U.S.-payroll employee

Be sure to review each plan’s summary plan description for the specific eligibility rules that apply; what’s provided here is intended to be an overview. In general, you can cover the following dependents under most plans:

Spouse

If you’re legally married under the law of a state or other jurisdiction where the marriage took place, you can enroll your spouse. However, you can’t enroll your spouse for coverage if he or she is already enrolled as an employee or retiree or is on active duty in the armed forces of any state, country or international authority.

Domestic partner

A domestic partnership is established when you and your partner meet one of the following:

• You and your partner are all of the following:
  • At least age 18 and of legal age.
  • Mentally competent to enter into contracts.
  • Jointly responsible for each other’s welfare and financial obligations and have lived together for at least six months.
  • In an intimate, committed relationship of mutual caring that has existed for at least six months and is expected to continue indefinitely.
  • Not related by blood.
  • Not married to anyone other than each other.
• You live in California and meet all of the requirements of the California Family Code section 297 definition of a domestic partner, including the requirement to have registered your domestic partner with the Secretary of State’s office.
• You live in another state that recognizes civil unions or state-recognized domestic partnerships and have entered into a civil union or state-recognized domestic partnership and reside in that state.   
• You and your partner have entered into a civil union in a state that recognizes civil unions, but reside in a state where that civil union is not recognized.
• You meet other criteria set forth in the Chevron Affidavit of Domestic Partnership.

Children

Children include your and your spouse/domestic partner’s natural child, stepchild, legally adopted child, foster child, or a child who has been placed with you or your spouse/domestic partner for adoption. Eligible children can be covered up to age 26 under health plans (age 25 for purposes of the Dependent Life Insurance and the Voluntary Group Accident Insurance plans). Coverage can continue after age 26, provided he or she is enrolled in the plan and meets the plan’s definition of an incapacitated child. 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.

Other dependents

You can enroll an other dependent for coverage if he or she is not married, younger than age 26 (age 25 for the Dependent Life Insurance and the Voluntary Group Accident Insurance plans), is a member of your household, is someone for whom you act as a legal guardian, and is someone who is dependent on you (or on your spouse/domestic partner) for more than 50 percent of his or her financial support. Coverage can continue after age 26, provided he or she is enrolled in the plan and meets the plan’s definition of an incapacitated child. 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.

Other dependents are not eligible for Group Critical Illness and/or Group Hospital Indemnity Insurance coverage.

Attention Chevron couples

If your spouse or domestic partner is also a Chevron employee or retiree, you should be aware of the following: 

• For medical and dental coverage, each of you can be covered as an employee or a retiree, or one of you can be covered as a dependent, but not both. Only one of you can cover any eligible children as dependents.
• For the Voluntary Group Accident Insurance Plan, if you’re both employees, each of you can be covered as an employee with single coverage or one of you can cover both of you with family coverage. If you’re an employee, you can cover your retired spouse or domestic partner with family coverage.
• For the Dependent Life Insurance Plan, you can’t cover your spouse or domestic partner as a dependent if he or she is also enrolled in the Supplemental Life Insurance Plan.
• For the Dependent Life Insurance Plan, if you’re both employees, only one of you can choose the Child Coverage option for your eligible children. The plan administrator will not process more than one claim per dependent.

Employees are required to verify the eligibility of any new dependents you intend to enroll in your Chevron health plans. If you enroll your dependent(s) in health coverage during your 31-day deadline, you have up to 60 days to obtain and submit requested documentation that verifies your dependent(s) are eligible to participate in Chevron’s health benefits. If you don’t provide acceptable documentation by the deadline, your dependent(s) will be disenrolled from coverage. Dependent verification will be required if you enroll dependent(s) in any of the following health benefits:

• Medical
• Dental
• Vision Plus Program

After you submit your documentation, a statement confirming your dependent’s eligibility to participate will be sent to you.

