CPChem New Parent,Congratulations on the upcoming addition to your family! This guide is intended to highlight resources available from CPChem to help you on your journey to becoming a new parent through birth or adoption with scenario examples, resource descriptions and a helpful checklist. Additional details are available in the referenced documents.

Notice to Employees

This Chevron Phillips Chemical benefits brochure is not intended to constitute a promise or contractual commitment by the Company or a right to benefits under any of its employee benefit plans or HR policies. The Company reserves the right to unilaterally change or terminate any or all of its employee benefit plans or HR policies at any time and without prior notice. Also, modifications may be necessary to comply with applicable legal requirements. In the event of any inconsistency between a statement contained in this guide and the relevant plan document or HR policy, the plan document will control. Employees covered by collective bargaining agreements will also be subject to the benefit plan provisions contained in the applicable collective bargaining agreements.

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SCENARIO EXAMPLES

Birth Mother: JulieJulie, a recent graduate and CPChem employee with two years of service, was expecting a baby. She was already enrolled in the CPChem Medical Plan, so when she found out she was expecting, she contacted Aetna to enroll in the Beginning Right Maternity Program. She also confirmed the plan’s maternity benefits online at www.mycpchembenefits.com under “Benefit Handbooks.” When she was close to her due date, she worked with her HR Business Partner to contact University of Pittsburgh Medical Center (UPMC) WorkPartners and arrange her Family and Medical Leave Act (FMLA) Leave. Because she gave birth via Caesarian section, her doctor recommended eight weeks of recovery time. Julie located the “3200 Short-Term Disability (STD) Plan” policy on CPChem’s policy portal and found that she was eligible for STD Leave of four weeks at full pay and four weeks at half pay. She decided to use four weeks of STD Leave at full pay and supplement

the remaining four weeks of STD at half pay with vacation to retain full pay for all eight weeks. Julie wanted to spend an additional week with her baby, but also wanted to save vacation she had carried over from the prior year for later in the year, so she requested an additional week of FMLA Leave without Pay. Her manager and HR Business Partner approved her ninth week of leave under “FMLA Leave without Pay” (also referred to in CPChem’s payroll system as “FMLA – No Pay”) to care for and bond with her new baby. Two weeks before returning to work, she contacted UPMC WorkPartners for a release to work. After returning, she utilized her worksite’s Mothers’ Room and became familiar with CPChem’s flexible work policies, including telecommuting, part-time work and personal leave (see page 5), in case something unexpected occurs with her childcare needs.

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CPCHEM NEW PARENTS’ GUIDE

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Adopting Parents: Kendrick and MakaylaKendrick and Makayla both work for CPChem and adopted a baby, Brianna. They planned ahead and enrolled in CPChem’s Group Legal Plan. They used this plan to help fund the related legal expenses, which included interpretation and completion of the international adoption paperwork and verification that all finances were properly arranged. Prior to the adoption, Kendrick and Makayla called UPMC WorkPartners to jointly arrange their FMLA Leave. Kendrick and Makayla’s managers each approved three days off under CPChem’s “Personal Leave with Pay” policy so, combined, they could spend the first six days following adoption to help Brianna acclimate to her new environment. After that, Kendrick and Makayla used the remainder of their combined 12 weeks of FMLA Leave (see callout box) through a combination of vacation and “FMLA Leave without Pay.” Makayla also utilized CPChem’s Employee Assistance Program (EAP) to obtain advice from a counselor on helping Brianna better adjust to her new life with her loving family.

Non-Birth Parent: ManuelCPChem employee, Manuel, and his wife, Julia, who does not work for CPChem, had a baby, Jimmy. Shortly after Jimmy was born, Manuel requested time off to care for him, and Manuel’s manager granted him three days of “Personal Leave with Pay.” Since Julia had a difficult pregnancy and needed care, Manuel worked with his manager, HR Business Partner and UPMC WorkPartners to request and receive six weeks (of the maximum 12 weeks) of FMLA Leave to help Julia recover. Manuel used vacation for those six weeks because he wanted to continue to receive his full pay and benefits, and he did not qualify for Short-Term Disability (STD) benefits due to Julia’s condition. During this happy but stressful time, Manuel talked to a counselor through the Employee Assistance Program (EAP) for emotional support and guidance on managing the transition in the family’s day-to-day activities.

