Occidental Petroleum

Houston, TX

see the full file on Occidental Petroleum

documented benefits (19)

Retirement match ceiling	7%
Retirement match	US employees (including field operations staff): 401(k) plan with a 7% match, plus a separate retirement plan with a 7 to 12 percent company contribution; Oxy describes total retirement contributions of up to 19%.
How leave is framed	Leave is published as three separate named entitlements - Paid Pregnancy Leave, Paid Bonding Leave and Paid Family Care Leave - with no week counts published.
Gym / fitness subsidy	yes
Mental health	yes
HSA	yes
Employee discount portal	yes
4-day / compressed work week	yes
Schedule protection	Oxy states many work sites offer flexible schedules including a 9/80 compressed option (nine-day fortnight). This is a worksite/office arrangement; Oxy does not publish a field rotation or hitch schedule.
Birthing-parent leave	14 weeks
Partner leave	6 weeks
Caregiver leave	2 weeks
Hours a week to qualify	Benefits start on day one but only for regular, FULL-TIME, NON-UNION employees. Part-time and union-represented staff are excluded from this package as published.
Benefits while part-time	offered
Disability	yes
Donation match cap	$7,500
Life insurance	yes
Vision	yes
Dental	yes

notable perks

Merit scholarships for employees’ dependants
Educational assistance reimburses up to $50,000 on successful completion of pre-approved courses at an accredited university, technical institute or specialised school - reimbursement, so you pay the school first

the legal floor where they are

Set by law, not by Occidental Petroleum. It applies to every employer in Houston, TX.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives	12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are ill	No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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