short union business leave
without pay
Short Union Business Leave is granted on the basis of the collective bargaining agreement between Chevron and the union involved.
You can request Short Union Business Leave of up to 30 days.
- 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.
- You need to complete Form F-14 Request for Short Leave of Absence Without Pay for Union Business (intranet) to request a leave under this policy.
If you're reinstated to active employment, or if you apply for reinstatement but Chevron has no available position at the end of the leave for which you're qualified, 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 engage in any employment other than that for which this leave is granted, 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:
- The date Chevron determines you began work other than that for which your leave was granted.
- 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
You are responsible for making timely premium payments as defined by the administrative rules of the Omnibus Health Care Plan. Contact the HR Service Center if you have questions about continuation of your coverage while on leave.
- Your Short-Term Disability Plan coverage is suspended during your leave and is reinstated when you return to work.
- Your Basic Coverage and Optional Coverage in the Long-Term Disability Plan continue while you are on leave. Contributions for Optional Coverage will be deducted automatically from your paycheck.
You can continue Supplemental Life Insurance Plan coverage and Dependent Life Insurance Plan coverage for yourself and your eligible dependents. Unless you decline coverage, contributions will be deducted automatically from your paycheck.
If you are a former Texaco employee, your Former Texaco Term Life Insurance Plan coverage continues during your leave. Your Former Texaco Contributory Term Life Insurance Plan coverage will continue. Contributions will be deducted automatically from your paycheck.
You can continue Voluntary Group Accident Insurance Plan coverage during your leave if you pay the required contributions.
- Unless you decline coverage, contributions will be deducted automatically from your paycheck.
- If you stop coverage, the coverage you had before the leave will be reinstated when you return to work, effective the first day of the month after you return.
- 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. Contributions will be deducted automatically from your paycheck.
You can continue participation in the Health Care Spending Account (HCSA) during your leave.
- Unless you decline coverage, contributions will be deducted automatically from your paycheck.
- If you cancel participation, you must re-enroll by calling the HR Service Center to resume participation, and you cannot claim expenses incurred during the period you did not participate.
Your participation in the Dependent Day Care Spending Account (DCSA) is suspended.
- If you return within the calendar year in which your leave began, your participation is automatically reinstated 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.
- 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.
Your active participation in the Employee Savings Investment Plan (ESIP) is suspended during your leave.
- When your active participation is suspended, contributions by both you and Chevron stop.
- Your accounts remain invested and continue to share in earnings, gains and losses.
- You can make exchanges and withdrawals and take loans while on approved leave.
- Depending on the type of withdrawal, you may be suspended from active participation for three months.
This communication provides only certain highlights about 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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