california state benefitsdisability and leave programs

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california COVID-19 supplemental paid sick leave

California-based employees may take paid leave under the 2022 COVID-19 Supplemental Paid Sick Leave (CSPSL) law if you are unable to work or telework for qualifying COVID-19 related reasons. Starting February 19, 2022, the law is effective retroactive to January 1, 2022 through December 31, 2022. Learn more about CSPSL.

state disability insurance

The state of California requires that you have state disability insurance coverage if:

  • You work in California
  • You are a seagoing or U.S.-payroll expatriate employee working in a non-U.S. location for a Chevron operating company based in California.

You can participate in either the Chevron Voluntary Disability Insurance Plan (voluntary plan) or the California State Disability Insurance Program (SDI).

  • You will automatically participate in the Chevron voluntary plan, unless you make an election to enroll in the state program (SDI).
  • You can’t be covered under both SDI and the Chevron voluntary plan.
  • Both plans include Paid Family Leave insurance benefits.

Under either plan, you can receive weekly disability benefits for up to 52 weeks, as long as you continue to satisfy the state’s definition of disability. Benefits from the voluntary plan or the state program combine with Chevron Short-Term Disability (STD) Plan benefits so that disability income from all sources doesn't exceed your full regular pay.

Disability benefits are payable if you are disabled and unable to do your job due to a sickness or injury, pregnancy, participation in an approved alcoholism recovery or drug-free treatment program, or medically required quarantine.

Here’s a comparison of the Chevron voluntary plan and the state program (SDI):

  Chevron Voluntary Disability Insurance Plan (the “voluntary plan”) California State Disability Insurance Program (SDI)
Claim Forms Your claim is handled as part of the Disability Management process. A separate claim form is not required. A claim form is required for all claims. The claim form must be signed by your doctor. You must handle your claim directly with the state.
Benefit Payments Benefit payments are included in your paycheck. The state mails benefit payments to you. Expected benefits are deducted from your paycheck on a current basis. A delay could result in a lesser income until payment is received.
Waiting Period

No waiting period if your disability is due to an accident. If your disability is due to sickness, your benefits may begin on whichever day comes first:

  • the day after a seven-day waiting period; however, the waiting period may be waived if the disability exceeds 14 days.
  • the first day of hospitalization.
Your benefits may begin on the day after a nonwaivable seven day waiting period.
Benefit Amount

Maximum disability benefits are paid after three months of company service since your most recent hire date ($1,620 a week for a disability commencing in 2023), but not more than your full pay.

Daily rates are the greater of one-fifth of the weekly rate for each scheduled workday or one-seventh of the weekly rate for each calendar day.

Benefits are based on your highest quarter of earnings in California during your base period and are approximately 60 to 70% of your weekly pay during that quarter, up to a maximum of $1,620 a week for a disability commencing in 2023.

Daily rates are one-seventh of the weekly rate for each calendar day.

Employee Contribution
  • 2023: 0.9% of wages up to $153,164 (includes PFL)
  • 2023: 0.9% of wages up to $153,164 (includes PFL)
Taxability of Contributions Contributions are not deductible on your federal income tax return. Contributions may be deductible if you itemize deductions on your federal income tax return.

If you want to change from the Chevron voluntary plan to the state program, or vice versa, complete form F-66 - California Disability Insurance Coverage Change Request Form

  • Return the form to Payroll Operations at the address on the form. 
  • The change is effective the first day of the next calendar quarter. 

Not sure which plan you're in? 

