disability management process
For absences that are subject to the disability management process, you’re responsible for ensuring you timely follow all steps in the process in order to receive applicable benefits and/or job protection. Learn more here
The Bonding benefit provides paid time off for mothers and fathers to bond with their child within one year of the birth, adoption or placement for adoption or foster care.
- The maximum benefit is eight work weeks of paid time off per eligible event (subject to a maximum benefit of 8 weeks per year).
- If you are an eligible employee and become a parent, you will be able to use the benefit (up to a total of eight weeks) within one year of the eligible event, with approval for the requested time off.
when it can be used
Eligible employees must use within one year of the birth, adoption or placement for adoption or foster care. You can use this benefit in a minimum of one-week increments (unless it is being used as a top-up benefit, for example to top up California Paid Family Leave (PFL) or as part of a statutory paid benefit that allows increments shorter than one week) at any time during the 12 months following the date of birth, adoption or placement.
- A week is defined as any consecutive seven calendar days (including scheduled holidays or non-scheduled work days). For example, Monday through Sunday.
- The Bonding benefit will only be paid for scheduled work days within the week. If taken during a week that has a scheduled holiday or non-scheduled work day, the Bonding benefit will not be paid on those days and cannot be extended. This could result in a surplus of Bonding benefit hours that you are not able to use.
how to request time off
- You should notify your supervisor at least 30 days in advance when the need for time off is foreseeable. When 30 days’ notice is not possible, you should request the time off as soon as practicable.
- Next, follow the Disability Management process to report your absence. Please note you will be required to submit supporting documentation.
Refer to the Bonding Benefit Quick Reference Checklist for additional information about the process.
how it works with other leaves or benefits
The Bonding benefit runs concurrently with applicable Chevron leaves and any similar federal, state or local leave laws. In cases where another applicable leave or law provides less than 100 percent of pay, the Bonding benefit can be used to make up the difference.
- For example, if you work in California and are eligible for California Paid Family Leave (PFL), which covers approximately up to 60-70 percent of your base pay (up to the maximum benefit amount as defined by the state requirements), you can choose to use both your PFL and Bonding benefit to receive 100 percent of your base pay.
- The Family and Medical Leave Act of 1993 (FMLA) is a federal law that allows both male and female employees up to 12 weeks of job-protected leave for certain family and medical reasons, including to bond with a child following birth, adoption, or foster placement. FMLA protection runs concurrently with Short-Term Disability benefits and some leaves of absence without pay. Keep in mind, though, not all leaves are protected under FMLA.
- You can request up to six months of Chevron Family Leave to bond with or care for your newborn baby after your disability ends and you are released to return to work.
More details can be found in the Short-Term Disability Plan summary plan description.
The summary plan descriptions (SPD) provides specific details about your benefits, such as eligibility, covered services and participation rules. If there recent updates to the SPD since the last publication date, look for the summary of material modification (SMM) included in the very front of the book.
The documents listed below are called a summary of material modification (SMM). An SMM explains recent updates to your plan that are not yet captured or updated in your summary plan description (SPD) since the last publication date. Be sure to review the SMM for an understanding of important plan updates.
- Expanded uses of the Family Care benefit for COVID-19-related reasons (April 1, 2022)
- Increase to the amount of off-the-job STD coverage (January 1, 2022)
- Increase to the amount of time off for the Family Care benefit (January 1, 2021)
- New address for benefits correspondence (June 1, 2020)
- New process for requesting time off for the Bonding Benefit (October 1, 2019)
- Increase to the amount of time off for the Bonding Benefit (September 1, 2018)
chevron's absence management partner
Contact Chevron's absence management partner when you need to report an absence as part of the Disability Management process, complete documentation required for your absence, or contact your dedicated case manager.
- Call the HR Service Center phone number at 1-888-825-5247 (1-832-854-5800 Outside U.S.)
- From the U.S.-payroll employee menu, listen for the option to report an absence or request time off
- If you’re unable to report an absence yourself, you may have a family member or friend do so on your behalf
- If you prefer to report an absence online, you may do so through LeavePro at chevron.myleaveproservice.com
chevron HR service center
Contact the Chevron HR Service Center (Choose the phone menu option for Benefits) for assistance with the following time away needs:
- Verify if you are currently enrolled in the Chevron Short-Term Disability Plan and the Chevron Long-Term Disability Plan.
- If you need to enroll in or stop Optional Coverage under the Chevron Long-Term Disability Plan.
- If you want to learn about how your other Chevron benefits are affected while you are on a leave.
- If you need to pay for Chevron benefit coverage through direct billing while on leave.
This web page 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. Oral statements about plan benefits are not binding on Chevron or the applicable plan. 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.