leaving chevron with severance
redeployment program
for U.S.-payroll employees
before access ends
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If you are left standing or if your expression of interest (EOI) is approved, you will enter a period of paid time called redeployment. During redeployment you'll transition your work responsibilities. You may also be able to search, prepare, and apply for your next career opportunity. Here's how redeployment works and what to expect.
program highlights
The redeployment period will generally be up to four weeks and will immediately precede your termination of employment date, as long as you continue to meet eligibility requirements.
You will be expected to successfully transition your work before your supervisor can transition you offsite to complete your redeployment period and be eligible for severance.
You and your supervisor will discuss your redeployment details, including:
- Expectations for how your work responsibilities should be transitioned.
- The last day you'll have access to the Chevron intranet network.
- The percentage of time you'll be able to engage in job search activities.
- If you'll report to the workplace during any or all of this time.
Important: Your employee access to the Chevron intranet network may be discontinued during redeployment, depending on agreements between you and your supervisor as work transition expectations are fulfilled. For this reason, there are some tasks you should complete prior to starting redeployment. Get started here.
During redeployment, you'll have the opportunity to search, prepare, and apply for job opportunities both inside and outside the company. This is also a good time to start using any career transition services available to you.
- If you participated in an Expression of Interest (EOI) process and your EOI is approved, you will not be considered for internal Chevron job opportunities.
- If you decline a Chevron job offer that is not a demotion, you are viewed as having voluntarily resigned from Chevron and would forfeit any and all severance benefits associated with an involuntary layoff. The same rule applies to Chevron job offers that require relocation.
- You may accept or decline any outside job offer received during redeployment, but you should consult your severance pay plan summary plan description to determine if your severance benefits will be affected.
If you're eligible to participate in a severance pay plan, your personalized left standing notification will include your last day on Chevron payroll, referred to as your termination of employment date.
- Your termination of employment date is also the end of your redeployment period.
- At the end of your redeployment period, your employment ends, and your regular pay and active employee benefits also end.
Upon completion of your redeployment period and when your Chevron employment has ended, you can:
- Enroll in Chevron post-employment benefits, if you haven't already done so.
- Complete the requirements to receive your severance pay benefit, if you're eligible.
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.
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