I'm sorry, but no, you can't.
There is a persistant but erroneous belief that someone who is collecting disability payments cannot be fired. There is no truth to that belief whatsoever. What the law says is that someone who has a disability as defined under the ADA (which is only a small fraction of people collecting disability benefits) cannot be fired BECAUSE they have a disability. As in, "we have to lay someone off; let's let Joe go so we won't have to deal with his ______ (fill in the disability of your choice here)".
Barring a state law that says otherwise, the maximum length of time an employer is required to provide you for any kind of medical condition is 12 weeks. (No state requires more than 16 weeks to the best of my knowledge.) Once you have been out of work for 12 weeks, if you are unable to return to work, it is legal to terminate your employment regardless of how valid the need to take additional medical leave. There are NO circumstances in which the employer is required by law to extend medical leave beyond 12 weeks. They may offer more time if they choose to, and a union or other contract may provide greater protection, but as far as the law goes, 12 weeks (or the greater amount provided by your state) is the absolute outside. BTW, California does not require any longer than 12 weeks except for pregnancy.
Even under the ADA, there is no guaranteed job protection.
A person with an ADA-qualifying disability who finds that their disability is interfering with their job, should first make the employer aware that they need an accomodation. The employer is then required to work with the employee to find a reasonable accomodation to allow them to complete the essential functions of their position. What is considered reasonable will vary with the job duties of the employee and with the resources of the company. However, IF there is no reasonable accomodation that can be provided AND IF there is no open position for which you are qualified which would be within any medical restrictions, again you can be terminated.
Under no circumstances is the employer required to do any of the following:
1.) Put you into a position for which you are not qualified
2.) Bump someone else out of their position in order to put you into it
3.) Accept a standard of work from you which would be unacceptable in a non-disabled person
There are other limitations, but these are the appropriate ones based on your question.