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Hi ladies,<br>
I am wondering if anyone can let me know what happens if I'm laid off three weeks before my Disability ends? I got a call about 10 days ago from the HR office letting me know that I had been laid off. In all honesty, it wasnt particularly bad news because I wasnt looking forward to the commute (1hr each way) and leaving my new baby girl. But I was planning to take my PFL (Paid Family Leave) once my SDI was up (July 11th) and I dont know if being laid off makes me ineligible.<br><br>
I had only been with the company for 6 months when I had her so I wasnt eligible for FMLA but I did get the state disability. I had thought that my job was protected while I was out on leave, but I'm not sure whether my short time with them was the reason they could lay me off. I am confident that the layoff was not an indication of my work - it's a real estate company and they have gone through 2 layoffs in the last 7 months. 3 other people were laid off along with me, so I do believe that business is just extremely bad for them right now.<br><br>
The most troubling part of the whole thing is that now we have to figure out how to insure our baby girl and since she was a preemie and had a couple of seizures the first week of her life in the NICU, I'm worried that it will be extremely hard to get her coverage.<br><br>
Any advice or similar experiences would be appreciated.<br><br>
Thanks!<br>
M~
 

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I would call the EDD and/or Labor Board. I believe it is illegal for them to lay you off during pregnancy disability, regardless of how long you have been on the job, but I could be wrong. You are legally entitled to that time!<br><br>
I had a similar thing happen, but I had been on the job for several years before our grant funded suddenly dried up. You should DEFINITELY apply for unemployment as soon as your disability ends, but if there's a way to make them still pay your PFL, make them do it. They are very helpful at EDD, but the phone wait times can be long.<br><br>
Good luck! <img alt="" class="inlineimg" src="http://www.mothering.com/discussions/images/smilies/hug.gif" style="border:0px solid;" title="hug"> BTW, <a href="http://www.paidfamilyleave.org/eligibility.html" target="_blank">CA Paid Family Leave</a> and FMLA are two different things, and according to the website, it looks like you might be covered. Call! <img alt="" class="inlineimg" src="http://www.mothering.com/discussions/images/smilies/smile.gif" style="border:0px solid;" title="smile"><br><br>
Also, with you not working, you might qualify for <a href="http://www.healthyfamilies.ca.gov/English/about_join_income.html" target="_blank">Healthy Families</a> for your daughter. The coverage is amazing and the program is intended for semi-low to median-income families. You know, families where they make to much to qualify for Medi-Cal, but too little to be able to afford to pay out-of-pocket for health insurance for their kids.
 

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In fact, now that I think about it, I'm like 90%+ sure that they cannot legally lay you off while you are on SDI or PFL, which is why my former employer waited until they hought all of my time had been used, but they forgot to factor in that you get an extra 2 weeks of SDI for a C/S. I called the Labor Board and filed a claim and they felt I had a valid case. I decided not to pursue it, though, because I wasn't going to get any financial compensation from the case, and I did not have time to mess with all of that with a newborn to take care of and a C/S to recover from.
 

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Ummm.... you're not eligible for PFL until you've worked for the company for a year :-/. So that makes your main question sort of a moot point.<br><br>
Do contact the EDD about your situation, though. If you were covered by group insurance when your daughter was born, you and she should both be eligible for COBRA, at least, which won't be cheap, but will be the same cost your company would have been charged, and they can't pull it for 18 months as long as you keep your premium payments up to date.<br><br>
If she has another parent with employer-provided insurance, and she was born within the last 30 days, her birth was a "qualifying event" and she can be added to their insurance, too.
 

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<div>Originally Posted by <strong>Ironica</strong> <a href="/community/forum/post/11601350"><img alt="View Post" class="inlineimg" src="/community/img/forum/go_quote.gif" style="border:0px solid;"></a></div>
<div style="font-style:italic;">Ummm.... you're not eligible for PFL until you've worked for the company for a year :-/. So that makes your main question sort of a moot point.</div>
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I'm not sure if this is true. From the CA PFL website (link in my post above):<br><br><b>2. Does an employee have to work a minimum number of hours or days before becoming eligible for Paid Family Leave benefits?<br><br>
No. Eligibility for PFL benefits is determined by your earnings in the base period, not on the number of days or months worked. Wages earned approximately 5 to 17 months prior to the beginning of your PFL insurance claim are included in your base period.</b>
 
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