EDD SDI extension ending but employer saying FMLA running out - totally confused!

Your employer is actually correct about this. In California, when you go on SDI, most employers automatically start the FMLA clock at the same time, even if you didn't specifically apply for it. FMLA provides job protection for up to 12 weeks, but your disability benefits through EDD can last much longer (up to 52 weeks). Once your FMLA protection runs out, technically your employer doesn't have to hold your position anymore, even if you still have valid disability benefits. You should immediately talk to your doctor about completing CFRA paperwork (California Family Rights Act), which can sometimes provide additional job protection after FMLA expires. Also, request accommodation paperwork under ADA if your condition qualifies as a disability. Both of these might help protect your job beyond the FMLA period.

my company did the exact same thing to me!! i was on disability for 4 months for a back injury and they never told me they were counting FMLA the whole time. then they suddenly said i had to come back or lose my job even tho my doctor said i needed 2 more weeks. its total BS how they do this!!!

Did you get the FMLA designation notice when you first went out on disability? Your employer is required to provide written notification within 5 business days of determining your leave qualifies for FMLA. The notice should specify how much FMLA time you have available and when it will exhaust. If they never provided this, you might have a case that your FMLA hasn't properly started yet.

I've been through this EXACT situation with SDI and FMLA running concurrently, and getting to EDD on the phone was absolutely impossible when I needed to sort things out. After days of calling and getting hung up on, I finally used Claimyr (claimyr.com) and got through to an EDD representative in about 20 minutes. They have a video showing how it works: https://youtu.be/1X-mEsLtbmQ?si=1hcSq3KFtCr4oAmd The EDD rep explained that they only handle the disability benefits part, not job protection, but they were able to explain exactly how the benefits work which helped me when I went back to talk to my employer. Definitely worth it when you're trying to navigate these complicated situations.

It's completely legitimate - I was skeptical too until I tried it. They don't handle your personal information or talk to EDD for you - they just connect your call and get you past the busy signals and automated hang-ups. When you're desperate to speak to someone about your benefits, it's worth every penny. I spent 3 days trying to get through on my own with no luck before using this.

YOUR EMPLOYER IS SCREWING YOU OVER!!!! This happened to me and I SUED and WON!!!! If they didn't SPECIFICALLY tell you about FMLA when you went out on leave, they CAN'T count it!!! Talk to a lawyer IMMEDIATELY!!! The law is VERY CLEAR about this!!!!

my situation was different but sorta similar. i was on sdi for pregnancy and thought i had more time but my hr told me fmla was ending sooner. turns out pregnancy disability leave in california is separate and gives extra time beyond fmla for recovery from childbirth. not sure if that helps you but just sharing that there are different types of leaves that work differently.

To clarify a few things for everyone: 1. FMLA (federal) and CFRA (California) both provide up to 12 weeks of job-protected leave 2. SDI can provide wage replacement for up to 52 weeks 3. Employers can and usually do run FMLA concurrently with disability leave 4. The designation notice is the legal requirement for notification 5. Once FMLA/CFRA protection ends, your job is no longer legally protected even if you still receive SDI benefits Your best options now are: 1. Request ADA/FEHA accommodations if your condition qualifies as a disability 2. Talk to your employer about any company-specific extended leave policies 3. See if you qualify for CFRA if it hasn't already been used concurrently with FMLA Don't wait - address this immediately as the clock is ticking.

wat happens to ur health insurance after fmla runs out? thats wat really screwed me when this happened

Regarding health insurance: When FMLA protection ends, employers are no longer legally required to maintain your health benefits. However, many employers have policies that extend health coverage during approved medical leaves beyond FMLA. You should specifically ask about this during your HR meeting. If they don't extend coverage, you would be offered COBRA continuation, which allows you to keep the same insurance but you pay the full premium (including the portion your employer used to pay). This can be very expensive but maintains your coverage. Also, losing employer coverage is a qualifying event that would allow you to purchase insurance through Covered California, potentially with subsidies depending on your income while on disability.