I went through something very similar last year! Just want to emphasize what others have said - your employer's leave policies and the state benefits are completely separate systems. I was also confused because my company called it "maternity leave" but I still had to file my own claims with EDD for both SDI and PFL. One thing to watch out for - make sure you understand exactly when your current disability period officially ends so you can time your PFL application correctly. There shouldn't be any gap between the two if you want continuous benefits. And definitely get that disability extension paperwork submitted ASAP if your doctor agrees you need more recovery time. The 12-month window for PFL bonding is real, so you have plenty of time to figure out the best timing for your family. Don't let your employer's confusing terminology stress you out - you've earned these benefits through your payroll deductions!

I'm going through almost the exact same situation right now! My baby was born in January and I've been on my company's STD plan. What really helped me was calling EDD directly to confirm that I could still file for state PFL even though my employer had their own "bonding leave" policy. The rep explained that as long as I've been paying into the state system through payroll deductions, I'm entitled to those benefits regardless of what my company calls their leave. One tip - when you do apply for PFL, make sure you have all your documentation ready including your baby's birth certificate and your doctor's clearance from disability. The process went much smoother for me when I had everything organized upfront. You've got this! These benefits are yours by right, not by your employer's permission.

Hey OP, don't forget to double check that you signed and dated everything! I made that rookie mistake and it delayed my benefits for weeks. 😭

Just want to echo what everyone else is saying about documentation! I learned this the hard way - keep copies of everything and consider sending your recertification form via certified mail if you go the postal route. That way you have proof of delivery with a tracking number. Also, if you submitted online, check your email for any confirmation messages - sometimes they go to spam. The waiting is the worst part, but hang in there! 🤞

This thread has been incredibly helpful! I'm new to California and just started a job here after moving from Texas, where they just called it "disability insurance." I was so confused when my new HR department mentioned SDI in my benefits orientation - I thought it might be something completely different from what I was used to. Reading everyone's explanations makes it crystal clear that it's just California's specific name for the same type of disability insurance program. I don't have any immediate need for it thankfully, but it's really good to understand how it works here. The tip about being able to start the application process before your actual disability date is something I never would have known - that seems like it would make such a difference in avoiding gaps in income during recovery. Thanks to everyone who shared their experiences and advice. This community is such a great resource for navigating these confusing government programs!

I just went through this exact same situation a few months ago! The SDI vs DI confusion is so real - my physical therapist kept saying DI, my employer said SDI, and I was convinced I was missing something important. Turns out they're absolutely the same program, just different ways of referring to California's State Disability Insurance. What really helped me was realizing that when you go to file, you'll only see SDI options on the EDD website - there's no separate "DI" application to worry about. One thing I wish I'd known earlier: definitely give your surgeon's office a heads up about the medical certification requirements as soon as you schedule your surgery. Some doctors' offices are super familiar with the process and turn it around quickly, while others might need more time or reminders. Since you mentioned your leave starts next month, you've got good timing to get everything coordinated properly. Also, double-check with your HR about any additional private disability insurance your employer might offer - that would be completely separate from SDI and could potentially provide additional benefits alongside the state program.

One thing I haven't seen mentioned yet is that you should also update any automatic payment arrangements you might have set up based on your SDI payment schedule. Since your benefits will stop April 14th but your new job probably won't pay until the end of April or early May, make sure you have enough in your account to cover any bills that were timed around your SDI payments. I made this mistake when I transitioned back to work and ended up with a bounced payment because I forgot my SDI would stop immediately but my first paycheck wouldn't come for another few weeks. Also, don't forget to update your address and contact info with EDD if anything changes with the new job - they might need to send you tax documents at the end of the year. Good luck with everything!

Just wanted to chime in as someone who works in HR - you're handling this exactly right by reporting to EDD immediately! One additional tip: when you start your new job, make sure to bring a copy of your doctor's work restriction letter to your first day. Even though your new employer is aware of your situation, having the official documentation helps protect both you and them. HR will likely want it for their files anyway. Also, since you mentioned this is a $15k salary increase, don't forget to adjust your tax withholdings accordingly - you might want to meet with a tax professional or use the IRS withholding calculator to make sure you're not underpaying throughout the year. Congrats again on both your recovery and the amazing new opportunity!

Wow, this thread has been such a rollercoaster to read through! As someone who's brand new to this community and completely unfamiliar with the SDI system, I learned so much just from following along with everyone's responses. @Chloe Taylor I'm so happy you figured out the weekly vs monthly confusion - that must have been such a huge relief! I can totally understand how you'd misread that initially when you're already dealing with the stress of an injury and trying to navigate all this unfamiliar paperwork. $1,620 weekly versus $1,600 monthly is such a massive difference! It's really reassuring to know that you're actually getting the maximum SDI benefit amount. While the base period system seems frustrating at first (especially when you just got a big promotion), at least it worked out that your pre-promotion wages were already high enough to qualify you for the top tier. This whole discussion has been incredibly educational for me. I had no clue about base periods, alternate base periods, or how they determine which specific quarters to use for calculations. Everyone's detailed explanations have given me so much insight into how the system actually works. I'm definitely saving this thread as a reference in case I ever need to file for SDI myself. Hope your back injury heals quickly so you can get back to enjoying that well-deserved promotion salary!

As someone who's new to this community and just learning about the SDI system, this entire thread has been absolutely fascinating to follow! @Chloe Taylor I'm so relieved that you figured out the weekly vs monthly confusion - what a huge difference that discovery made for your peace of mind! Reading through everyone's explanations has taught me so much about how SDI benefits actually work. I had no idea about base periods or why they use wages from 5-18 months ago instead of your most recent earnings. While it definitely seems counterintuitive at first (especially in situations like yours where you just got a promotion), I can see how having a standardized system helps with administrative consistency. The fact that you're receiving $1,620 weekly - which is the maximum SDI benefit - is actually really great news! It shows that even your pre-promotion wages during the base period quarters were substantial enough to qualify you for the highest tier. While it's still less than your new salary, $7,020 monthly is definitely much more manageable than the $1,600 monthly you initially thought you were getting. This thread is such a perfect example of why community support is so valuable when dealing with complex government programs. Everyone's detailed knowledge and willingness to help really made the difference in understanding your situation. I'm definitely bookmarking this for future reference! Wishing you a speedy recovery so you can get back to enjoying that well-deserved promotion.