  • Look at the lower left-hand corner of your paycheck advice or direct deposit statement
  • If you’re in the Chevron voluntary plan, your statement or stub will show CA EE Voluntary Disability
  • If you’re in the state program, your statement or stub will show CA EE Disability Tax.
  • For more information, including how these plans coordinate with your Chevron Short-Term Disability Plan benefits, go to the California Disability Plans section in the Short-Term Disability summary plan description.
  • For more information about the state plan, please refer to the CA EDD Web site at http://www.edd.ca.gov/Disability/.

california paid family leave (PFL)

PFL provides partial wage replacement to cover employees working in California or seagoing or U.S.-payroll expatriate employees working in a non-U.S. location for a Chevron operating company based in California who take time off work to:

  • Care for a seriously ill family member.
  • Bond with a new minor child due to birth, adoption, or foster care placement.
  • Participate in a qualifying event because of a family member's military deployment to a foreign country. This may include activities such as making childcare or parental care arrangements, attending military sponsored events, or making legal or financial arrangements.

Family members may include:

  • Your spouse or state-registered domestic partner; 
  • Your children, including a biological child, adopted child, foster child, stepchild, grandchild, legal ward, or child of a state-registered domestic partner;
  • Your parents, including a biological parent, foster parent, adoptive parent, stepparent, grandparent, parent-in-law or legal guardian;
  • Your siblings, including a biological sibling, adopted sibling or a sibling through a common legal or biological parent.

PFL provides for benefit payments, but it does not provide any job protection or reinstatement rights. However, job protection for the same absence may be provided by federal or state leave laws (for example, FMLA, CFRA).

All Chevron employees working in the state of California or seagoing or U.S.-payroll expatriate employee working in a non-U.S. location for a Chevron operating company based in California may be eligible for PFL benefits.

  • To be eligible, you must have earned at least $300 in base period wages from which disability insurance deductions were withheld, and you must meet the rules and requirements described below.
  • As a California employee, you participate in either the Chevron Voluntary Disability Insurance Plan or the California State Disability Insurance Program (SDI). In both cases, you are covered for PFL through your disability plan.
  • During any 12-month period, an eligible California employee may receive up to eight weeks of PFL benefit payments.
  • Whether you are enrolled in the Chevron Voluntary Disability Insurance Plan or SDI, PFL benefits will be paid at the SDI rate, which is approximately 60 to 70 percent of wages earned 5 to 18 months before your claim start date up to a maximum of $1,620 a week for a PFL absence commencing in 2023.
  • There is a $50 minimum weekly benefit amount.

The PFL benefit payments you receive are taxable on your federal tax return, but are not taxable for state purposes. In addition, the PFL income is not considered regular earnings. This means that while you are receiving PFL benefits, your paycheck contributions to other employee benefit programs stop because you are considered to be on "unpaid" status.

The following rules and requirements apply to PFL:

  • To be eligible for PFL benefit payments, you must experience a loss in wages as a result of the time you take off to care for a seriously ill family member or to bond with a new child.
  • Chevron requires you to take one week of available vacation for each claim prior to receiving PFL benefits. If you have less than one week of vacation available, PFL benefits will begin after available vacation has been exhausted. If you don’t have any vacation available, PFL benefits will begin on the first day of a Family Care Leave.
  • You must file a claim for PFL benefits no later than 42 calendar days from the first day for which you may be paid PFL. Time away from work can include consecutive days off and days off taken intermittently. 
  • Proof of relationship documentation is required for all PFL benefit claims. This includes a birth certificate, adoption paperwork, a marriage license, or a California Certificate of Registered Domestic Partnership. 
  • Medical certification is required if the leave is to care for a seriously ill family member. You must also certify that there is no other family member ready, willing and able to provide care during the same period of time in the day.
  • California Paid Family Leave does not provide job protection. However, your job may be protected if your absence qualifies under the federal Family and Medical Leave Act of 1993 (FMLA) or the California Family Rights Act (CFRA). 
  • If you are on unpaid status for longer than 31 consecutive calendar days, you will be placed on Chevron Family Leave without Pay

The process for requesting PFL benefits depends on whether you participate in the California State Disability Insurance Program (SDI) or the Chevron Voluntary Disability Insurance Plan. Benefits will not be paid until all documentation is received and approved.

