This thread is amazing - thank you all for sharing your experiences! I'm a single mom on temporary SDI ($2,000/month) after a C-section complication that's keeping me out of work longer than expected. With daycare costs and rent eating up most of my benefits, I've been living on rice and beans trying to make it work. I honestly didn't even know CalFresh was an option while on disability. The way Isaac broke down his whole process and the final approval gives me so much hope! I'm especially grateful for Katherine's explanation of the income limits and deductions - with my childcare expenses on top of housing costs, it sounds like I might actually qualify for a decent benefit amount. Going to apply this weekend using GetCalFresh.org. Even if it's just $50-100/month, that would make such a difference for fresh fruits and vegetables for my toddler. It's so reassuring to know there's help available during these tough recovery periods. Will definitely update once I hear back!

Just wanted to share my experience as someone who went through this process about 6 months ago. I was on SDI for 4 months after a knee replacement surgery, getting about $1,850/month. Like many of you, I was confused about whether I could get CalFresh and almost didn't apply because I thought any disability income would disqualify me. The application process through GetCalFresh.org was surprisingly straightforward - took maybe 20 minutes total. What really helped was having all my documents ready beforehand: SDI award letter, lease agreement, and receipts for my physical therapy copays. I ended up getting approved for $142/month, which was honestly a lifesaver during recovery. The phone interview was just basic verification of what I'd already submitted online. The caseworker was actually really understanding about my situation and explained how the deductions worked. For anyone still hesitating - Isaac's success story isn't unique! I know it can feel overwhelming when you're already dealing with recovery, but these benefits can really take some financial pressure off during a difficult time. The worst they can say is no, but you might be surprised by the outcome. Good luck to everyone who's applying!

I'm new to this community and just went through this exact same confusion with my employer! They told me my doctor could "handle everything" for my upcoming shoulder surgery, and I spent almost a week waiting for my orthopedist's office to "file my claim" before realizing they were waiting for me to start the process first. What really helped me understand was calling EDD directly (took forever to get through) and having them explain that the SDI system is designed as a two-part process by law - the claimant must initiate with their personal/employment information, then the medical provider certifies the disability. No doctor can access your employment records or create an SDI claim account on your behalf. I ended up filing through SDI Online on a Tuesday morning, and my doctor's office received the electronic notification that same afternoon. They completed their medical certification by Thursday. The whole thing would have been so much smoother if my employer had just explained it correctly from the start! For anyone else dealing with this - don't let employer confusion delay your filing. The sooner you get your claim started, the sooner your waiting period begins and the faster you can potentially receive benefits. Your doctor will get automatically notified through the system once you file.

I'm dealing with a similar situation right now and this thread has been incredibly eye-opening! My supervisor also told me that my doctor could file my disability claim directly, and I've been waiting around for two weeks thinking my orthopedist would handle everything for my upcoming knee surgery. After reading all these responses, I realize I need to file the initial claim myself first. What's really striking is how widespread this misunderstanding seems to be among employers. It sounds like so many people get told the same incorrect information. I wonder if there's some confusion because doctors DO handle such a significant part of the process (the medical certification), but employers don't realize there's a crucial first step that only the employee can do. I'm going to file my SDI claim online today and then call my doctor's office with the confirmation details. Thank you to everyone who shared their experiences - you probably saved me from losing weeks of potential benefits due to this confusion! This community is such a valuable resource for navigating these complex processes.

OP, whatever you do, don't ignore this! I made that mistake and ended up in a huge financial mess. Keep calling, emailing, whatever it takes to get answers.

I went through something similar a few months ago and it turned out to be a routine review that got stuck in the system. Here's what worked for me: I called the main SDI line at 8:00 AM sharp (1-800-480-3287) and pressed 1-2-1 to get to the disability claims department. It took about 45 minutes on hold, but I finally got through to someone who could see what was happening with my claim. Turns out they had flagged my case for additional review but never sent me notice. The agent was able to expedite the process and I got my backpay within a week. Also, if you have a case worker assigned to you, try calling their direct line - sometimes that's faster than the main number. Hang in there, this stuff usually gets resolved once you can actually talk to a human!

To summarize for anyone else finding this thread with a similar question: 1. What you're describing is called a claim reactivation (not "collecting a balance") 2. It's only available if: - You're disabled again with the same or related condition - You're within 90 days of your previous claim's end date - You didn't use all your maximum benefits during the initial claim 3. You need a Supplemental Certificate (DE 2525XX) from your doctor 4. Be proactive about getting this form - call if it doesn't appear in your SDI Online account 5. This is different from an extension (which is when you've used all benefits but still can't work) Hope you get this resolved quickly!

Glad to hear you got it sorted out! Just wanted to add for anyone else reading this - make sure your doctor fills out the DE 2525XX form completely and accurately. I've seen cases where forms get rejected because doctors accidentally check the wrong boxes or don't provide enough detail about how the condition prevents you from working. It's worth having a quick conversation with your doctor about what EDD is looking for before they submit it. Also keep copies of everything for your records!

I'm also brand new to SDI and this thread has been incredibly eye-opening! I just got approved for my claim yesterday after a car accident and my employer is processing my vacation payout next week. Like so many others here, I was completely confused about whether vacation pay counts as "wages" when you're not actually working. After reading through everyone's real experiences, especially those terrifying overpayment stories, it's crystal clear that vacation pay MUST be reported as wages during the certification period when you receive it. It's honestly frustrating that EDD's official materials don't explain this clearly - we shouldn't have to learn critical reporting rules from community forums! But I'm so grateful everyone took the time to share their experiences here. The consensus is undeniable: report ALL forms of paid leave as wages when received, keep thorough documentation, and it's much better to have temporarily reduced benefits for one week than deal with collections and penalties later. Thank you to this amazing community for filling in the gaps where EDD's guidance falls short - this knowledge is invaluable for newcomers like me trying to navigate this confusing system!

I'm also brand new to SDI and just submitted my claim this week for a knee surgery. This thread has been absolutely invaluable! Like so many others here, my employer mentioned they'll be processing my vacation payout but gave me zero guidance on EDD reporting requirements. I was initially thinking the same way as the original poster - that vacation pay wouldn't be considered "wages" since I'm not actively working for it. But after reading through everyone's real experiences, especially those terrifying overpayment stories, it's crystal clear that ALL forms of paid leave must be reported as wages during the certification period when you actually receive the payment. It's honestly shocking that EDD's official documentation doesn't clearly explain something this basic - we shouldn't have to rely on community forums to understand critical reporting rules! But I'm so grateful everyone took the time to share their experiences here. The consensus couldn't be more obvious: report vacation pay, sick pay, PTO - everything - as wages when you receive it, keep all your documentation, and it's much better to have temporarily reduced benefits for one week than deal with collections and penalties months later. Thank you to this amazing community for providing the guidance that EDD's confusing materials fail to deliver clearly!