Maya, I just want to echo what others have said about being really specific with your doctor about functional limitations. I went through a similar situation with a knee injury that ended my warehouse career. When I first applied for SDI extension, my doctor just wrote "patient has ongoing pain and mobility issues" - DENIED immediately. The second time, we got very detailed: "Patient can walk maximum 200 yards before requiring 10+ minute rest, cannot stand continuously for more than 45 minutes, cannot lift/carry more than 15 pounds, cannot climb stairs more than one flight, requires alternating sitting/standing every 30 minutes." APPROVED for the full extension. Also, if your injury happened at work, definitely pursue Workers' Comp even if you're already on SDI. They're separate benefits and you might be entitled to both. Workers' Comp can also provide vocational rehabilitation services to help you transition to a new career that works with your limitations. Don't give up - there are more safety nets available than most people realize!

Maya, I wanted to add something important that I don't think anyone else has mentioned yet - make sure you understand the timing requirements for SDI extensions. You need to submit the extension request AND have your doctor complete the supplementary certificate BEFORE your current benefits end in mid-March. Don't wait until the last minute because processing can take 2-3 weeks. Also, regarding your savings situation - if you're approved for an SDI extension, you might be eligible for retroactive payments if there's any gap between your original claim ending and the extension being approved. But this only works if you file on time. One more resource: many counties have disability advocacy organizations that can help you navigate both the SDI extension and SSDI application process for free. In my county it's called "Disability Rights California" but yours might be different. They know all the tricks for getting proper documentation from doctors and can sometimes expedite claims. Worth looking into while you're exploring all these other options!

Update us once you've filed your SDI claim. The first payment typically arrives within 14 days after your claim is approved, and it can be retroactive to your disability start date (minus the 7-day waiting period). Just remember that SDI only replaces about 60-70% of your wages, capped at a maximum weekly benefit amount of $1,620 in 2025.

I'm so sorry this happened to you - what a nightmare situation to deal with while you're already struggling with your health. I went through something similar with my lupus flare last year. My employer also gave me verbal assurances about medical leave but then tried to claim I was a "no-show" when I couldn't return as quickly as expected. Here's what I learned: Document EVERYTHING from this point forward. Those text messages from your supervisor are gold - screenshot them and back them up. Also, when you see your rheumatologist tomorrow, ask them to include specific details in the medical certification about how your RA symptoms (joint pain, fatigue, mobility issues, etc.) prevent you from performing your job duties. Don't just let them write "rheumatoid arthritis" - EDD needs functional limitations spelled out clearly. One thing I wish someone had told me: keep copies of all your SDI paperwork and track every interaction with EDD. If there are any issues with your claim, having that paper trail is crucial. Also, don't let your employer's poor handling of this situation discourage you - you have legitimate medical reasons for being unable to work, and that's what SDI is designed for. Good luck with your claim! Keep us posted on how it goes.

I'm dealing with a similar situation right now! My employer has been having cash flow issues for the past two months and while they keep saying paychecks are "coming soon," I developed carpal tunnel syndrome that requires surgery. From what I've researched and been told by others, you're definitely on the right track with SDI rather than unemployment. The fact that your doctor has provided proper medical certification with specific diagnoses (herniated discs) and a clear recovery timeline is exactly what EDD needs to see. One thing I'd add - when you file your claim, there should be a section where you can explain your current work situation. Be completely honest about the non-payment issue but emphasize that your inability to work is due to your medical condition, not the employer's financial problems. Also, I'd recommend filing as soon as possible since there's that 7-day waiting period before benefits can start. Every day you delay is potentially money lost while you're dealing with medical expenses. Have you considered documenting the employer's failure to pay wages? That might be useful information to have on hand, even if it doesn't directly affect your SDI claim. Best of luck with your recovery!

I'm new to this community but wanted to share what I learned from my own SDI experience last year. Your situation sounds really stressful, but you're definitely doing the right thing by pursuing SDI instead of unemployment. The most important thing is that you have clear medical documentation - which you do with the herniated disc diagnosis and 8-week recovery timeline. That's exactly what EDD looks for. Your employment status being complicated won't hurt your claim as long as you're honest about it. A few things that helped me when I filed: - Take screenshots of your online application before submitting (in case there are technical issues) - Make sure your doctor's office has copies of everything they submitted for you - If possible, get a letter from your employer acknowledging the payment situation - it might help clarify things if EDD has questions The fact that you physically cannot work due to a legitimate medical condition is what matters most. EDD sees cases like yours more often than you'd think, especially with small companies having financial troubles. Hang in there - back injuries are tough but you'll get through this!