If you participate in the Chevron Voluntary Disability Insurance plan

Your benefits are administered by Chevron’s absence management partner. To request PFL benefits, follow these steps:

  1. Notify your supervisor.
  2. Review the Disability Management process and download the appropriate PFL forms.
  3. Complete the forms and collect the required documentation.
  4. Contact Chevron's absence management partner
  5. You will not be paid PFL benefits until you complete the waiting period, meet all eligibility requirements, and provide all required documentation. There is no guarantee that your request for benefits will be approved even after you have taken the time off without pay. PFL benefits are never payable under the Chevron Voluntary Disability Insurance Plan when they would not be payable under SDI. 
  6. If your request is approved, your benefits will be paid by Chevron payroll.

If you participate in the California State Disability Insurance Program (SDI)
Your benefits are administered by the state of California’s Employment Development Department (EDD). To request PFL benefits, follow these steps:

  1. Notify your supervisor. 
  2. Call 1-877-BE-THERE (1-877-238-4373) or visit their website at www.edd.ca.gov/Disability.
  3. If your request is approved, your benefits will be paid by the state of California. 
You can find general information about California Paid Family Leave on the EDD website at www.edd.ca.gov/Disability.

california paid sick leave (PSL)

If you work in California for 30 or more days within a year, you’re entitled to California Paid Sick Leave (PSL) of three days or 24 hours (whichever is longer) in the calendar year. 

  • During your first year of employment, California PSL will be available beginning on the 90th day of employment.
  • For subsequent years, California PSL will be available for use on January 1.

Time off for California PSL must be taken in a minimum of 2-hour increments. Eligible employees may use California PSL for:

  • Themselves or an eligible family member for the diagnosis, care or treatment of an existing health condition or preventive care.
  • Specified purposes for an employee who is a victim of domestic violence, sexual assault or stalking.

For purposes of California PSL, eligible family members include the employee's parents, children, spouse, registered domestic partner, grandparents, grandchildren and siblings.
 
Unused California PSL cannot be carried over from year to year or cashed out at termination or retirement. If you are rehired within one year, previously unused California PSL will be reinstated.

You report paid sick leave just as you do when you're sick. That is, to your supervisor and, if needed, to a time administrator. However, you report that the time off is to care for yourself or a family member. The same rules that apply when you're ill apply to the care of a family member. For example, if your management requires documentation, such as a doctor's certification for an illness, management may require the same information for your family member's illness. 

Your supervisor is responsible for ensuring that absences are correctly recorded as qualifying for California PSL.

Chevron's absence management partner does not handle absences under California Paid Sick Leave, unless the absence also qualifies as an FMLA-protected absence. If you think your absence may qualify for protection under FMLA, you should also follow the Disability Management process so that you're eligible for any job protection that may be available under FMLA.

This California Paid Sick Leave quick reference outlines the actions required and responsible parties related to California PSL.

california family rights act (CFRA)

Under this law, you're entitled to a leave of absence for up to 12 workweeks in a 12-month period for:

  • Bonding with a child after birth.
  • Placement of a child in your family for adoption or foster care.
  • A serious health condition of your child, parent, spouse or domestic partner. 
  • Your own serious health condition. 
  • A qualifying exigency related to the covered active duty or call to covered active duty of your spouse or domestic partner, child or parent in the Armed Forces of the United States.
The leave can be taken intermittently or at a reduced schedule. And the time off may also count as job-protected under FMLA. However, time off for pregnancy or a pregnancy-related disability that is job-protected under FMLA does not count against the 12 weeks of time off that is available under CFRA.
For more information about the California Family Rights Act, please refer to the CA Fair Employment and Housing website at www.dfeh.ca.gov/Employment.

california pregnancy disability leave (PDL)

This law provides you with certain job guarantees for a medically necessary absence of up to four months as a result of pregnancy and childbirth. Time off covered under PDL may also count as job-protected time off under FMLA. For more information about your rights and obligations, go to www.dfeh.ca.gov/Employment.

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.