educational leave of absencewithout pay

students sitting on a lawn in a college campus
If you're an eligible employee, you can request an Educational Leave of Absence without Pay to study full-time at a college, university or technical institution — provided your studies are likely to be of value to the company.

You'll be put on a Personal Leave Without Pay. It is normally granted for nine months or one full school year at a time. Your leave can be renewed every 12 months, with management approval, if you're making satisfactory progress in your studies, but the total of all leaves for education can't exceed 60 months.
Your pay will be suspended while you're on leave.

As long as you are actively pursuing your full-time course of study, you have permission to work for others while on leave. 

While you are on leave, you must advise Chevron in advance of any school vacation period that will last 30 days or longer. 

  • If Chevron needs you to, you can spend this time working for Chevron. 
  • If so employed, you will return as a regular status employee and your leave will automatically end on the day your work for Chevron begins. 
  • During this period, you will be eligible for benefits in accordance with your service and the provisions of the benefit plans and policies in effect at that time. 
  • Before returning to school, you must apply for a renewal of your leave.

If you work for Chevron during any school vacation period of less than 30 days' duration, you will remain on leave and be considered a casual hire. 

  • You will not be eligible for any Chevron benefits other than the Retirement Plan and the Employee Savings Investment Plan (ESIP), if previously eligible.
  • Your leave will not automatically end.
During your Educational Leave of Absence without Pay, your return to work will be handled under the provisions of Personal Leave Without Pay, summarized below:

Chevron has no obligation to return you to active employment after the first 31 days of leave.

However, if you apply for reinstatement at Chevron before the expiration of your leave, the company will make an effort to return you to active employment. Whether or not you're offered a job at Chevron when your leave ends will be determined by your qualifications and experience in light of operating conditions and by your physical fitness for available work as determined by a doctor who's employed or approved by Chevron. 

Personal Leave Without Pay for disabilities that qualify under the Family and Medical Leave Act of 1993 (FMLA) have different reinstatement rules and will be handled in accordance with the law.

During your Educational Leave of Absence without Pay, your service will be handled under the provisions of Personal Leave Without Pay, summarized below:

If you're reinstated to active employment, the entire period of your leave will count as vesting and eligibility service in the Retirement Plan and the Employee Savings Investment Plan (ESIP). In addition, up to 31 days of leave will count as benefit accrual service for the Retirement Plan. If you're eligible to accrue health and welfare eligibility service, the entire period while on leave will count as health and welfare eligibility service for all purposes other than vacation accrual. See exceptions below.

However, if you work for others for pay during your leave without securing advance permission from Chevron, if you do not return to work on the first workday after your leave ends, or if you do not apply for reinstatement, your vesting and eligibility service and health and welfare eligibility service will end on the earliest of the following: 

  • 365 days from the date the leave began. 
  • The date Chevron determines you began work for others for pay. 
  • The date the leave ends.

In these instances, no time on leave will count as benefit accrual service for the Retirement Plan.

If you are a participant in a company-sponsored pension or profit sharing plan (such as one of the marine pension plans) in place of or in addition to the Retirement Plan and Employee Savings Investment Plan (ESIP), the rules governing the recognition of your service for benefit accrual and vesting purposes during leave may be different from those described here. To determine the effect of this leave on other plans, call the HR Service Center.

what happens to your benefits while on leave

The information below is only an overview. Contact the HR Service Center for information about how your Chevron benefits and service are affected while on leave.
If your leave is 31 days or less, your medical, dental, mental health and substance use disorder coverage continues and contributions are deducted automatically. 

If your leave is more than 31 days, your regular coverage terminates at the end of the month in which your leave begins. However, you can elect to continue coverage for yourself and your eligible dependents under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). If your spouse or domestic partner and dependents become ineligible under your medical and dental coverage during the first 18 months of leave (29 months if you or a covered family member become entitled to Social Security disability benefits within 60 days after your leave begins), your spouse or domestic partner and dependents can continue coverage under COBRA for up to 36 months, minus the number of months they have been covered since your leave began.