Dual CPChem Spouses and FMLA

Per Department of Labor regulations, eligible spouses who work for the same employer (including CPChem) are limited to a combined total of 12 workweeks of FMLA Leave in a 12-month period for the following FMLA-qualifying reasons:

• The birth of a son or daughter and bonding with the newborn child,

• The placement of a son or daughter with the employee for adoption or foster care and bonding with the newly-placed child, and

• The care of a parent with a serious health condition.

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Description: STD benefits are available if an employee is unable to perform his/her job duties due to a qualifying disability, including pregnancy and birth of a child.

When to Use: For pregnancy and birth of a child.

How much you are eligible for: Allocation of hours available based on amount of service since vacation eligibility date.

How pay and benefits work: Base pay and all benefits continue if STD eligibility covers the disability duration, with 100% pay for some time period and 50% pay for a second time period, if eligible.

Reference Policy: HR 3200 Short-Term Disability Plan

Short-Term Disability (STD)

Description: You may be granted Personal Leave with Pay for personal matters. Personal matters may include, but are not limited to, birth or adoption of your child.

When to Use: For birth or adoption of a child.

How much you are eligible for: With manager approval, not to exceed three workdays at one time or five workdays in any calendar year. Additional Personal Leave with Pay may be available with higher levels of approval.

How pay and benefits work: Base pay and all benefits continue for the approved time period.

Reference Policy: HR 3155 Personal Leave with Pay

Personal Leave with Pay

Description: You may utilize FMLA Leave without Pay for any approved FMLA Leave after your paid sources of leave are depleted.

When to Use: For birth or adoption of a child, when STD and/or Personal Leave with Pay are depleted or in lieu of vacation with manager approval.

How much you are eligible for: Assuming you meet FMLA eligibility requirements, up to 12 weeks in a rolling 12-month period, concurrent with other paid and/or unpaid leave.

How pay and benefits work: Your pay is suspended. Medical and dental benefits can continue at employee rates through direct pay. Other benefits can continue via direct pay or COBRA, and some benefits are temporarily suspended until you return from leave.

Reference Policies: HR 2350 Family and Medical Leave Act (FMLA) HR 3160 Personal Leave without Pay

FMLA Leave without Pay

Description: CPChem provides vacations to give employees a period away from their work for rest and relaxation. Vacation can also be used to extend paid time off within the 12-week FMLA period.

When to Use: For birth or adoption of a child, when STD and/or Personal Leave with Pay are depleted and when FMLA Leave without Pay is not available or not elected.

How much you are eligible for: Based on vacation eligibility classification (salaried exempt, salaried non-exempt or hourly), 40 hours to 240 hours plus up to 80 hours carryover.

How pay and benefits work: Base pay and all benefits continue.

Reference Policy: HR 3100 Vacations

Vacation

PLANNING YOUR LEAVEThe overarching CPChem policy for parental leave is the FMLA policy, under which, if eligible, you can take up to 12 weeks of paid and/or unpaid leave to spend time with a newborn, newly adopted child or newly placed foster child. FMLA provides certain job and benefit protections; however the treatment of your pay and benefits during your leave is determined by which of the four types of leave you utilize concurrent with your FMLA Leave, as outlined below.

Manager notification/approval (and sometimes disability management coordinator notification/approval) is required for all types of leave. Manufacturing locations may have different approval requirements and forms than office locations for Personal Leave with Pay.

Family and Medical Leave Act (FMLA) Policy (as it applies to the birth of a child, adoption of a child or placement of a foster child)

Description: FMLA is a federal law that provides employees with job protection for leaves taken as a result of certain personal and family medical reasons.

When to Use: To spend time with a newborn, newly adopted child or newly placed foster child.

How much you are eligible for: Up to 12 weeks of FMLA Leave is available to all regular full-time and regular part-time employees who have been employed by the Company for at least 12 months and have worked at least 1,250 hours during the prior 12 months.

How pay and benefits work: Depending on the type of leave, your pay may continue at 100% or 50% of base pay or may be suspended (or a combination). Medical and dental benefits remain in effect at employee rates. All other benefits depend on the type of leave utilized (see below).

