state disability and leave benefits

Learn about the state programs available in California if you're a California-based employee (or a seagoing or U.S.-payroll expatriate employee working in a non-U.S. location for a Chevron operating company based in California).

Employees working in Colorado have two state-specific leave programs:

• The Healthy Families and Workplaces Act (HFWA) provides for paid sick leave.
• The Colorado Family and Medical Leave Insurance (FAMLI) program provides for paid family and medical leave.

The two programs are administered by two separate divisions of the Colorado Department of Labor and Employment, have different requirements, and provide for different types of leave. A summary of each and how they coordinate with Chevron policies and benefits is provided here.

colorado paid sick leave (PSL)

If you’re an employee working in Colorado, the Healthy Families and Workplaces Act (HFWA) requires that your employer provide paid sick leave benefits for certain health and safety-related needs. As per the HFWA’s paid sick leave (Colorado PSL), eligible employees may qualify for up to 48 hours of paid sick leave per calendar year to take time off work for the following reasons:

• You have or you need to care for a family member who has:
  • An inability to work due to mental or physical illness, injury, or health condition.
  • A need to obtain medical diagnosis, care, or treatment.
  • A need to obtain preventive medical care, including vaccinations.
• You need to take time off to grieve or attend the funeral or memorial service after the death of a family member.
• 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, including medical treatment, counseling, legal services, and/or relocation.
• You must evacuate your residence due to weather, loss of power, heat, water or other unexpected event or to care for a family member whose school or place of care has closed for similar reasons.

How Chevron provides time off under Colorado PSL

Colorado PSL is not a benefit plan or program; Colorado PSL is legislation that requires Chevron and other companies to provide the required paid time off for a qualifying reason. To comply with the requirements of Colorado PSL, Chevron provides this required time off with pay through existing Chevron benefit programs and/or policies that include:

• Family Care Benefit
• HR Policy 110: Leave of Absence - General (intranet)

Chevron frontloads the equivalent of 1 work week of hours in your Family Care/Paid Sick bank on January 1 of each year instead of using an accrual method:

• If you are newly hired, hours in your Family Care/Paid Sick bank may not appear until you have completed 6 months of service. In this situation, paid leave up to the state maximum will be granted using HR Policy 110: Leave of Absence.
• If you are eligible for the Family Care/Paid Sick bank but the hours frontloaded are not enough to support the full state maximum, paid leave up to the state maximum will be granted using HR Policy 110: Leave of Absence.

If the state legislation is more generous than Chevron’s policy or benefit in regards to reasons for use and/or definition of a family member, the state provisions will apply.

Reporting time off

If you have an absence due to an eligible Colorado PSL reason, use the same process currently used to report your own illness or to care for a family member, including following your local absence control protocols. Your supervisor is responsible for ensuring that absences are correctly recorded as qualifying for Colorado PSL. You may be required to provide documentation if your leave is for 4 or more consecutive workdays.

1. Report your absence to your supervisor first and continue to keep them informed about how long you expect to be absent from work.
2. You may need to record your absence on your time sheet. If needed, also report your absence to a time administrator.
3. Chevron's absence management partner does not handle absences under Colorado PSL. However, they do handle FMLA-protected absences and absences that last more than 5 consecutive days. If you think your Colorado PSL 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.

Coding time off

If you have a qualifying time off reason under Colorado PSL, you will generally use the Chevron Family Care Benefit and/or the Leave of Absence HR Policy to record your time off on time records; there is no separate time code for Colorado PSL in the time system.

• For up to the first 40 hours, code your Colorado PSL eligible time off as Family Care.*
• Time that exceeds the Family Care benefit can be coded to Personal Leave (for up to 8 hours).

*Family Care can be used for all purposes under Colorado PSL. However, if you do not yet meet the eligibility requirement for a Family Care/Paid Sick bank, qualifying time can be coded to another available leave benefit with pay, like short-term disability (for your own illness or care for yourself), vacation or personal leave.

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.

Contact your HR business partner or the Chevron Disability Management team with additional questions or counsel.

colorado family and medical leave insurance

If you’re an employee working in Colorado, the state-administered Paid Family and Medical Leave Insurance (FAMLI) program ensures Colorado workers have access to this paid family and medical leave (PFML) to take care of themselves or their family for certain circumstances.

