State Disability Insurance (SDI)
California State Disability Insurance (SDI) is insurance that covers employees for non-work related illness and/or injuries. PPEO represented employees are covered by SDI and pay the cost of this benefit.
When Do I qualify for State Disability Insurance (SDI)?
- PPEO represented employees:
- You must be disabled for seven calendar days before you are eligible for SDI benefits. You should apply for SDI benefits as soon as you know you will be out longer than seven calendar days.
- Your sick leave can be coordinated with your SDI benefits so that when combined you receive your regular take home pay.
- You must immediately notify your department supervisor/payroll staff and submit a completed SDI Integration form in order to coordinate your SDI benefits and sick leave benefits.
- Until you notify and submit the SDI Integration form to your department, your sick leave and vacation hours will be used to calculate your pay.
- If you decide to apply for SDI and integrate sick leave with SDI benefits at a later date, you may not be allowed to receive retroactive benefits from Placer County.
- At the time you exhaust your sick leave, with your department head's approval, you may use vacation, floating holiday, or CTO accruals.
- SDI coverage is limited to one year and is administered by the State of California Employment Development Department. Contact the Personnel Department at (530) 889-4060 to determine if you may be eligible for other benefit options.
- If you have a Workers’ Compensation claim that is pending determination, it is to your benefit to file for SDI.
- DSA Represented Employees:
- SDI is not available for DSA represented employees.
- FMLA does not run concurrently with 4850 benefits.
- Management and Confidential Employees:
- SDI is not available for Management and Confidential Employees. Depending on the length of your medical leave you may be eligible for the County sponsored Salary Protection Program. At the time you exhaust your sick leave, with your department head's approval, you may use vacation, floating holiday, CTO and/or Management accruals.
FMLA / CFRA / PDL leaves normally run concurrently with a Workers’ Compensation leave.