Reference Policy: HR 2350 Family and Medical Leave Act (FMLA).

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Great Benefit for Adoption: Group Legal PlanWhen you enroll in the Group Legal Plan through Hyatt Legal (a MetLife Company), a licensed attorney can assist you with a number of legal matters, including adoptions. You must enroll in the Group Legal Plan during Open Enrollment or after a qualified status change. If you are planning an adoption for which you want to use the Group Legal Plan, you should enroll during Open Enrollment in the year before your planned adoption.

If enrolled, a Company-negotiated premium is deducted from your paycheck, and the plan covers you, your spouse and your eligible dependents.

If you use one of Hyatt Legal’s more than 11,000 in-network attorneys, you are entitled to unlimited in-office or phone consultations at no additional charge on covered matters, including adoption. The legal services and court work in a state or federal court for an uncontested or contested adoption are fully covered for employees and spouses. Legitimization of a child for the Group Legal Plan member and spouse, including reformation of a birth certificate, is also covered.

More specifically, the Group Legal Plan provides access to affordable attorneys who are experienced in all areas of adoption and guardianship law, including:

• Agency Adoption. A domestic agency works with prospective parents and birth parents to find suitable matches for adoption. There are third-party fees involved with an agency adoption, and having a lawyer present ensures all finances are properly arranged. The Group Legal Plan does not cover adoption agency fees.

• Private and Independent Adoption. Prospective parents go through personal channels to try to find a child who needs adoption. They express their wishes to family and friends and wait to see if anyone is in need. Each state’s laws on independent adoptions vary, so having a lawyer involved can ensure all requirements are met.

• International Adoption. Thinking of adopting overseas? You must meet the requirements of both governments, as well as the agency you are working with. Depending on the country you are adopting from, many different people may be involved in the process. Paperwork for international adoptions can be daunting, but a lawyer can make sure you fully understand the documents.

• Stepchildren. Stepparents work with birth parents and the state court system to transfer parental rights. Many legal requirements must be met for one parent’s rights to be terminated. Having a lawyer on your side ensures your interests are well represented during this process.

For more details, visit the “Group Legal Plan” section of the www.mycpchembenefits.com website under “Health & Wellness”/“Voluntary Benefits.”

RESOURCES AVAILABLE TO ALL CPCHEM PARENTS, WHETHER OR NOT ENROLLED IN THE CPCHEM MEDICAL PLAN

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Employee Assistance Program (EAP)Administered by Aetna, the EAP can provide support to help you meet everyday challenges. By calling 1-866-841-9377 or 1-800-446-1422 (option 8) to talk to an EAP counselor at any time or visiting www.mylifevalues.com (Username: CPC, Password: member), you can get information on adoption and fostering, referrals for childcare, information on parenting, assistance with child safety and more.

Specific to adoption, the EAP can assist with:

• Referring you to legal resources,

• Helping you find community resources, including national organizations that provide information on types of adoption, all phases of the adoption process, information for adopted individuals including search and reunion, adoption law and resources to locate local adoption agencies,

• Locating childcare resources, if needed, and

• Finding adoption support networks.

The EAP also provides materials through the member website on topics such as:

• Adoption regulations,

• Single-parent adoption,

• Support for adoptive parents,

• The role of an adoption attorney, and

• Working with an adoption agency.

For more details, visit the “Employee Assistance Program (EAP)” chapter of the Summary Plan Description under “Benefit Handbooks” at www.mycpchembenefits.com.

Adding Children as Beneficiaries You may name anyone, including your new child(ren), as your beneficiary for your life insurance plans during the benefit enrollment process through the Chevron Phillips Benefits Service Center. Either call 1-800-446-1422 (option 1) or log on to Mercer BenefitsCentral at www.mercerbenefitscentral.com/cpchembenefits to complete the process online.

The 401(k) Savings Plan and the Retirement Plan also require you to name one or more beneficiaries. These beneficiary designations can be made through Fidelity’s NetBenefits. Simply log on to NetBenefits at www.netbenefits.com and click on “Beneficiaries” under the “Your Profile” tab. If you prefer to complete your beneficiary process by paper form, please contact Fidelity at 1-866-771-5225 for assistance.