If you do not continue medical and dental coverage during your leave, it will be reinstated the first day of the month after you return to work. If you return from leave in the calendar year in which your leave began, you will be automatically re-enrolled in the plans in which you were previously enrolled. If you return to work in a different calendar year, you will be allowed to change your medical and dental coverage. This assumes you return to work with Chevron the first workday following the expiration of your leave.

Short-Term Disability Plan coverage and Basic Coverage and Optional Coverage in the Long-Term Disability Plan are suspended during your leave.

  • Short-Term Disability Plan coverage and Basic Coverage in the Long-Term Disability Plan are reinstated when you return to work.
  • Optional Coverage in the Long-Term Disability Plan is reinstated effective the first day of the month after you return to work.

Your Basic Life Insurance Plan coverage is suspended on your last day of work; however, coverage continues for 31 days. You can convert your insurance to an individual policy within this 31-day period, as provided in the plan. Your coverage will be reinstated when you return to work.

You can continue Supplemental Life Insurance Plan coverage and Dependent Life Insurance Plan coverage for yourself and your eligible dependents. To continue coverage, you must pay the required contributions.  To continue coverage, you must pay the required premiums timely. 

If you are a former Texaco employee, your Former Texaco Term Life Insurance Plan coverage is suspended during your leave; however, coverage continues for 31 days. You can convert your insurance to an individual policy within this 31-day period, as provided in the plan. You also can continue Former Texaco Contributory Term Life Insurance Plan coverage if you pay the required contributions. 

To pay required premiums to continue coverage:

  • You will receive direct billing information from the HR Service Center. 
  • To avoid cancellation of coverage for a late or missed payment, please call the HR Service Center within 31 days of your leave if you don't receive information regarding the direct billing of your premiums.

You can continue Voluntary Group Accident Insurance Plan coverage during your leave if you pay the required contributions. If you stop coverage while on leave, the coverage you had before the leave will be reinstated effective the first day of the month after you return.

  • You will receive direct billing information from the HR Service Center. 
  • To avoid cancellation of coverage for a late or missed payment, please call the HR Service Center within 31 days of your leave if you don't receive information regarding the direct billing of your premiums.
  • You can continue Long-Term Care Insurance Plan coverage and there is no change to how you pay your premiums with Genworth.
  • You can continue Group Auto and Home Insurance coverage for yourself and your eligible dependents. To continue coverage, you must pay the required premiums. Contact Mercer Voluntary Benefits to arrange for direct billing during your leave.
You can continue Health Care Spending Account participation on an after-tax basis until the end of the year in which your leave begins through COBRA. If you cancel participation or if your coverage ends due to late or missed payments, you can't claim expenses incurred during the period you did not participate. To resume participation when you return to work, you must call the HR Service Center to re-enroll.
If your leave is 31 days or less, and you return within the calendar year in which your leave began, your Dependent Care Spending Account (DCSA) contributions are suspended during your leave and then resumed automatically when you return to work. The total amount not already deducted for the year will be taken out of your remaining paychecks for the year when you return to work.

If your leave is more than 31 days, your contributions end. To resume your contributions, you must call the HR Service Center when you return to work. You can request reimbursement of qualified expenses incurred in the calendar year in which your leave begins, as long as there's money in your account.
The period of time on leave counts as health and welfare eligibility service for the amount of your annual vacation, as long as you return to active employment after the leave or after any other leave taken consecutively after this leave. You do not accrue vacation while on leave.
Your participation in the Retirement Plan continues while on leave.

Your active participation in the Employee Savings Investment Plan (ESIP) is suspended during your leave. 

  • Your contributions and the company's contributions stop until you return to work. 
  • Your accounts remain invested and continue to share in earnings, gains and losses. 
  • You can make exchanges and withdrawals and take loans while on leave. 
  • Depending on the type of withdrawal, you may be suspended from active participation for three months. 
  • If you have a loan outstanding and are on leave for more than 30 days, call Fidelity for information about your repayment options.

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.