dependent ages out

Under the rules of Chevron benefit plans you can cover:

  • Your children that are under age 26 (age 25 for purposes of the Dependent Life Insurance and the Voluntary Group Accident Insurance plans) and are your natural, legally adopted child, foster child or stepchild or the natural or legally adopted child, foster child or stepchild of your domestic partner. 
  • You can cover your other dependents if they are under age 26 (age 25 for purposes of the Dependent Life Insurance and the Voluntary Group Accident Insurance plans), are not married, are financially dependent on you for a minimum of 50% of their financial support, a member of your household and you act as their legal guardian. 
  • Special rules apply to dependents that are incapacitated or physically or mentally disabled. Contact the HR Service Center for further information.

You have 31 days from the date your child no longer meets the dependent eligibility requirements to change your benefits. Your child may be eligible to continue health plan coverage under COBRA, if you notify the HR Service Center within 60 days after the first of the month coinciding with or following your dependent's birthday.

If you feel that your dependent may qualify to continue coverage beyond the maximum age due to being incapacitated or physically or mentally disabled, contact the HR Service Center, in advance of your dependent turning the maximum age, for further assistance and instructions about how to certify your dependent to be eligible to continue coverage.

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.