• If additional information is required, you’ll be notified.
• If your dependent is not eligible to participate, the dependent will be disenrolled from the plan at the end of the month in which you receive notification.
• If the 60-day deadline to submit the documentation expires and the HR Service Center has received no documentation or insufficient documentation, then the dependent will be disenrolled from the plan at the end of the month in which the 60-day deadline occurs.

If your dependent is disenrolled from coverage, you are still allowed to re-enroll your dependent(s) again at the next open enrollment period or with 31-days of a qualifying life event, but you’ll be required to follow the dependent verification process again at that time.

Go to the dependent verification process page for more information.

Be sure to notify your supervisor of all absences. You also need to call the HR Service Center and choose the option to report an absence due to illness or injury if:

• Your absence is due to a personal illness or injury that lasts longer than five consecutive workdays - or for a time span that approximates five workdays or the equivalent over a short time period.
• You want to apply for job protection under the Family and Medical Leave Act of 1993 (FMLA) or a related state leave law for any length of time related to your own personal illness or injury, military caregiver leave, qualifying exigency leave, to care for a qualified family member or the birth, placement or adoption of a child. To be eligible, you must give your supervisor and Reed Group at least 30 days’ notice, or as much notice as is practical.

When you call Chevron's third-party absence management partner, be ready to provide personal information to identify yourself, such as your personnel number, the last four digits of your Social Security Number, details of your absence, your doctors’ names and contact information.

Employees are required to verify the eligibility of any new dependents you intend to enroll in your Chevron health plans. If you enroll your dependent(s) in health coverage during your 31-day deadline, you have up to 60 days to obtain and submit requested documentation that verifies your dependent(s) are eligible to participate in Chevron’s health benefits. If you don’t provide acceptable documentation by the deadline, your dependent(s) will be disenrolled from coverage. Get important details and instructions about the dependent verification process here. Dependent verification will be required if you enroll dependent(s) in any of the following health benefits:

• Medical
• Dental
• Vision Plus Program

After you submit your documentation, a statement confirming your dependent’s eligibility to participate will be sent to you.

• If additional information is required, you’ll be notified.
• If your dependent is not eligible to participate, the dependent will be disenrolled from the plan at the end of the month in which you receive notification.
• If the 60-day deadline to submit the documentation expires and the HR Service Center has received no documentation or insufficient documentation, then the dependent will be disenrolled from the plan at the end of the month in which the 60-day deadline occurs.

If your dependent is disenrolled from coverage, you are still allowed to re-enroll your dependent(s) again at the next open enrollment period or with 31-days of a qualifying life event, but you’ll be required to follow the dependent verification process again at that time.

You can enroll any time for the benefits listed below, but if you enroll within the 90-day deadline, active, full-time employees age 65 and under will only be subject to reduced medical underwriting (called the Modified Guaranteed Issue Comprehensive application)

• Long-Term Care Insurance

You must enroll to participate, but you can choose to enroll in these benefits at any time:

• Employee Savings Investment Plan (ESIP)
• Health Savings Account (HSA)*
• Group Auto and Home Insurance

*You will not be eligible for the company contribution if you enroll after your initial 31-day deadline for health and welfare benefits; however, you are eligible to open and start or stop contributing in the HSA at any time if you are eligible to participate.

You do not need to enroll for the following benefits; you’re automatically covered, if eligible, and can engage with these benefits and programs at any time desired.

• Basic Life Insurance Plan
• Basic Long-Term Disability
• Basic Vision*
• Bonding Benefit
• Business Travel Accident Insurance
• Chevron Incentive Plan (CIP)
• Chevron Retirement Plan (pension benefit)
• Employee Assistance & WorkLife Services
• Family Care Benefit
• Health Decision Support*
• Holidays
• Mental Health and Substance Use Disorder Plan
• On-the-Job Accident Insurance
• Short-Term Disability
• Vacation

You can generally choose to participate in these programs and services at any time, if you’re an eligible employee.