Mothers’ Rooms at CPChem SitesCPChem recently conducted a review and upgrade of Mothers’ Rooms at most CPChem sites. These rooms provide a quiet, secure, private environment for women to pump breast milk while at work. Ask your local HR, facilities and/or Environmental, Health, Safety & Security (EHS&S) contacts to learn more about available resources in your location.

Flexible Work PoliciesDemands such as raising children, caring for aging parents and taking care of unexpected emergencies are increasingly common for our diverse workforce. Third-party research and our own focus groups and surveys tell us that flexible work arrangements help our employees balance these demands so they can thrive both professionally and personally.

Our flexible work policies support flexibility by empowering managers to approve flexible work arrangements for their qualified employees. There are many flexible work policies to fit employees’ needs, including a 9/80 schedule, telecommuting, part-time work and personal leave policies.

Eligibility for policies may vary by location, job position and classification status (e.g., exempt, non-exempt or hourly). In addition, local policies (e.g., completion of forms and local approvals) take precedence in approval of flexible work arrangements.

Please reference the following policies for details:

• HR 3800 — Telecommuting

• HR 3500 — Part-Time Employment Guidelines

If you have questions, please contact your manager or HR Business Partner.

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For more details, visit the “How to Participate” and “Medical Plan and Behavioral Health Plan” chapters of the Summary Plan Description under “Benefit Handbooks” at www.mycpchembenefits.com.

IMPORTANT INFORMATION FOR PARENTS ENROLLED IN THE CPCHEM MEDICAL PLAN

Beginning Right Maternity ProgramFor employees and dependents enrolled in the CPChem Medical Plan options, the Beginning Right Maternity Program provides you with maternity health care information and guides you through pregnancy. This program is provided at no additional cost to CPChem Medical Plan members, and you also still receive coverage for medical services as outlined in the “Medical Coverage for Expectant Moms” section of this guide.

The Beginning Right Maternity Program provides:

• Assistance in accessing prenatal care,

• Case management by registered nurses, who will assist in arranging covered services, coordinate covered specialty care, review the program’s features and answer general pregnancy-related questions,

• A personalized stop-smoking program designed specifically for pregnant women,

• Focused, educational information “For Dad or Partner,” and

• A comprehensive pregnancy handbook.

Under the program, all care during your pregnancy is coordinated by your participating obstetrical care provider and Beginning Right Maternity Program case managers, so there is no need to return to your primary care physician for referrals. However, your obstetrician will need to request a referral (precertification) from Aetna for any tests performed outside of the office. To ensure that you are covered, please make sure your obstetrician has obtained this referral before the tests are performed.

Another important feature, Pregnancy Risk Assessment, identifies women who may need more specialized prenatal and/or postnatal care due to medical history or present health status. If risk is identified, the program assists you and your physician in coordinating any specialty care that may be medically necessary.

Adding Your New Child to CPChem Health Plan CoverageCPChem’s “qualified status changes” — also known as “life events” — after which you can change certain health plan coverages, include the addition of a child through birth, adoption, placement for adoption, permanent legal guardianship and permanent sole managing conservatorship.

The medical plan covers ordinary hospital nursery care during the mother’s hospital stay and other necessary hospital and physician services (tests, medication, incubators, neonatal intensive care, etc.) if the newborn is enrolled within 31 days following birth. Coverage is not available for newborns of dependent children, unless the newborn is adopted by the employee.

To add your new child to CPChem health plan coverage, you must request an election change (and provide proof of your status change) by notifying the CPChem Benefits Service Center at 1-800-446-1422 (option 1) or logging on to www.mercerbenefitscentral.com/cpchembenefits within 31 days from the date of the relevant event. Otherwise, you have to wait until the next Open Enrollment period to make any changes, with an effective date of January 1 of the following year.

Medical Coverage for Expectant MomsThe CPChem Medical Plan provides comprehensive coverage for prenatal and maternity care. Benefits are paid after your annual deductible is met, except when indicated otherwise in the chart below.

