state disability and leave benefits
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all other states
If you’re a Colorado employee, the Healthy Families and Workplaces Act (HFWA) provides paid sick leave benefits for certain health and safety-related needs. You are eligible for up to 48 hours of paid sick leave per year to take time off work for the following reasons:
- You have a mental or physical illness, injury, or health condition that prevents you from working; need a medical diagnosis, care, or treatment related to such illness, injury, or condition; or need to obtain preventive medical care.
- You need to care for a family member who has a mental or physical illness, injury, or health condition or who needs a medical diagnosis, care, or treatment related to such illness, injury, or condition; or who needs to obtain preventive medical care.
- You or a family member has been the victim of domestic abuse, sexual assault, or criminal harassment and you need to be absent from work for purposes related to such crime.
- A public official has ordered the closure of the school or place of care of your child or of your place of business due to a public health emergency, necessitating your absence from work.
In addition, in the event of a public health emergency, the HFWA provides up to 80 hours* of paid leave, which includes the 48 hours of paid sick leave as described above. You can use this supplemental leave upon declaration of a public health emergency for the following reasons:
- To self-isolate due to exposure or a positive diagnosis.
- To seek medical treatment with respect to a disease.
- To care for a family member or a child.
- Because you are unable to work due to pre-existing health conditions.
You may be required to provide documentation if your leave is for four or more consecutive workdays. However, no documentation is required for leave due to a public health emergency.
* 80 hours for employees who work at least 40 hours per week. Employees who work less than 40 hours per week are eligible for either the actual hours worked or average of actual hours worked in a 14-day period, whichever is greater.
for more information
Refer to the Colorado Workplace Public Health Rights Poster and Interpretive Notice & Formal Opinion for complete details and purposes for use. You can also visit the Colorado Department of Labor and Employment Division of Labor Standards and Statistics website for more information.
recording time off
The following table provides guidance for how time off is covered under our benefit programs and/or policies and applicable time codes to use when recording time off for eligible HFWA reasons.
| reason for time off | benefit or policy | time code |
|---|---|---|
|
You:
|
Sick-Full Pay (or Sick-Half Pay if you have used up your full-pay benefits) |
|
|
You need to care for a family member who:
|
Family Care (up to 40 hours)
|
|
|
You or your eligible family member has been the victim of domestic abuse, sexual assault or harassment, and the leave is to:
|
Family Care (up to 40 hours)
|
|
|
Due to a public health emergency, a public official has ordered closure of:
|
Family Care (up to 40 hours)
|
|
|
Due to a public health emergency, you need to:
|
Sick-Full Pay (or Sick-Half Pay if you have used up your full-pay benefits) |
|
|
Due to a public health emergency, you need to care for a family member who:
|
Family Care (up to 40 hours)
|
|
|
Due to a public health emergency, a local, state, or federal public official or health authority orders a quarantine and as a result:
|
Family Care (up to 40 hours)
|
If you’re a New Jersey employee, the state requires that you have disability insurance coverage under its Temporary Disability Benefits (TDB) law.
Effective January 1, 2009, New Jersey employees are covered under the New Jersey state plan.
Family Leave Insurance is a component of the New Jersey state plan beginning in 2009. The program is funded by additional payroll deductions, Family Leave Insurance benefits were first payable beginning July 1, 2009. The following charts summarize the key features of the program.
