Your benefit amount will depend on how much you were earning during the base period. If you receive any earnings while you are on SDI, that amount will be subtracted from your benefits. As noted above, California employees may also receive benefits for time off spent caring for a seriously ill family member or bonding with a new child. You no longer must be off work for a seven-day waiting period before you'll receive paid leave benefits.
PFL is available for a maximum of six weeks. California's SDI program also covers employees who are temporarily unable to work due to pregnancy and childbirth. The usual period of disability recognized by the SDI program for a normal pregnancy begins four weeks before the birth of a child and extends to six weeks after the birth of the child.
Additional weeks can be granted with proper physician certification in cases of difficult pregnancies. In addition to allowing employees to collect SDI benefits during pregnancy, California law prohibits discrimination against pregnant employees. It also requires employers to allow employees to take pregnancy disability leave for the period of time when they are unable to work due to pregnancy, childbirth, and related conditions.
This leave right applies whether or not the employee is collecting SDI benefits. California's pregnancy disability leave law requires employers to allow employees to take up to four months off for disability relating to pregnancy and childbirth.
This leave need not be paid, but the employee may use any accrued paid leave she has available. This leave is not "maternity" leave. In other words, employers don't have to provide time off under this law for the employee to spend with her new child, if the employee is once again able to work.
Both federal and California law require covered employers to provide family and medical leave for eligible employees. These laws require employers to provide up to 12 weeks off in a month period for the employee's own serious health condition; for the employee to care for a family member with a serious health condition; or to bond with a new child, among other reasons. For California employees, this creates a right to more time off. Employees are entitled to time off while they are unable to work due to pregnancy or childbirth under California's pregnancy disability leave law, discussed above.
Once the employee is able to work, she can begin using her Family Rights Act leave for parenting—and she will still have a full 12 weeks of leave to take off. California is more generous than other states in this regard. There are two rules that may help you if you do not have earnings in your base period due to unemployment:.
First, if you have an unexpired claim for unemployment insurance benefits when you are seeking SDI, then you may use the base period you used for your unemployment insurance claim. Second, if you were unemployed during any quarter of your base period — meaning out of work for 60 or more days and looking for work — you may disregard that quarter and begin your base period three months earlier than the period set forth in the above chart.
For each quarter you were unemployed, you may go back another quarter. Your benefit amount is calculated based on the amount of earnings you had in the highest-earning quarter of your base period, and is about percent depending on income of your regular earnings. SDI payments are processed every two weeks. The entire amount you receive in SDI benefits from a single claim may not exceed the total amount of wages you earned during your base period.
Every claim for SDI has a seven-day, unpaid waiting period. Most benefits are issued within two weeks after a properly completed claim is received. If you cannot work at your regular job due to a disability or illness, then SDI is the right program for you. In general, no. There are two exceptions. Typically, yes. You may not receive full sick pay and SDI at the same time. You may receive partial sick pay to cover some or all of the difference between SDI and your full wages.
If you are uncertain, you should report to EDD any pay you receive from your employer. If you have lost wages due to your disability, but are still working, you may make a claim for benefits based on the income you are losing due to your reduced schedule.
You must meet all other requirements. Usually you become eligible for benefits after six months of elective coverage. However, if you worked as an employee prior to your elective coverage, you may have a base period from that employment. If you are otherwise qualified, you cannot be denied benefits because you are or were undocumented. You paid into the program and have a right to collect your benefits. You will receive SDI benefits for as long as you remain disabled, as defined, up to a maximum of 52 weeks.
Be employed or actively looking for work at the time your disability begins. For additional information visit, Calculating Benefit Payment Amounts. The date your claim begins can be adjusted if it does not meet this requirement.
You must remain under care and treatment to continue receiving benefits. Complete and submit your claim form DE no earlier than nine days after your first day of disability begins but no later than 49 days after your disability begins or you may lose benefits. A licensed midwife, nurse-midwife, or nurse practitioner may complete the medical certification for disabilities related to normal pregnancy or childbirth. Certification by a religious practitioner is acceptable only if the practitioner has been accredited by the Employment Development Department.
To file a claim, visit edd. Once a properly completed claim application is received, the EDD usually determines eligibility within 14 days. Submitting a claim online is the fastest way to have your claim processed. You will be able to select your payment option when you file your claim.
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