Select EPO Plan Choice PPO Plan Value CDH Plan

In-Network Only In-Network Out-of-Network In-Network Out-of-Network

For the following treatments and services, the medical plan options pay:

Maternity Care Prenatal office visits: 100% — deductible

waived. All other visits/services

covered at 90%

Prenatal office visits: 100% — deductible

waived. All other visits/services

covered at 80%

60%

Prenatal office visits: 100% — deductible

waived. All other visits/services

covered at 70%

50%

Hospital Services

Per Confinement Copay $250 $250 $250 Not applicable Not applicable

Inpatient (includes maternity care) 90% 80% 60% 70% 50%

Other Maternity Services

Beginning Right Maternity Program Included Included Included Included Included

Examples of covered maternity care include:

• Prenatal and postnatal care provided by a physician or a certified nurse midwife performing under the supervision of a physician,

• Delivery services provided in a hospital or a licensed birthing center by a physician or a certified nurse midwife performing under the supervision of a physician,

• Ultrasound and other medically necessary testing,

• Inpatient room and board and delivery room services,

• Nursery care for the newborn during the mother’s hospital stay, and

• Initial exam of a newborn child when performed by a doctor other than the doctor who delivered the child.

Non-covered charges include:

• Education classes, including childbirth instruction,

• Ultrasound procedures performed only to determine the sex of the fetus, and

• Genetic testing, except when medically necessary.

For more details, visit the “Medical Plan and Behavioral Health Plan” chapter of the Summary Plan Description under “Benefit Handbooks” at www.mycpchembenefits.com.

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CHECKLISTWho When Action Check

Birth mother Upon pregnancy If expecting the birth of a child and enrolled in the CPChem Medical Plan:• Contact Aetna to enroll in the Beginning Right Maternity Program.• Review the “Medical Plan and Behavioral Health Plan” chapter of the Summary

Plan Description at www.mycpchembenefits.com under “Benefit Handbooks” to fully understand maternity coverage.

If enrolled in a non-CPChem medical plan, review and understand your plan’s Summary Plan Description for applicable maternity coverage.

Adopting parent(s) Upon decision to adopt

If planning to adopt a child, consider:• Contacting the CPChem Employee Assistance Program (EAP) at 1-866-841-9377

for information on adoption and emotional support.• Enrolling in the Group Legal Plan during Open Enrollment of the year prior to the

adoption.

Birth parent(s)Adopting parent(s)

3 to 6 months prior to birth/adoption

• Review and understand CPChem’s family leave policies, including Family and Medical Leave Act (FMLA), Short-Term Disability (STD), Personal Leave with Pay and Personal Leave without Pay.

• To understand how your benefit programs will work during your leave, review the “When You’re on a Leave of Absence” section of the “How to Participate” chapter under “Benefit Handbooks” at www.mycpchembenefits.com.

• Discuss and plan your leave with your manager and HR Business Partner.

Birth parent(s)Adopting parent(s)

4 to 6 weeks prior to anticipated leave

Contact UPMC WorkPartners at 1-800-446-1422 (option 6) to notify of, and request approval for, your upcoming FMLA Leave.

Birth mother 1 to 2 weeks prior to anticipated leave

Become familiar with Mothers’ Rooms at your worksite.

Birth parent(s)Adopting parent(s)

Within 31 days after birth/adoption

Contact the CPChem Benefits Service Center at 1-800-446-1422 (option 1) or at www.mercerbenefitscentral.com/cpchembenefits within 31 days after birth/adoption to add your child to health plan coverage.

Birth parent(s)Adopting parent(s)

Shortly after birth/adoption

• Contact UPMC WorkPartners at 1-800-446-1422 (option 6) regarding the start of your Short-Term Disability (STD) or FMLA Leave due to birth or adoption.

• Update your beneficiaries separately for your life insurance and retirement/ 401(k) plans.

Birth parent(s)Adopting parent(s)

2 to 3 weeks before returning from parental leave

Contact UPMC WorkPartners at 1-800-446-1422 (option 6) to initiate your return-to-work process.

Birth parent(s)Adoption Parent(s)

Shortly after returning to work

Meet with your HR Business Partner to understand CPChem’s flexible work policies, including telecommuting, part-time work and personal leave for your future childcare needs. Some employees will set aside part of their vacation entitlement for childcare needs after they return to work.

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