• Adoption Reimbursement Program
• Chevron Federal Credit Union
• Child care and parenting resources
• Dependent Care Travel Expense Reimbursement
• Employee fuel discount
• Health Rewards
• Recognition and reward programs
• Wellness programs
• Rethink parenting resources

* To be eligible for this coverage, you must be enrolled in a Chevron-sponsored medical plan. If you enroll in a Chevron medical plan, then you will also automatically receive this coverage.

If you enroll your dependent(s) in health coverage on the BenefitConnect website, you are required to verify the eligibility of your dependents to participate in Chevron health plans. You have up to 60 days to obtain and submit requested documentation that verifies your dependent(s) are eligible to participate in Chevron’s health benefits. If you don’t provide acceptable documentation by the deadline, your dependent(s) will be disenrolled from coverage.

online

If you haven’t already, review important details and instructions for completing the dependent verification process here. You can upload proof documentation on the BenefitConnect website.

by phone

If you don’t have internet access, contact the HR Service Center for further instructions about how to submit your proof documentation. 

If you are eligible and want to open and contribute to a BenefitWallet HSA through payroll deductions, you must first enroll from the BenefitConnect website, just as you do for your other health and welfare benefits.

online

You can enroll in the BenefitWallet HSA with payroll deductions on the BenefitConnect website. Do not enroll directly from the BenefitWallet website or by calling BenefitWallet; you must take the first step and start enrollment from the BenefitConnect website.

by phone

Enrollment in the BenefitWallet HSA is not available by phone. You must enroll online from the BenefitConnect website to participate in payroll deductions and be eligible for the company contribution.

final step

Visit the Health Savings Account (HSA) page, Company Contribution section, How to enroll and open an account for complete instructions about what happens next and what additional steps you'll need to complete after you enroll. Contact BenefitWallet directly if you have questions.

online

You can enroll in the Chevron Employee Savings Investment Plan (ESIP) on the Fidelity website.

by phone

If you don’t have internet access, you can also call Fidelity to enroll in the ESIP.

Group Auto Insurance is insured through Farmers GroupSelect and administered by Mercer Voluntary Benefits.

online

• Group Auto: www.VoluntaryBenefitsforChevron.com

by phone

Talk to Mercer Voluntary Benefits for quotes for coverage, enrollment, servicing, billing inquiries and any customer service related matters regarding Group Auto policies.

Group Home Insurance is insured through Farmers GroupSelect and administered by Mercer Voluntary Benefits.

online

• Online enrollment not available

by phone

Talk to Mercer Voluntary Benefits for quotes for coverage, enrollment, servicing, billing inquiries and any customer service related matters regarding Group Home policies.

online

You can get a quote and submit an enrollment application for Long-Term Care Insurance on the Genworth Life website.

by phone

You can also talk to Genworth Life for quotes for coverage or to begin the enrollment process.

If you work in California, are a seagoing employee or an expatriate employee, you are required by California state law to have disability insurance coverage under either the Chevron California Voluntary Disability Insurance Plan (DIP) or the California State Disability Insurance (SDI) program.

You’re already automatically covered under Chevron’s Voluntary DIP. However, if you would rather have coverage under California’s State Disability Insurance program (SDI), you must complete and return a form to decline coverage under the Chevron Voluntary DIP.

• Learn more in the California Disability Insurance Overview
• Form to Decline Coverage under the Chevron Voluntary Disability Insurance Plan (DIP)

A beneficiary is a person or trust that you designate to receive certain benefits upon your death. Just as it’s important to have an estate plan to distribute your property and financial assets, it’s also important to designate beneficiaries for your Chevron benefits. Please review the Beneficiary Designation page on this website for complete instructions to designate beneficiaries for your Chevron pay and benefits.

If you have prior service with Chevron – either as an employee, a contractor or a leased employee - you may be eligible to receive additional service credit for some of your benefits like retirement or vacation. This credit is not automatic; you must apply to request a review of your situation before a determination can be made. If you believe this situation applies to you, please return the applicable form within 60 days from your date of hire. The information you provide on your application will help Service Administration determine if your prior service meets the criteria to receive service credit under certain Chevron benefit plans or policies. Service Administration will notify you of the results via U.S. mail.

