short-term disability benefits

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.

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.  

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.