short-term disability benefits

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 Short-Term Disability (STD) Plan is designed to help protect your income if you’re unable to work due to a qualifying illness, injury or medical condition (disability). Plan benefits include time off to visit a primary care provider to receive preventive care and to give birth.

  • Currently, this coverage is provided at no additional cost to eligible employees.
  • You do not need to enroll in the plan to be covered. Participation in the STD Plan automatically begins on your first day of work, provided you are eligible and actively at work.
  • The plan pays benefits from two benefit banks – one for on-the-job disabilities and one for off-the-job disabilities (including time off to visit a primary care provider to receive preventive care). You can’t “cash in” the benefits in your banks. 
  • Plan benefits are based on your health and welfare eligibility service (or your enhanced STD date if applicable). 
  • The plan includes a Family Care benefit and Bonding Benefit. The Family Care benefit provides paid time off to care for a family member with a serious health condition or for a family member’s preventive care. 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. 
  • Once you have exhausted your benefits under the STD Plan, you may be eligible for benefits under the Chevron Long-Term Disability Plan.

eligible employees

All full-time and part-time U.S.-payroll employees who are eligible for Chevron health and welfare benefits.

how much the plan pays

The plan pays benefits from two benefit banks – one for on-the-job disabilities and one for off-the-job disabilities (including time off to visit a primary care provider to receive preventive care). 

Plan benefits are based on your regular pay. Full-pay benefits equal 100 percent of your regular pay — half-pay benefits equal 50 percent of your regular pay. You receive half-pay benefits when your full-pay benefits are used up. Your plan benefits are also based on whether you receive disability benefits from other sources and whether or not you return to work on a reduced work schedule. The plan includes a special feature that can restore benefits that have already been paid when you meet certain requirements.

on-the-job disability bank

Your on-the-job disability STD bank includes 26 weeks of full regular-pay benefits and 26 weeks of half regular-pay benefits as soon as you start working for Chevron as an eligible employee. If you can’t work because of a qualifying on-the-job disability, benefits are based on hours available in your on-the-job disability STD bank. An on-the-job disability is a qualifying disability that arises out of and in the course of your employment with Chevron.

off-the-job disability bank

Off-the-job benefits are based on your years of health and welfare eligibility service and begin as soon as you start working for Chevron as an eligible employee. The maximum benefit you can receive is 26 weeks of full-pay and 26 weeks of half-pay. Review the How Much the Plan Pays section of the Short-Term Disability summary plan description for the off-the-job eligibility chart.

An off-the-job disability is a qualifying disability (or injury or illness) that isn’t directly caused by your employment with Chevron. If you require time off to visit a primary care provider to receive preventive care, that may also be treated as an off-the-job disability.

how to request time off

For qualifying off-the-job illnesses or injuries that last less than five consecutive scheduled workdays:

  1. Promptly notify your supervisor that you can’t work because of a doctor’s appointment, an illness, injury or medical condition. 
  2. You must also keep your supervisor informed about how long you expect to be absent from work.
  3. You (or your time administrator) will need to record your absence on your time sheet.

For qualifying off-the-job illnesses or injuries that last more than five consecutive scheduled workdays (this includes full or partial days):

  1. 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.
  2. You must follow the Disability Management process to report your absence and to continue to receive Short-Term Disability Plan benefits.
  3. If you know before your absence begins that you will miss more than five days, you may contact Chevron's absence management partner up to 30 days in advance or as soon as practicable to report it. You will be asked to furnish evidence of your disability, and you must comply promptly with requests for information.

If you’re ill or injured on-the-job:

  1. Notify your supervisor about the incident immediately.
  2. Learn more about worker's compensation and what you may need to do to initiate a claim.
  3. Initiate the Disability Management process to determine if you may be eligible for disability benefits and/or job protection under the Family and Medical Leave Act (FMLA) or a state or local leave law.
  4. Be sure to follow any other on-the-job illness or injury notification processes that may be specific to your location.  

how it works with other leaves or benefits

Because the plan is designed to ensure that your total disability income equals no more than 100 percent of your regular pay, plan benefits are reduced by disability income you receive from other sources, including but not limited to:

  • State-required disability insurance plans.
  • Workers’ compensation.
  • Social Security (including benefits your dependents receive as a result of your disability).
  • Any award or settlement you receive or are eligible to receive from a third party to compensate you for lost wages resulting from a disability that’s related to an act of the third party.

If STD Plan benefits, plus benefits you receive from any other sources, including those listed above, add up to more than 100 percent of your regular pay, your benefits from the STD Plan will be reduced to bring your total disability income down to your regular pay amount.
Time off covered under the STD Plan can satisfy the legal entitlement for your own serious illness under the federal Family and Medical Leave Act of 1993 (FMLA), as well as similar versions of the FMLA passed by some states.

For more information about benefit coordination, including how California state benefits coordinate with your STD Plan, review the Short-Term Disability summary plan description.

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.


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 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.