Read the description of each form carefully to determine which form(s) match your situation. 
You can complete both forms (F-36) and (F-08) if you have both prior leased employee service and prior employment. Otherwise, simply complete the one form that matches your situation.

Leased Employee Service Application (F08)

• Complete this application if you have prior contractor/leased employee service with Chevron. This means you previously performed services as a contractor or leased employee for Chevron Corporation or one of its acquired companies (including Gulf, Texaco, and Unocal) or affiliates.

Prior Service History Form (F36)

• Complete this application if you have prior employment with Chevron Corporation, a Chevron Corporation acquired company, and/or a Chevron Corporation affiliated company.

california

• Chevron Medical Provider Network for Worker’s Compensation - California law requires your employer to provide and pay for medical treatment if you are injured at work. Your employer has chosen to provide this medical care by using a Workers’ Compensation physician network called a Medical Provider Network (MPN). The California Labor Code also allows for an employee to pre-designate their personal treating physician to treat them if they are injured on the job. If desired, this pre-designation must be done prior to an injury by completing GO-1576. Completion of this form is optional.

pennsylvania

• Pennsylvania Residency Certification Form

The convenience of electronic delivery is available for the communications listed below. Take a minute today to save paper and register for electronic delivery. You can return to these websites at any time in the future to change your delivery options if you change your mind later:

• Benefit communications. You can choose to receive most benefit communications from Chevron by completing Electronic Consent on the BenefitConnect website.
• Form W-2 wage and tax statement. To sign up for electronic delivery, read the W-2 Online Disclosure and follow the instructions. (Intranet access only.)
• Pay statements. View pay statements online, sign up for email delivery, or have a paper copy mailed to you. Go to SAPHR* > Payment and Withholding > Pay Statement > then choose the Delivery Method button.

* SAPHR is available from the U.S. HR website, accessible only from a workstation connected to the Chevron GIL intranet network.

Complete compliance training requirements for all employees. Go to My HR and click on Workday Learning to get started. (Chevron intranet only). 

You should also check with your supervisor to find out about any additional information or required training for your business unit or job.

Please go to the Legal Notices library on this website to review a collection of notices that Chevron is legally-required to provide to you as a new employee. No action is required, but you should still review these notices carefully as they explain your rights as an employee and a participant in Chevron’s benefits. There are notices that apply to all new employees, and a collection of state-specific notice(s) for employees in California, Texas, New Jersey and Pennsylvania.

Go to My HR and click on Policies from the top navigation to get started. (Chevron intranet only) Be sure to review the following policies, in particular:

• Alcohol
• Controlled Substances, Drugs 
• Harassment in the Workplace
• Sickness and Injury
• Discipline

Random drug testing

Chevron is committed to a safe workplace free from the use of drugs and alcohol. Our policies include random testing up to the limits allowed by federal, national, state, provincial or local law. Learn more on the Drug and Alcohol Compliance website.

Chevron’s safety plan for wide-scale emergencies, such as a hurricane or earthquake, includes accounting for employees and telling you when it’s safe to enter your work facility. Prepare for an event before it happens:

• 1-800-334-3963 | Program your phone with the Chevron Employee Emergency Line (CEEL)
• hr.chevron.com/ceel | Add CEEL to your list of favorite websites.
• Update your emergency contact information with various Chevron systems:
  • Update emergency contacts in My HR (intranet only)
  • Update Chevron Employee Emergency Line (CEEL) website (intranet only)

After an event, when you are in a safe place, report your status by either calling CEEL or reporting in through the CEEL website. You only need to report in one time. To learn the status of your facility, call the Chevron Emergency Newsline at 1-888-281-4747 or your local facility information number as appropriate.

* SAPHR is available from the U.S. HR website, accessible only from a workstation connected to the Chevron GIL intranet network.