I'm so sorry you're going through this - the mental health disability system is incredibly broken and Kaiser's approach to these cases is particularly frustrating. Reading through your situation and all the excellent advice you've received here, it's clear you now have a much better understanding of your options and rights. As someone who recently went through a similar battle with a different health system, I wanted to emphasize something that several others touched on: the importance of being extremely specific about functional limitations in your documentation. When I finally got a provider who understood this, they wrote things like "Patient unable to maintain sustained attention required for patient monitoring beyond 15-20 minutes due to severe anxiety" and "Panic responses to high-stress situations create safety risks in emergency medical settings." That level of detail was much more compelling to reviewers than general statements about depression and anxiety. Also, don't underestimate the power of having your charge nurse or supervisor document the specific cognitive demands of your ICU role. Healthcare administrators understand better than anyone that mental health issues in critical care settings aren't just personal problems - they're genuine safety concerns for patients. The fact that you're prioritizing both your recovery and patient safety shows incredible professional integrity. You're not giving up or being weak - you're being responsible. Your future patients will benefit from you taking the time to get properly well rather than rushing back when you're not ready. Keep advocating for yourself through this broken system. This community is clearly behind you, and your persistence is going to help other healthcare workers facing similar battles!

I'm new to this community but your situation really resonates with me. I went through something very similar with my insurance company's mental health department about two years ago, and the advice you've gotten here is absolutely spot-on. The most important thing I learned was exactly what others have mentioned - FMLA and SDI are completely separate systems. Kaiser's FMLA board can say your 12 weeks of job protection are up, but that has zero impact on your eligibility for continued SDI benefits. I made this same mistake initially and it caused me weeks of unnecessary stress. When you meet with the new psychiatrist, I'd suggest bringing a written list of your specific job duties and how your symptoms prevent you from safely performing each one. For ICU nursing, things like "Cannot maintain focus during lengthy procedures due to racing thoughts" or "Panic attacks triggered by alarm sounds make emergency response unsafe" are much more powerful than general statements about depression and anxiety. Also, document that your condition has worsened during this 14-week period - that's actually important medical evidence that you're not ready to return, not a sign that you're failing somehow. The stress of fighting for benefits while trying to recover is brutal and often makes underlying conditions worse. You're absolutely doing the right thing by prioritizing patient safety. Healthcare workers face unique pressures, and returning before you're cognitively and emotionally ready could genuinely endanger the people you're supposed to help. That's professional responsibility, not weakness. Keep fighting for yourself - you deserve proper support and this community clearly has your back!

I'm so sorry this happened to you - what a stressful situation on top of having a new baby! I went through something similar (though not exactly the same) when my company had layoffs right after I returned from maternity leave. From what I learned, you should be eligible for unemployment after your disability ends since your job loss was due to company restructuring, not your performance. The key things the EDD will look at are: 1) you're medically cleared to work (which you are), 2) you're able and available for work, and 3) you lost your job through no fault of your own. A few practical tips: Keep all your documentation from HR about the position elimination, and when you apply for UI, be very clear about the timeline - that you were cleared to return to work but then informed your position was eliminated. Also, definitely look into the PFL option others mentioned for bonding time with your baby. Hang in there - you've got this! The system can be overwhelming but there are safety nets in place for exactly these situations.

I'm a single mom who went through almost the exact same situation 6 months ago! Position eliminated while on pregnancy disability - it felt like the worst possible timing. Here's what worked for me: 1. Apply for PFL immediately after your SDI ends (don't wait!) - those 8 weeks gave me crucial time to job search without the pressure 2. Start updating your resume and LinkedIn NOW while you're still on disability 3. When you do apply for UI after PFL, emphasize that you're "able and available" - I even mentioned in my application that I had childcare arrangements in place 4. Network like crazy - I found my current job through a former colleague who saw my LinkedIn post about looking for work The transition between programs was smoother than I expected. EDD actually has pretty good resources for new parents, even though the system can be confusing at first. You're going to get through this! Having a baby AND job hunting is exhausting, but remember that companies that eliminate positions of new moms during disability probably weren't great places to work anyway. You'll find something better! 💪