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family care benefit

time off to care for family

The Family Care benefit provides pay replacement, so you can take time to care for an ill or injured loved one.

quick links

Go to your time sheet (intranet)
Go to your time off balances (intranet)

related links

Family Care benefit: Checklist
State Disability and Leaves
Family and Medical Leave Act (FMLA)
Chevron Family Leave of Absence

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

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your extended family care time balance may not be correct

If you took Extended Family Care in the last 12 months, your time balance in may not have updated automatically. Extended Family Care is available on a rolling 12-month basis – not per calendar year. We will be working to manually correct the time balance in Workday until March 2025. In the meantime, if you have questions about your available Extended Family Care balance, please contact Chevron’s absence management partner.

overview

The Family Care benefit provides pay when you need time off to care for an ill or injured family member and has two separate time banks:

  • Family Care provides up to one week of pay per calendar year to care for an eligible family member for preventive care (e.g. doctor’s appointments), medical care (due to a serious health condition), COVID-19-related reasons, or for any similar purpose under any paid family or sick leave law that applies to you.
  • Extended Family Care provides up to seven weeks of pay per rolling 12-month period to care for an eligible family member with a serious health condition, or for any similar purpose under any paid family or sick leave law that applies to you. More information about how the rolling 12-month period works can be found below in the when it can be used section below.

who's eligible to participate

All full-time and part-time U.S.-payroll employees who have at least six months of health and welfare eligibility service and who are eligible for Chevron health and welfare benefits.

You may become eligible for different benefits at different times. Participation and coverage do not always begin when eligibility begins. Chevron Corporation, in its sole discretion, determines your status as an eligible employee and whether you’re eligible for the plan. Subject to the plan’s administrative review procedures, Chevron Corporation’s determination is conclusive and binding. If you have questions about your eligibility for this plan, you should contact the Chevron HR Service Center.

Eligible family members include:

  • A biological, adopted, or foster child, a stepchild, a legal ward or a child of a person standing in the place of a parent (any age).
  • A spouse, domestic partner, parent (including in-laws), brother, sister or grandparent.

when it can be used

Eligible employees can use up to one week to care for an eligible family member for the following reasons:

  • Preventive care (e.g., doctor’s appointments).
  • Medical care (due to a serious health condition).
  • During the COVID-19 national public health emergency, when you are unable to telework and need to be absent from work to:
    • Care for an eligible family member whose school or place of care has been closed (or ordered for closure) by a public official or is otherwise unavailable due to COVID-19.
    • Care for an eligible family member who is subject to a quarantine or isolation period as defined by a public health order or health care provider due to COVID-19.
  • For any similar purpose under any paid family or sick leave law that applies to you.

You can use this benefit in a minimum of one-hour increments with supervisor approval.

Eligible employees can use up to an additional seven weeks to care for an eligible family member for the following reasons:

  • Medical care (due to a serious health condition).
  • For any similar purpose under any paid family or sick leave law that applies to you.

You can use this benefit in a minimum of one-hour increments. 

To use the Extended Family Care benefit, first notify your supervisor and then follow the Disability Management process to report your absence.

Rolling 12-month period

Extended Family Care available to you is determined by a rolling 12-month period measured backward from the date you wish to use this benefit. Your time available will be the balance of seven weeks minus the time you have used in the preceding 12 months. When you report your absence to Chevron’s absence management partner, they will look back 12 months to see if you used any of your Extended Family Care benefit to determine your available balance.

Example

Mary requests two weeks of Extended Family Care to begin on February 1.

  • In looking back 12 months (from February 1 back to the previous January 31), Mary has taken six weeks of Extended Family Care (three weeks beginning April 1, two weeks beginning July 1 and one week beginning October 1). Therefore, she only has one week of Extended Family Care available.
  • After she takes the one week in February, Mary’s Extended Family Care benefit will begin to refresh on a daily basis after 12 months from her first absence. She can next take Extended Family Care beginning April 1.

how to use it

To view your available time off for Family Care, go to Time Off Balance in Workday. You will have two separate banks – one for Family Care (up to one week) and one for Extended Family Care* (up to seven weeks). The amount available for each bank is shown in hours based on your regular work schedule.

* For the Extended Family Care bank, keep in mind that time off is available on a rolling 12-month basis and this bank may not reflect your actual real-time balance. You will need to consider all Extended Family Care hours taken in the last 12 months. If you have questions about your available Extended Family Care balance, please contact Chevron’s absence management partner.

  1. You should notify your supervisor in advance when the need for time off is foreseeable or as soon as practicable.
  2. After you obtain approval from your supervisor, you (or your time administrator) will need to record your absence on your time sheet.
  1. You should notify your supervisor in advance when the need for time off is foreseeable or as soon as practicable. 
  2. After you notify your supervisor, you will need to follow the Disability Management process to report your absence. 
  3. Please note, you will be required to submit supporting documentation.

Refer to the Family Care Quick Reference Checklist for additional information about the process.

The process for recording time off depends on which benefit you’re using:

  • For Family Care, you (or your time administrator) will need to record your absence on your time sheet using the code: Family Care.
  • For Extended Family Care, you cannot code your own time. Chevron's absence management partner will notify U.S. Payroll Operations if your requested time off is approved. If it is, either U.S. Payroll Operations or your time administrator will record your absence on your time sheet using the code: Fam Care-Extended.

The Family Care benefit runs concurrently with applicable Chevron leaves and any other similar federal, state or local leave laws. In cases where another applicable leave or law provides less than 100 percent of pay, the Family Care benefit can be used to make up the difference.

  • In California, Family Care will run concurrently with any California Paid Sick Leave (PSL), regardless of purpose for use.
  • If you work in California and are eligible for California Paid Family Leave (PFL), which covers 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 Family Care benefit to receive 100 percent of your base pay.

learn more

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.

Chevron is legally required to provide certain notices to plan participants. These notices are posted on this website for your reference.

contacts

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.

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 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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