Starting January 2024, eligible workers that have earned at least $2,500 can apply to the state of Colorado for FAMLI benefits. Employees can receive up to 12 weeks per year (rolling 52-week period) of FAMLI benefits for these qualifying reasons under the program:

• Medical leave to care for your own or a family member’s serious health condition.*
• Safe leave to obtain safe housing, care, and/or legal assistance in response to domestic violence, stalking, sexual assault, or sexual abuse for yourself or in support of a family member.
• Caring for a new child during the first year after the birth, adoption, or foster care placement of that child.
• For employees with a military family member, making arrangements for your family member’s deployment.

*Individuals who experience pregnancy or childbirth complications may receive an additional 4 weeks of benefits.

Chevron time off benefits and/or leave policies continue to apply to eligible employees, where applicable. State-specific time away – including FAMLI – is intended to run at the same time, or concurrently with, any leave for which you may be eligible under any applicable Chevron benefit plan, leave policy and/or other law.

How Chevron provides time off under FAMLI

Colorado FAMLI is legislation that requires Chevron and other companies to provide time off for a qualifying reason. To comply with the requirements of the FAMLI, Chevron provides this required time off through existing Chevron policies:

• HR Policy 110: Leave of Absence – General (intranet)
• HR Policy 114: Sickness and Injury (intranet)
• HR Policy 112: Family Leave (intranet)

If the state legislation is more generous than Chevron’s policy or benefit regarding reasons for use and/or definition of a family member, the state provisions will apply.

If FAMLI is used for a reason that also qualifies for job protection under the federal Family and Medical Leave Act (FMLA), then FAMLI will run concurrently with FMLA and also count as FMLA leave used.

FAMLI is not a Chevron benefit. Though the law doesn’t require employers to provide pay replacement, Chevron does already provide such benefits under the Short-Term Disability Plan to eligible employees. If available, these benefits will run at the same time as – or concurrently with – FAMLI benefits and the appropriate HR policy, as applicable to the reason for your leave:

• Short-Term Disability Benefit
• Family Care Benefit
• Extended Family Care Benefit
• Bonding Benefit

If pay replacement is available through a Chevron benefit plan, any payments you receive under FAMLI are subject to coordination with applicable Chevron benefits plans. See the Coordination of Benefits section below for important details about how this works.

Reporting time off

If need to take a paid leave due to a qualifying FAMLI reason, you must follow your local Chevron absence control protocols, the Chevron Disability Management Process, and the FAMLI program application process to help ensure that your benefits, if eligible, are properly administered and timely paid.

1. Report your need for leave to your supervisor, first. Then, continue to keep them informed about how long you expect to be absent from work.
2. You may need to record your absence on your time sheet. If needed, also report your absence to a time administrator.
3. Follow the Chevron Disability Management process. Chevron's absence management partner can provide counsel about the requirements and process under Chevron’s benefit plans and policies, including eligibility for job protection under federal FMLA and absences that last for more than 5 consecutive days. They will not be able to answer state-specific questions nor file a claim with the state for you.
4. Open a FAMLI leave claim with the state of Colorado within 30 days after the first date of absence. Use the state’s website to submit your claim online. Chevron HR and Chevron’s absence management partner cannot file a FAMLI claim, request exceptions for missed deadlines, or expedite your application on your behalf.
5. As a reminder, coordination of benefit rules apply. When you receive FAMLI benefits from the state, you must notify Chevron payroll of the FAMLI benefits received. Any overpaid benefit for the same qualifying absence is subject to repayment by you to ensure that no more than 100% of your standard wage is paid. See the Coordination of Benefits section below for more information.

Coding time off

If you have a qualifying time off reason under FAMLI, remember time off under FAMLI runs concurrently with the applicable Chevron time off HR policies identified in the How Chevron Provides Time Off section.

Chevron is not required to provide pay or benefits for the time off under FAMLI. However, when you use FAMLI hours and you have qualifying time available under an applicable Chevron benefit plan, the corresponding time off bank will also be concurrently reduced.

