surrogacy

You are an eligible employee for purposes of surrogacy reimbursement under the Surrogacy and Elective Fertility Preservation Reimbursement Program if you are an active Chevron U.S.-payroll employee and you meet all of the following requirements: 

• You have six months or more of continuous service since your date of hire or last rehire date.
• You are eligible to participate in Chevron Corporation U.S. health and welfare benefits.
• You are a full-time employee assigned to a regular work schedule or a part-time employee working one of the approved part-time schedules (unless you’re on a family leave, disability leave, short union leave, furlough leave, military service leave or personal leave with pay).
• You are not a member of a collective bargaining unit (unless eligibility to participate has been negotiated with Chevron).

If you meet these eligibility requirements, you may apply for reimbursement of eligible expenses incurred by you, your spouse or domestic partner.

Reimbursement under this Program feature is not available to an otherwise eligible employee, spouse or domestic partner acting as a surrogate. The intention of this Program is to help eligible employees build their own family through the use of a surrogate. If you or a spouse or domestic partner are acting as a surrogate, contact your medical plan directly regarding pregnancy-related medical coverage. 

See the Surrogacy and Elective Fertility Preservation Reimbursement Program for further details.

Chevron will partially offset surrogacy costs by providing an eligible employee with financial assistance for reimbursable surrogacy expenses, as follows: 

• Reimbursement is available for up to 3 completed, valid surrogacy contracts, maximum. 
• A maximum of $20,000 is available for each valid surrogacy contract. 
• Reimbursements cannot exceed the Program’s combined lifetime maximum.

See the surrogacy reimbursement section of the Surrogacy and Elective Fertility Preservation Reimbursement Program for complete details including reimbursable expenses, requirements of a valid surrogacy contract, program deadlines, the combined lifetime maximum, and more.

Eligible employees enrolled in the Chevron Medical PPO, High Deductible Health Plan (HDHP) and High Deductible Health Plan Basic (HDHP Basic) also have access to  WINFertility (WIN), a free family building support program, for additional personalized support and guidance on your surrogacy journey.

You are strongly encouraged to contact WIN as the first step on your surrogacy journey. WIN can help you navigate the process and maximize options that may be available to you. In addition, WIN will review and validate reimbursable surrogacy expenses you submit. 

Learn more about WIN services.

The deadline to submit a reimbursement request under the surrogacy reimbursement feature of the Surrogacy and Elective Fertility Preservation Reimbursement Program is within 180 calendar days of the date the valid surrogacy contract(s) is considered completed. Requests for reimbursement received after this deadline will not be reimbursed. If your reimbursement request is approved, your reimbursement will be paid through Chevron payroll on one of your regular paychecks. The process to issue your reimbursement can take approximately eight weeks from the date the request is submitted.

The process to request reimbursement is different depending on your medical plan enrollment. Follow either one of the methods below as it applies to your situation.

If you are enrolled in the Chevron Medical PPO Plan, the High Deductible Health Plan (HDHP) or the High Deductible Health Plan Basic (HDHP Basic):

1. Connect with WINFertility. Chevron has retained WINFertility, Inc. (WIN) to administer the Surrogacy and Elective Fertility Preservation Reimbursement Program. WIN will review and validate reimbursable surrogacy expenses you submit. You must first connect with WINFertility by speaking to a member of the WIN Specialty Services team at before submitting a request for reimbursement. You are strongly encouraged to contact WIN as the first step on your surrogacy journey; WIN can help you navigate the process and maximize options that may be available to you.

2. File a reimbursement request: 

• Complete the WIN Surrogacy Reimbursement Request form.
• You must provide all required documentation and itemized receipts as required by the program.*
• Return the completed form and documentation as per the instructions on the form.

For all other eligible employees: 

1. Complete the Chevron Surrogacy Reimbursement Request form.
2. You must provide all required documentation and itemized receipts as required by the program.*
3. Return the completed form and documentation as per the instructions on the form.

*See the surrogacy reimbursement section of the Surrogacy and Elective Fertility Preservation Reimbursement Program for more information about reimbursement requirements and the process.

As you welcome your new child into your home, you may be eligible for time off as follows:

• Up to eight weeks of paid time off under the Bonding benefit.
• Up to six months of unpaid Family Leave.

• All reimbursements are considered supplemental taxable wages, and subject to income tax withholding at the Federal supplemental income tax rate and FICA tax withholding at the applicable FICA tax rate.
• Applicable state/local income tax withholding may also apply at the supplemental rate.
• Tax assistance will not be provided.
• You should contact a tax advisor about reporting requirements and tax consequences if you receive reimbursements under this Program.

The Medical PPO, the HDHP, and the HDHP Basic include Family Planning and Related Services as part of your medical coverage.

• While the plans help pay covered charges for a range of family planning services for covered participants, they do not provide coverage for charges related to surrogate parents and charges incurred by a sperm or egg donor.
• The plans do include coverage for storage costs for sperm and/or egg preservation and cryopreservation of fertilized embryos in connection with covered fertility treatment for covered participants. This also includes coverage for participants facing chemotherapy or radiation therapy under the medical plans.

In addition to reviewing the Family Planning and Related Services coverage information under your medical plan, you should also review the Surrogacy Reimbursement feature of the Surrogacy and Elective Fertility Preservation Reimbursement Program. Medical expenses directly related to the birth of a child via a surrogate* may be considered a reimbursable expense under that Program.

*As long as such expenses are not reimbursable under another Chevron or another employer’s surrogacy reimbursement program, similar benefit plan, or medical coverage.

The Medical PPO, HDHP, HDHP Basic provide coverage for medically necessary fertility treatment, only. For elective, non-medically necessary fertility preservation egg and/or sperm freezing, active employee plan participants also have access to a special Elective Fertility Preservation feature under the Surrogacy and Elective Fertility Preservation Reimbursement Program.*

The fertility preservation feature of the Program provides an eligible employee with financial assistance for certain eligible retrieval and storage costs associated with elective fertility preservation, with limitations. See the Surrogacy and Elective Fertility Preservation Reimbursement Program for complete details, including key deadlines and how to submit a claim for reimbursement. 

*This program and the feature available to Medical PPO, HDHP and HDHP Basic participants is separate from your medical plan and is not part of your plan’s coverage for Family Planning and Related Services.

Medical PPO, HDHP and HDHP Basic participants also have access to WINFertility (WIN), a free family building support program, for additional personalized support and guidance on your family building journey.WIN’s nurse case managers provide personalized guidance and support through every step of the family planning and fertility process, including education and guidance about your plan’s treatment and medication coverage, fertility preservation (egg/sperm freezing), adoption and surrogacy.

You are strongly encouraged to contact WIN as the first step on your fertility journey; WIN can help you better understand your options so you can maximize your benefit and choose a course of action that works for you.

Learn more or get started using WIN services.

As you welcome your new child into your home, you may be eligible for time off as follows:

• Up to eight weeks of paid time off under the Bonding benefit.
• Up to six months of unpaid Family Leave.

You have 31 days from the date of birth to add your new child to your Chevron benefits, including medical coverage. Coverage is not automatic. If you miss this deadline, you must wait until the next open enrollment period or another qualifying life event to enroll your child. In addition, when you enroll your new child in Chevron health coverage, you will be required to timely complete the dependent verification process. Learn more about adding your new child to Chevron benefits.