Had this exact same issue last month! The ID.me verification somehow changed my first name from "Michael" to "Micheal" (with an extra 'e'). I was freaking out because I thought it would mess up my whole claim. Here's what worked for me: 1. First, I tried fixing it through ID.me directly - didn't work, they said it had to be corrected on EDD's end 2. Used the EDD web portal to send a message (like StarSurfer mentioned) - included screenshots of my driver's license 3. Also called them using that early morning trick (call right at 8am when they open) 4. Got it resolved in about 10 business days The key is being persistent but polite. Don't let them brush you off! And definitely ask for that name discrepancy flag that Anastasia mentioned - wish I had known about that earlier. Good luck Oliver, you got this! 💪

This is such a frustrating but common issue! I went through something similar when my middle initial got dropped after ID.me verification. Here's what I learned from my experience: **Multiple approaches work best:** - Online message through EDD portal (fastest response time) - Phone call as backup (try calling right at 8am or use one of those callback services mentioned) - Keep all documentation handy (ID, screenshots, etc.) **Timeline expectations:** - Online messages usually get responses in 5-10 business days - Phone fixes can happen same day if you get the right rep - Don't panic if it takes up to 3 weeks total **Pro tip:** When messaging online, use "URGENT - Name Correction Needed" as your subject line. I noticed they prioritize those messages. The good news is this won't typically hold up your payments once you've reported it. They see these ID.me discrepancies all the time now. Stay on top of it and you'll be fine! @Oliver Becker - definitely try the online message route first with screenshots like StarStrider suggested. Much less stressful than sitting on hold for hours.

I'm so sorry for your loss and the additional stress you're dealing with during this already difficult time. The complete lack of transparency in EDD's PFL caregiving appeal process is absolutely unacceptable - it's 2025 and they can't even provide a basic "appeal received" status update online? I went through something similar last year when my uncle was in his final stages in Texas. EDD initially denied my caregiving claim because his oncologist wasn't in California, even though I had all the proper documentation. The appeal process was a nightmare - weeks of complete silence with no way to check status online. What finally worked for me was getting my state assemblymember's office involved after about 5 weeks of no communication. Their constituent services team called EDD directly and suddenly my "lost" appeal was magically found and approved within 72 hours. It's ridiculous that it takes political intervention to get basic customer service, but that's the reality with EDD's broken system. Keep detailed records of every call you make and every document you submit. If you haven't heard anything by the 3-week mark, definitely consider reaching out to your local representative's office. They deal with EDD issues all the time and know exactly who to contact. The system is clearly designed to prioritize baby bonding claims over caregiving claims, which is infuriating when you're dealing with end-of-life care for a parent. You shouldn't have to fight this hard while you're grieving.

I'm really sorry for your loss and the bureaucratic nightmare you're dealing with on top of everything else. This thread has been incredibly informative about how broken the PFL caregiving system is compared to other EDD programs. I'm currently caring for my elderly father who has dementia, and thankfully his doctors are all in California, but reading these experiences makes me realize how lucky that is. The fact that EDD can quickly approve baby bonding claims with full online tracking but leaves caregiving claimants completely in the dark during appeals is honestly shameful. What strikes me most about your situation is that you have documentation from THREE different medical sources - that should be more than sufficient evidence. The hospice documentation alone should carry significant weight since hospice care requires serious medical certification regardless of what state it's in. Based on what others have shared here, it sounds like persistence with phone calls is key, and the suggestion about involving your state representative after 3-4 weeks seems like solid advice. The fact that multiple people had their "lost" appeals suddenly found after political intervention really exposes how dysfunctional their internal processes are. Keep fighting for what you deserve - you were there for your father when he needed you most, and you absolutely deserve these benefits. The system is broken, not your claim.

unpopular opinion: the system is designed to be confusing on purpose. they hope people will give up and not claim benefits. stay strong and don't let them win!

I made a similar mistake on my disability claim a few months ago - accidentally put my injury date as both start and end dates. What helped me was calling early in the morning (like right at 8am when they open) and having ALL my paperwork ready before I called. Make sure you have your Social Security number, claim number, employer info, and the CORRECT dates written down clearly. When you talk to them, be super specific about what the mistake was and what it should be. They'll probably ask for documentation like pay stubs showing your last day worked or a doctor's note with the actual leave dates. The rep I talked to was actually pretty understanding once I explained it clearly. Hang in there - it's fixable, just takes some patience with the system!

To summarize what everyone has correctly noted: 1. PFL and UI benefits are completely separate systems with separate funding and eligibility requirements. 2. PFL falls under State Disability Insurance (SDI) which you pay into via payroll deductions. 3. UI is a separate program with its own funding mechanism and eligibility criteria. 4. Receiving PFL will not reduce your maximum UI benefit amount or weekly benefit amount if you later qualify for unemployment. 5. The only "connection" is that both look at your base period earnings, but in different ways. For UI, they examine your highest quarter of earnings in the base period to determine your weekly benefit amount. As others have mentioned, the timing of potential termination shortly after PFL leave raises serious legal questions about retaliation that you may want to explore with an employment attorney.

I'm really sorry you're going through this stress on top of everything with your husband's health situation. The good news is that everyone here is absolutely right - PFL and UI are completely separate benefit systems, so your caregiving benefits won't affect any future unemployment claim at all. What you're describing with the delayed equipment, rescheduled meetings, and system access issues sounds very concerning, especially so soon after returning from protected leave. I'd also be worried about them hiring someone new for your department while you were out - that's a pretty big red flag. Since you mentioned you've been there 5 years and they have 80 employees, you should definitely be covered under both CFRA and FMLA protections. Keep documenting everything with dates and times. If they do terminate you, file for unemployment immediately and don't let them pressure you into saying you quit or resigned. Make sure they clearly state they're terminating you. Also, have you considered reaching out to the California Department of Fair Employment and Housing (DFEH) if things continue to deteriorate? They handle retaliation complaints related to family leave. Hope things work out for you and your husband continues to recover well!

Just wanted to add another perspective here - I'm an employment attorney and see this confusion constantly. Your HR department is absolutely wrong about linking PFL to FMLA eligibility. These are completely separate programs with different funding sources and requirements. PFL is an insurance benefit you've earned through your SDI contributions - it's YOUR money that you've been paying into the system. No employer can deny you access to benefits you've already paid for just because you haven't worked there long enough for FMLA protection. Here's what I always tell clients in your situation: 1. Apply directly to EDD - don't go through your employer 2. Keep records of all communications with HR about this issue 3. If they retaliate or terminate you for taking legally protected leave (remember PDL protects the medical portion regardless of tenure), that could be grounds for a discrimination claim The fact that your HR is giving you incorrect information about state benefits is concerning. I'd recommend getting their statements in writing so you have documentation of their position. Good luck with your leave planning!

Wow, reading through all these responses has been SO helpful! I had no idea about the PDL protection regardless of tenure - that's a game changer for my situation. I'm definitely going to file directly with EDD and get my HR's incorrect position in writing as suggested. It's frustrating that so many companies seem to misunderstand these benefits, but I'm grateful this community exists to help clarify things. For anyone else in a similar situation, it sounds like the key takeaway is: PFL = your earned benefit through SDI contributions (completely separate from job tenure), PDL = job protection for medical portion regardless of how long you've worked there, and FMLA/CFRA = job protection that requires 12 months employment. Thanks everyone for sharing your experiences and expertise!