new jersey state disability benefits
| Cost | For 2022, the cost is .14% of taxable wages up to $151,900. Your maximum annual contribution is $212.66. |
|---|---|
| Filing a Claim | You must file your claim with the state. When you contact Chevron's absence management partner to report your disability, you will receive a New Jersey claim form. You can also call the New Jersey division of Temporary Disability Insurance 609-292-7060 to request a claim form, or download a form (DS-1) directly through the state website http://lwd.dol.state.nj.us. |
| Waiting Period | Your state benefits can begin on the day after a seven-day waiting period. |
| Benefit Payments | The state mails benefit payments to you. Your Short-Term Disability Plan benefits will be reduced by the amount that you’ll receive from the State of New Jersey, beginning on the second pay period after your disability begins. |
| Benefit Amount |
In 2022, 85% of your average weekly state wages, up to a maximum of $993 per week. For any portion of a week in which you are disabled, the benefit will be prorated. |
| Maximum Benefits | Your maximum benefit amount is 26 weeks. |
new jersey state disability plan — family leave insurance benefits
| Cost | For 2022, your cost is .14% of taxable wages up to $151,900. The maximum annual contribution will be $212.66. |
|---|---|
| Filing a Claim | You must file your claim with the state. Claim forms and information are available at www.nj.gov/labor/fli2 |
| Waiting Period | Benefits may begin on the day after a seven-day waiting period. |
| When Disability Benefits Are Payable | When you take time off work to bond with a child or care for a family member with a serious physical or mental health condition, including COVID-19, or to handle certain matters related to domestic or sexual violence. |
| Benefit Amount |
In 2022, 85% of your average weekly state wages, up to a maximum of $993 per week. For any portion of a week, the benefit will be prorated. |
| Maximum Benefits | Your maximum benefit is 12 consecutive weeks during a 12-month period. If taking intermittent leave, up to 56 days in a 12-month period. |
If you’re a New Mexico employee, the Healthy Workplaces Act (HWA) provides paid sick leave benefits for certain health, legal or family needs. You are eligible for up to 64 hours of paid sick leave per year to take time off work for the following reasons:
- You have an illness, injury, or health condition that prevents you from working; need a medical diagnosis, care, or treatment related to such illness, injury, or condition; or need to obtain preventive medical care.
- You need to care for a family member who has an illness, injury, or health condition or who needs a medical diagnosis, care, or treatment related to such illness, injury, or condition; or who needs to obtain preventive medical care.
- You have a meeting that you need to attend related to your child's health or disability that prevents you from working.
- You or a family member has been a victim of domestic abuse, sexual assault, or stalking and you need to be absent from work for purposes related to such crime.
- You may be required to provide documentation if your leave is for two or more consecutive workdays.
for more information
Refer to the New Mexico Department of Workforce Solutions Paid Sick Leave Poster for details and purposes for use. You can also visit the New Mexico Department of Workforce Solutions website for more information.
recording time off
The following table provides guidance for how time off (up to 64 hours) is covered under our benefit programs and/or policies and applicable time codes to use when recording time off for eligible HWA reasons. Follow the Disability Management process for reporting any absences greater than 5 days.
For compliance reporting purposes, include "NM PSL" in the description field.
| Reason for time off | Benefit or policy | Time code |
|---|---|---|
|
You:
|
Sick-Full Pay (or Sick-Half Pay if you have used up your full-pay benefits) Include "NM PSL" in the description field. |
|
|
You need to care for a family member who:
|
Family Care (up to 40 hours) and Personal Leave (up to 24 hours) Include "NM PSL" in the description field.
|
|
|
You or your eligible family member has been the victim of domestic abuse, sexual assault or stalking, and the leave is to:
|
Family Care (up to 40 hours) and Personal Leave (up to 24 hours) Include "NM PSL" in the description field.
|
If you're a New York employee, the state requires that you have disability insurance coverage under its Disability Benefits Law (DBL). You're covered under a company-sponsored private disability insurance plan coordinated by Chevron's absence management partner, but insured through The Standard.
Benefits from the private plan and the state program combine with Short-Term Disability Plan benefits so that disability income from all sources doesn't exceed your full regular-pay benefits. The chart below shows the features of the private plan and the state program. You can find more information on New York’s website.
new york state disability benefits law (DBL)
Here are your benefits under the company-sponsored private plan:
| Cost | For 2022, the cost is 0.5% of your weekly wages, up to a maximum of 60 cents per week. |
|---|---|
| Filing a Claim | Your claim is handled as part of the Disability Management process. When you call Chevron's absence management partner to report your disability, they will coordinate your claim with The Standard. |
| Coverage Amount | You can receive benefits up to 50% of your average weekly wage. The maximum benefit is $170 per week for 2022. |
| Benefit Payments | The Standard mails a separate check to you. Your Short-Term Disability Plan benefits are offset by the state disability payment. |
| How Long Benefits Are Paid | Benefits are paid for a maximum of 26 weeks for any one period of disability. |
| Taxability of Contributions | Your contributions are not deductible on your federal income tax. |
This communication 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. 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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