family leave of absence
without pay
overview
Chevron's Family Leave Without Pay provides eligible employees the opportunity to take up to six months of unpaid leave for the following reasons:
- The birth of a child and to bond with the newborn child within one year of birth.
- The placement of a child with the employee for adoption or foster care and to bond with the newly placed child within one year of placement.
- To care for the employee’s eligible family member who has a serious health condition.
- For military family leaves specified by FMLA or other state laws. (Refer to the full policy document for further details.)
Chevron Family Leave offers similar job protection as FMLA; however, Chevron's Family Leave provides more time off for family reasons than the federal law, and it includes a broader definition of a family member.
get all the details
eligible employees
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.
Family Leave for birth, adoption or foster care must be concluded within one year of birth, adoption or foster care placement of a child. Depending on the reason for leave, options to take leave on an intermittent basis in separate, smaller blocks of time may be available. See HR Policy 112 for U.S.-Payroll Employees Family Leave (intranet) for further details.
what happens to your pay
Leave under this policy is unpaid. However, if eligible:
- The Bonding and Family Care benefits under the Chevron Short-Term Disability Plan may provide wage replacement (contingent on purpose for use).
- Depending on your work location and reason for leave, you may be eligible for partial pay replacement under state or local paid family and/or sick leave laws.
how it works with other leaves or benefits
Chevron Family Leave runs concurrently with applicable family leave under the Family and Medical Leave Act of 1993 (FMLA) and similar state or local leave laws such as the California Family Rights Act (CFRA) and California Healthy Workplaces Healthy Families Act of 2014 (Paid Sick Leave or PSL).
- This at-a-glance chart provides a quick look at the provisions of FMLA and Chevron Family Leave, as well as several California laws that apply to time off.
- The rules about what time qualifies as Chevron Family Leave and FMLA are complex. If you have questions about how your time off may be counted or what you need to do contact Chevron's absence management partner.
what happens to your benefits while on leave
Your eligibility to participate in Chevron medical, dental, mental health and substance use disorder coverage for you and your dependents continues during the leave, unless you cancel your coverage. (Note: To continue mental health and substance use disorder coverage for your dependents, you also must continue their medical coverage during the leave.)
To continue coverage, you must pay any required contributions at employee rates.
- You will receive direct billing information from the HR Service Center. You are responsible for making timely premium payments.
- To avoid cancellation of coverage for a late or missed payment, please call the HR Service Center within 31 days of your leave if you don't receive information regarding the direct billing of your premiums.
- If coverage ends due to late or missed payments, you and your enrolled dependents may qualify for continuing health plan coverage under COBRA by timely electing such coverage and paying the required 102 percent premiums. If you still are on leave during the open enrollment period, you can then re-enroll in a health plan at employee rates during open enrollment by contacting the HR Service Center. Coverage elected during open enrollment becomes effective the following January 1.
To cancel your coverage, call the HR Service Center.
If you cancel your medical and dental coverage, it will be reinstated effective the first day of the month after you return to work. If you return to work during the same calendar year, you will be re-enrolled automatically in the same coverage options that you had before the leave began. If you return to work in a different calendar year, you can change your medical and dental options. This assumes you return to work with Chevron on the first workday following the expiration of your leave.
Your Short-Term Disability Plan coverage and your Basic Coverage and Optional Coverage in the Long-Term Disability Plan are suspended during your leave.
- Short-Term Disability Plan coverage and Basic Coverage in the Long-Term Disability Plan are reinstated when you return to work.
- Optional Coverage in the Long-Term Disability Plan is reinstated effective the first day of the month after you return to work.
Your Basic Life Insurance Plan coverage continues during your leave, but not for more than six months.
You can continue Supplemental Life Insurance Plan coverage and Dependent Life Insurance Plan coverage for yourself and your eligible dependents. To continue coverage, you must pay the required premiums timely.
If you are a former Texaco employee, your Former Texaco Term Life Insurance Plan coverage continues during your leave. You also can continue Former Texaco Contributory Term Life Insurance Plan coverage if you pay the required contributions.
To pay any required premiums:
- You will receive direct billing information from the HR Service Center.
- To avoid cancellation of coverage for a late or missed payment, please call the HR Service Center within 31 days of your leave if you don't receive information regarding the direct billing of your premiums.
You can continue Voluntary Group Accident Insurance Plan coverage during your leave if you pay the required premiums. If you stop coverage while on leave, the coverage you had before the leave will be reinstated effective the first day of the month after you return.
- You will receive direct billing information from the HR Service Center.
- To avoid cancellation of coverage for a late or missed payment, please call the HR Service Center within 31 days of your leave if you don't receive information regarding the direct billing of your premiums.
- You can continue Long-Term Care Insurance Plan coverage and there is no change to how you pay your premiums with Genworth.
- You can continue Group Auto and Home Insurance coverage for yourself and your eligible dependents. To continue coverage, you must pay the required premiums. Contact Mercer Voluntary Benefits to arrange for direct billing during your leave.
You can continue Health Care Spending Account (HCSA) participation on an after-tax basis while on leave. If you cancel participation or if your coverage ends due to late or missed payments, you can't claim expenses incurred during the period you did not participate. To resume participation when you return to work, you must call the HR Service Center to re-enroll.
- You will receive direct billing information from the HR Service Center.
- To avoid cancellation of coverage for a late or missed payment, please call the HR Service Center within 31 days of your leave if you don't receive information regarding the direct billing of your premiums.
If your leave is more than 31 days, your contributions end. To resume your contributions, you must call the HR Service Center when you return to work. You can request reimbursement of qualified expenses incurred in the calendar year in which your leave begins, as long as there's money in your account.
Your active participation in the Employee Savings Investment Plan (ESIP) is suspended during your leave.
- Your contributions and the company's contributions stop until you return to work.
- Your accounts remain invested and continue to share in earnings, gains and losses.
- You can make exchanges and withdrawals and take loans while on leave.
- Depending on the type of withdrawal, you may be suspended from active participation for three months.
- If you have a loan outstanding and are on leave for more than 30 days, call Fidelity for information about your repayment options.
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.
- 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.
disability management
Contact Disability Management for general questions or concerns about an absence, leave, or about returning to work.
- 1-877-230-8564
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.
plan documentation
contact
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