dependent care expense reimbursement for business travel

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If you travel on company business, you may be eligible for reimbursement of dependent care-related expenses that are above those you normally pay for care when you’re not traveling through the Chevron Dependent Care Reimbursement for Business Travel Program.

eligible employees

You're generally eligible for this program if you’re an employee on the U.S. payroll, are eligible to participate in Chevron health benefits, travel on company business and meet all of the qualifications outlined in the Dependent Care Reimbursement for Business Travel Program. You can participate as soon as you start working for the company as an eligible employee.

eligible dependent

You may be reimbursed by Chevron for eligible dependent care-related expenses when you travel if the dependent meets either of the following requirements:

  • Children 17 years old or younger who live with you and are financially dependent on you.
  • Other family members, including older adults, who live with you and are financially dependent on you.

how it works

You can be reimbursed for reasonable expenses of up to $2,500 per calendar year (beyond what you normally pay for care when you’re not traveling) associated with care of an eligible dependent if you need to arrange for the care so you can travel on Chevron business. Your expenses may be covered if you need to hire someone to stay with your child or another eligible dependent - such as a spouse, domestic partner or older adult living with you - who requires care while you’re on a business trip. 

  • To take advantage of the benefits provided under this program, you’ll need your supervisor’s approval prior to travel.
  • If applicable, your spouse or domestic partner must be unavailable or unable to provide care for the dependent to qualify for reimbursement.
  • Reasonable expenses means the extra amount your regular dependent care provider charges for incremental care, or the fees charged for overnight or weekend care by a professional provider or facility in your home location.
  • Consistent with Corporate Policy 585 — Travel Policy and Principles, travel expenses for an out-of-town relative to come stay with the dependent are reimbursable in lieu of a payment to a provider.

Supervisors have discretion to reimburse employees for dependent care expenses over $2,500 per calendar year (subject to program parameters), particularly in the case of international travel. Supervisors can contact or to discuss appropriate use of the program.

how to get reimbursed

You can include your request for reimbursement of dependent care-related expenses as part of your normal travel expense accounting when you return from your business trip. If your expenses are more than $75 per day, be sure to attach copies of receipts that show the expenses you’ve paid.

Important: Do you participate in a dependent day care flexible spending account, like the Chevron Dependent Day Care Spending Account (DCSA) Plan? As a reminder, under IRS rules for a flexible spending account, you cannot request reimbursement under both the DCSA and another flexible spending account plan or program - like the Dependent Care Reimbursement for Business Travel Program - for the same qualifying expense.

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More details about the Chevron Dependent Care Reimbursement for Business Travel Program can be found in the program overview.

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.