Can husband take PFL baby bonding if his paycheck doesn't show CASDI deductions?

If your husband doesn't have SDI deductions on his paycheck, he's likely either exempt from SDI or works for an employer with a voluntary plan. Here are the possibilities: 1. He might work for a government agency (state, federal, county, city) - many don't participate in CA SDI 2. His company might have a voluntary plan instead of state SDI (check with his HR) 3. He could be self-employed or misclassified (though that doesn't sound like the case here) If he doesn't contribute to SDI, unfortunately he wouldn't be eligible for PFL through the state. However, he should: - Check if his employer offers any private short-term disability or parental leave benefits - Look into using FMLA/CFRA for job protection (unpaid but secures his job) - Ask HR specifically about Voluntary Plan benefits if they have one - some are actually better than state benefits The good news is you'll still qualify for your leave!

Look at your husband's paycheck stub closely - sometimes the SDI is listed under weird abbreviations like CA WITHHOLD or CASDI or just SDI. Some employers might even label it as CAETD (CA Employee Tax Deduction). My husband almost missed his because it was buried in a bunch of other deduction codes. Also, double check if his employer has more than 50 employees. That's the cutoff for FMLA/CFRA eligibility. If it's a smaller company, they might not be required to provide those unpaid protected leaves either.

My husband had the same issue but it turned out his company was exempt from casdi n they had ther own disability program!!! check with hr asap cause their program ended up being WAY better than the state one - my husbin got 6 weeks FULLY PAID for baby bonding which is better than the state one where u only get like 60-70% of ur salary. some companies (especially union jobs or gov) have there own plans set up!

I'm going thru this right now with my partner! He was freaking out bcos he also didnt see the SDI deduction but turned out he works for a company with a voluntary plan. He's literally on week 3 of baby bonding leave now with our new daughter. DEF have your hubby check with HR - the paperwork can be confusing and sometimes these companies don't clearly communicate these benefits. We almost missed out thinking he wasn't eligible!

If ur husband works for construction, he might be union. Union jobs have their own benefits packages called UNION TRUST FUNDS and they dont pay into CA disability programs. BUT he might have excellent benefits through his union!! My brother is in IBEW (electricians) and gets 12 weeks family leave through their trust fund! Check if he's union and call the hall/trust fund office directly.

When I was trying to figure out my husband's eligibility for baby bonding PFL, I kept getting disconnected or waiting for HOURS trying to reach the EDD to ask questions. Totally frustrating when you're pregnant and trying to plan! I finally found this service called Claimyr (claimyr.com) that got me connected to an actual EDD rep in less than 10 minutes. They have a video demo of how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 The EDD rep was able to check my husband's wage records in their system and confirmed he had been paying into SDI through his employer even though it wasn't clearly labeled on his paystubs. Saved us so much stress knowing for sure! Might be worth trying if you keep getting the runaround from EDD's regular phone lines.

just to add some confusion here lol... my husband's paystub doesn't show SDI either because he works for the federal government BUT he still qualified for baby bonding through a different program called the Federal Employee Paid Leave Act (FEPLA) that gives 12 weeks paid! So if by any chance your husband works for federal govt look into that!

Based on all the comments here, it sounds like your husband has a few possible scenarios: 1. If he's union (which you confirmed), check his union benefits first - they often have their own parental leave provisions 2. He may still be contributing to SDI under a different code on his paystub 3. His employer might have a voluntary plan instead of state SDI I'd recommend this approach: 1. Contact his union rep first (highest likelihood of good benefits) 2. Then check with HR about any company or voluntary plan options 3. If neither of those pan out, have him check if he's eligible for CFRA/FMLA (unpaid but job-protected for 12 weeks) And as a backup, you can use the Claimyr service mentioned to speak directly with EDD to confirm if he has any wage records in their system that would qualify him for state benefits. Good luck with your planning and congratulations on your upcoming baby!