Letter to Mike Wirth of Chevron 2018 Re-Hires and the BS response

Hi Mike, Chevron is calling laid off workers back to work to Chevron in Midway Sunset and Kern River California. This is great! However, Chevron is requiring them to repay their severance pay to get their job back, even though they only received eight weeks’ worth, and have been laid off for over 5 months now. How can Chevron justify this when they say that they want to keep happy workers and build trust? Forcing valued employees to repay money that they used to live off of after they were laid off by such a large corporation sounds petty. Why must Chevron do this? It's unprecedented for Chevron to recoup a total of approximately $125,000 from 10 former employees that used this money to sustain their families after layoff is awful. Formerly, laid off employees have not had to repay this money when being called back. Why must Chevron take this from them? Is this how Chevron treats its "valuable" employees? Is this how Chevron stays World Class? We can help Chevron win in any environment by treating employees fairly. Forcing employees to return money they've used to support their families is not helping Chevron win in this environment and is degrading trust throughout the entire workforce, whether they will tell you to your face or not. Should you have questions about this, please feel free to contact me any time. Sincerely, Matt Cantrell

Response from Al Williams:

From: Williams, Albert J (Al) (AWilliams) Sent: Tuesday, July 3, 2018 4:04 PM To: Cantrell, Matt M <[email protected]> Subject: RE: Layoff returns in Kern River and Midway Sunset

Hi Matt, Mike Wirth and I discussed your email. We appreciate your concerns, and I would like to take the opportunity to address them. Let me start with some background information that may be useful. Severance repayment by former employees rehired within one year of their termination has been a requirement in the U.S. severance plans as far back as 2007. The severance plan is reviewed and approved annually, including any changes. The 2016 plan allowed for a pro-rated severance repayment. In 2017 and 2018, the plan changed to require 100% repayment if former employees returned within one year of termination date. All employees who were eligible for the severance plan in 2017 received this information about the severance repayment obligation. Repayment is defined in the plan text, and the company must comply with the plan. As you and I are aware, SJV Transformation 2020 affected many employees with impacts beyond severance repayment. Overall, the company coordinated with the union and made great efforts to minimize adverse impacts through hosting a job fair, offering an enhanced O&M relocation program, and adopting the 2017 severance plan. Even with the less than idea impact of the repayment requirement, I am pleased that we are able to provide up to 10 individuals with an option to be rehired. I trust that the individuals will consider the offer with its conditions and make an informed decision that is in the best interest of their family. I will respect the decision that each of them make. If you or other colleagues would like to learn more about the severance plan please do not hesitate to contact Jessie Fowler who is our Operations HR Business Partner. Al