personal leave of absence with pay
If you're an eligible employee, you can request a Personal Leave With Pay if you need time away from the job to deal with certain personal matters, including but not limited to:
- When a loved one or person of significance has died (bereavement). This can also be used when you, or your spouse or domestic partner has a miscarriage or stillbirth.
- To volunteer at non-profit organizations or groups for causes and communities important to the employee.
- To be present at your own or child’s wedding or civil union.
- To be present on the date of child’s birth or placement of a child with the employee for adoption or foster care. (See the Caring for Family section of this website for more time off options for a new child.)
This policy can also provide paid leave required by law to take care of a family member who is ill, injured or needs preventive care, to the extent it is not covered under any other Chevron HR Policy. Read HR Policy 110 (intranet) for more details about this. You should also review the Caring for Family section of this website for more information and options for time away to care for your family or the Illness, Injury, Disability section to learn about time away to care for yourself.
- Review HR Policy 110 for U.S.-Payroll Employees Leave of Absence - General (intranet) for complete policy requirements and details.
You should contact your supervisor well in advance if you're thinking about taking a leave of absence.
- If you need to be away from work for only three days or less, you can simply ask your supervisor for leave.
- If you need more time, you need to complete Form F-34 Request for Leave of Absence With Pay (intranet) to request a leave under this policy.
Review HR Policy 110 for U.S.-Payroll Employees Leave of Absence - General (intranet) for complete policy requirements and details, but in general:
- Except where leave is required by law (such as Paid Sick Leave) time-off under this policy is granted at the company’s discretion.
- You can't request a Personal Leave With Pay if you're receiving Short-Term Disability Plan benefits or are already on another type of leave of absence.
If you return to work as scheduled following a Personal Leave With Pay, you'll be reinstated in your present job or a similar one.
See the Caring for Family or Illness, Injury, Disability sections of this website for information if your time off is to care for illness in your family or for your own injury, illness or disability and other company, state or federal absence programs or laws apply.
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 and as benefit accrual service in 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. See exceptions below.
However, if you work for others for pay during your leave without securing advance permission from Chevron, or if you do not return to work on the first workday after your leave ends, 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 this leave may be different from those described here. To determine the effect of this leave on other plans, contact the HR Service Center.
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.