The Chevron time system may not include a time code or bank specific to your state, so when you need to record or have hours recorded on your timesheet, you can reference the general administration information below. All time off taken for qualifying FAMLI reasons, in total, will count toward the maximum state entitlement. You should contact your HR business partner for further assistance.

Remember: Any payments you receive under FAMLI are subject to coordination with applicable Chevron benefits plans. See the Coordination of Benefits section below for important details about how this works.

The Colorado FAMLI program is social insurance that provides partial income replacement from the state.

• Benefit amounts are calculated by the state on a sliding scale. Use the state of Colorado’s FAMLI premiums and benefits calculator to estimate the cost of your premiums and your potential benefit payment.
• The state pays eligible employees a portion of their weekly wages directly through a debit card or direct deposit.
• Deductions for FAMLI began in January 2023 from employee wages. Chevron and employees working in Colorado both make contributions to fund the FAMLI program.
• Premium amounts are set by the state and are collected on wages earned up to the Federal Social Security Wage Cap.

See the Coordination of Benefits section below for important details about how FAMLI benefits are coordinated with applicable Chevron benefits plans.

Coordination of benefits

Any payments you receive under FAMLI are subject to coordination with applicable Chevron benefit plan payments. This means that the amounts you receive under Chevron benefit plans and under the FAMLI program, in total, may not exceed 100% of your Chevron standard wages. For example, during a FAMLI-qualifying leave, any benefit amounts paid through your Chevron Short-Term Disability Plan are subject to offset – or reduction – by any payments or benefits you receive or are eligible to receive under the FAMLI program. Short-term disability, bonding, family care or extended family care benefits you receive under Chevron benefit plans are subject to all terms of the plan, including coordination and overpayment requirements.

Here's a snapshot of the coordination of benefit payment process, including what to expect and your responsibilities:

1. Report or request time off due to a qualifying FAMLI reason as per the Chevron process described in the Requesting and Reporting Time Off section above.
2. Open a FAMLI leave claim with the state of Colorado within 30 days after the first date of absence. Use the state’s website to submit your claim online. Chevron HR and Chevron’s absence management partner cannot file a FAMLI claim, request exceptions for missed deadlines, or expedite your application on your behalf.
3. While the state processes your FAMLI claim, generally, your income replacement, if eligible, will be provided initially from your available Chevron benefits. Your Chevron benefits typically provide a benefit equal to 100% of your wages.
4. Due to coordination of benefit rules, your Chevron benefits will be subject to reduction when your FAMLI benefits are received. When you receive FAMLI benefits from the state, you must notify Chevron payroll of the FAMLI benefits received. Any overpaid benefit for the same qualifying absence is subject to repayment by you to ensure that no more than 100% of your standard wage is paid.

For more information

• Refer to the FAMLI program notice poster for a summary of details and purposes for use.
• Visit the famli.colorado.gov website for more information.
• The Colorado Paid Family and Medical Leave Insurance Act and all related rules and regulations remain the legal sources for information related to the FAMLI program.

Contact your HR business partner or the Chevron Disability Management team with additional questions or counsel.

If you work in Louisiana and need time off for genetic testing or cancer screening, state law requires employers to provide workers with one day of unpaid time off when medically necessary.

This time will run concurrently with any applicable Chevron leave policy and qualifying benefits. You must continue to follow the Chevron disability management process, if applicable, and local absence management protocols, starting with notifying your supervisor for all absences. You must provide at least fifteen days’ notice prior to a request for this leave and also make a reasonable effort to schedule the leave so as to not cause undue disruption to business operations for it to be considered an excused absence.

While the state does not require this time to be paid, employees may use their vacation time or a qualifying benefit for wage replacement for this absence. For example, if eligible, and the purpose is also a qualifying reason for use of the Short-Term Disability Benefit under the STD Plan, this benefit could apply. If your absence does not qualify for wage replacement or if you do not have any available vacation time, then personal leave without pay may also be used.

for more information

Refer to the Louisiana State SB 200-Act 210 for additional details and purposes for use.

If you work in Minnesota, you may be eligible for earned sick and safe time, a form of paid sick leave. Refer to the Minnesota Earned Sick and Safe Time Notice for details.

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

new jersey state disability plan — family leave insurance benefits

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.

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: