. This means that if you are not enrolled in Medicare Part A and Part B, you will not receive the maximum level of reimbursement under Medicare and your Chevron medical plan for any services while enrolled in COBRA. 
  • If your dependent is eligible for pre-65 Chevron retiree health coverage, and you plan to participate in COBRA coverage, you must make an election with the HR Service Center or on the BenefitConnect website to cancel/decline your dependent's pre-65 retiree coverage within 31 days of when your employment ends. 
  • The costs for Chevron retiree health coverage and COBRA continuation coverage will differ. Keep in mind the company contributes to retiree health coverage, if you’re eligible, but generally doesn’t contribute to COBRA continuation coverage (unless you're eligible for subsidized COBRA).

Retiree enrollment milestone reminder

As a post-65 employee who is eligible for retiree health benefits, don't forget that Loss of Chevron COBRA coverage is an enrollment milestone. If you intend to enroll in Chevron retiree health benefits at the end of your subsidized COBRA period, it's your responsibility to initiate enrollment at the appropriate time as per the enrollment milestone. You will not receive a reminder when your subsidy period ends, and you will not receive an enrollment milestone reminder from Chevron. Please review the Loss of Chevron COBRA coverage enrollment milestone discussed on Leaving Chevron for further details.

If a COBRA participant turns age 65 during their COBRA coverage period, COBRA will end, as per U.S. Department of Labor rules. If you intend to enroll a pre-65 dependent who will turn age 65 at some point during the COBRA eligibility period (typically 18 months), plan ahead to ensure your dependent continues to have health coverage at age 65. If you want your dependent to be enrolled in Chevron retiree health coverage, you must elect Chevron post-65 retiree health coverage for yourself and your eligible dependent(s) prior to your dependent turning age 65. That's because:

  • The Loss of Chevron COBRA coverage enrollment milestone only allows you to cover dependents who are currently enrolled in Chevron COBRA coverage. If your dependent has lost COBRA coverage due to turning age 65, you will not be able to enroll your dependent in Chevron post-65 retiree health benefits at the Loss of Chevron COBRA coverage milestone. 
  • Your dependent's participation in Chevron retiree health coverage is tied to your participation in Chevron post-65 retiree health coverage. You cannot enroll your dependent in Chevron retiree coverage while you remain enrolled in COBRA coverage.

As a reminder, you and any eligible dependents who are already post-65 when electing COBRA coverage are eligible to maintain COBRA coverage for your entire eligibility period, if desired.

Be sure to speak directly to your current employee medical plan claims administrator to understand if your coverage extends outside the U.S., and if it does, how it works.

special situations

for employees leaving with severance

If you’re eligible for a qualifying severance pay plan, Chevron may continue to contribute to the cost of medical and mental health and substance use disorder continuation coverage for a set period of time. This is called subsidized COBRA continuation coverage

If you are eligible to participate in a qualifying severance pay plan, and you’re eligible for and enroll in Chevron COBRA continuation coverage, then Chevron will subsidize your medical and mental health and substance use disorder COBRA coverage for a period of time, as specified under your Severance Plan.

  • The subsidized COBRA rate applies to the first months of the full COBRA eligibility period, which is typically 18 months. 
  • Severance does not reduce or extend the total period of time you're allowed to stay enrolled in COBRA coverage. Severance only changes the cost of your coverage for the first months of coverage.
  • Subsidized COBRA only applies to medical and mental health and substance use disorder coverage. It doesn't apply to dental, vision or other health continuation coverage benefits.
  • Chevron will contribute to the cost of your medical and/or mental health and substance use disorder coverage. This means you will pay the same monthly premium for your COBRA medical coverage as other similarly enrolled active Chevron employees. The 2% administration fee does not apply to subsidized COBRA coverage. 
  • If you are receiving reduced medical premiums because you have qualified for the Wellness Credit under Health Rewards, please note that your Wellness Credit ends when you terminate employment and the premium reduction no longer applies to your medical premium, even if you have subsidized COBRA coverage.

Here's how to estimate the monthly cost of COBRA coverage (standard and subsidized) for the current plan year.

If you're eligible for subsidized COBRA, your COBRA enrollment worksheet and your COBRA invoices accurately reflect your current premium payment amount at the subsidized rate. 

  • Your enrollment package will also indicate the date your subsidized rate expires
  • Your invoices will automatically reflect the new monthly premium rate when your subsidized COBRA coverage period has expired; you will not receive a reminder when the subsidy period ends

If you die while enrolled in Chevron subsidized COBRA coverage, your dependents are eligible to enroll in Chevron survivor coverage if:

  • They are also enrolled in Chevron subsidized COBRA coverage as your dependent as of the date of your death.
  • They report your death to the HR Service Center within 60 days of the date of your death.

If enrolled in subsidized COBRA on the date of your death, your survivors will be able to finish the full subsidized COBRA coverage period, however they must elect Chevron survivor coverage at the end of their subsidy period to remain eligible for Chevron survivor coverage. If your survivors choose to continue COBRA coverage beyond the subsidy period, they will forfeit all future eligibility for Chevron survivor coverage. 

icon: stack of documents
learn more

More information about COBRA continuation coverage is included in the summary plan description (SPD) for each individual health plan.

icon: box with headset, apple, flower
leaving chevron late in the year?

If you're leaving Chevron October through December, here are open enrollment, health benefit elections and other considerations you should know as you are planning your post-employment benefit decisions:

contacts

via benefits

COBRA continuation coverage

  • Plan Type  Continuation coverage for health plans
  • Eligibility  U.S. Payroll Employees
  • Enrollment  Call BenefitConnect|COBRA or access their website
  • Claims Administrator  BenefitConnect|COBRA 
  • Phone (Inside U.S.) 1-877-292-6272 
  • Phone (Outside U.S.) 1-858-314-5108
  • Website  https://cobra.ehr.com
  • Claim Form  BenefitConnect|COBRA only manages eligibility, enrollment and monthly premium payments for COBRA coverage. If you need help with a claim for health services or questions about what the health plan covers or does not cover, contact your health plan claims administrator directly.
  • Address  BenefitConnect COBRA | Dept:COBRA | PO Box 981915 | El Paso, TX 79998



This communication provides only certain highlights about 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. Oral statements about plan benefits are not binding on Chevron or the applicable plan. 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. Unless required by applicable law, there are no vested rights with respect to any Chevron health and welfare plan benefit or to any company contributions towards the cost of such health and welfare plan benefits. Some benefit plans and policies described in this document may be subject to collective bargaining and, therefore, may not apply to union-represented employees.