I'm in the exact same boat and this thread has been such a lifesaver! Got terminated during what was obviously departmental restructuring but they marked it as "misconduct" on all the paperwork. My hearing is scheduled for next week and I've been absolutely terrified about potentially having to face my former supervisor. Reading through everyone's experiences here has been incredibly reassuring though. It sounds like the main things to focus on are: 1) The burden of proof is actually on THEM to show willful misconduct with real documentation, 2) Judges focus on the legal definition rather than just employer accusations, and 3) Many employers either don't show up or can't provide solid evidence when questioned. I've been gathering everything I can - emails about the restructuring, my performance reviews (which were always good), and evidence that several other people were let go around the same time. It's so encouraging to hear all these success stories from people who were in similar situations. One thing I'm wondering about - for those who had their hearings over the phone, was there any technical issues or difficulties with the format? I'm worried about connection problems or not being able to present my documents effectively during a phone call. Thanks to everyone who shared their stories - you've all made this process feel so much less scary!

I had my EDD appeal hearing about 4 months ago and wanted to address your question about technical issues with phone hearings! I was worried about the same thing, but it actually went very smoothly from a technical standpoint. The Administrative Law Judge called me at the scheduled time, and we had a brief tech check at the beginning to make sure everyone could hear clearly. For documents, I had everything organized in front of me and would reference them by saying things like "According to the email I received on March 15th..." or "My performance review from last year shows..." The judge was very patient and would ask me to read relevant portions aloud when needed. One tip that really helped: I created a simple cover sheet for each document with a brief description, so I could quickly find what I needed during the hearing. The judge also asked at the beginning if I had documents to reference, which gave me a chance to mention what I had prepared. Your preparation sounds excellent - having emails about restructuring and evidence of other layoffs will be really powerful. The phone format actually worked in my favor because I could have all my notes and timeline right in front of me without feeling nervous about being "on camera." You're going to do great! The technical side is honestly the least of your worries - focus on your strong documentation and remember that they have to prove their misconduct claim with real evidence, which it sounds like they won't be able to do.

I've been through the SDI process twice and want to echo what others have said - definitely don't file for both UI and SDI. It's a recipe for delays and headaches. Since your doctor has already certified you can't work, stick with SDI. One thing I haven't seen mentioned yet is that you should also make sure you understand exactly what your doctor put as your disability start date on the medical certification. This matters for when your benefits will actually begin - SDI has a 7-day waiting period before benefits start, and if there are any discrepancies between when you stopped working and when your doctor says your disability began, it can cause processing delays. Also, if you're really strapped for cash while waiting, check if your county has any programs specifically for people waiting on disability benefits. Some areas have "gap funding" programs designed exactly for situations like yours where you're between employment and waiting for benefits to kick in. Keep us posted on how it goes - rooting for you to get through this rough patch!

I'm sorry you're in such a tough spot financially. As others have mentioned, filing for both UI and SDI simultaneously is really risky and will likely delay both claims rather than speed things up. Since you already have medical certification that you can't work, SDI is definitely the right choice. One thing I haven't seen mentioned yet - if you're facing eviction, make sure you know your tenant rights in California. Even with an eviction notice, the actual eviction process takes time, and there are often legal aid organizations that can help you navigate this while you wait for benefits. Look up your local legal aid society or tenant rights organization. Also, while waiting for SDI, consider reaching out to local gig economy opportunities that might work with your medical limitations - things like online tutoring, virtual assistant work, or other remote tasks that don't conflict with your disability claim. Just make sure anything you do is reported properly if your condition allows for some limited activity. The 3-4 week processing time others mentioned is unfortunately realistic right now. Focus on getting every piece of documentation perfect the first time to avoid any delays, and definitely check that UI Online account daily. Wishing you the best - this community is here to support you through this!

I'm currently on week 12 of my UI claim (conference and trade show management) and this thread has been absolutely life-changing for understanding the reality of the UI system! Like literally everyone else here, I had zero clue about the benefit year vs 26-week distinction - that's such critical information that should be prominently displayed on the EDD website but somehow gets buried in confusing legal language. The conference and trade show industry is still in rough shape. Many companies have shifted to hybrid or fully virtual events that require much smaller teams, and when they do go back to in-person, they're cutting vendor budgets significantly. I've been hoping the industry would bounce back to 2019 levels, but reading all these real experiences is helping me accept that I need to start planning for a much longer transition period. The pivot suggestions throughout this thread are absolutely brilliant - I hadn't considered how my skills in multi-stakeholder coordination, vendor management, and logistics execution could translate to corporate program management or internal operations roles. The ideas about "Program Coordinators" for employee training and "Operations Managers" for corporate facilities are particularly relevant to my background. I'm definitely starting my CalFresh application this week and booking an appointment with my local AJCC office based on the overwhelming consensus here about getting these resources lined up early rather than waiting until benefits are about to run out. One thing I'll add specifically for others in conference/trade show management: I've noticed some larger corporations hiring "Internal Events Coordinators" and "Corporate Communications Program Managers" for roles managing company-wide meetings, sales conferences, and partner events. It's essentially the same logistics and stakeholder management work but in a more stable internal corporate environment rather than the volatile client services world. This community has been absolutely incredible - thank you all for sharing such honest, practical advice and real experiences. This thread has provided more useful guidance than months of trying to navigate this system on my own. At least now I can make informed decisions and prepare properly instead of just hoping everything will work out!

I'm currently on week 9 of my UI claim (corporate marketing events and brand activations) and this entire thread has been absolutely invaluable! Like everyone else here, I had no idea about the benefit year vs 26-week distinction - that's such crucial information that could have led to expensive mistakes down the road. The corporate marketing events sector has been particularly challenging since companies are being much more conservative with their marketing budgets and experiential campaigns. Many brands have shifted to digital-only strategies or much smaller activation teams. I've been hoping the industry would return to pre-pandemic spending levels, but reading everyone's real experiences here is helping me realize I need to start preparing for a longer job search. All the pivot suggestions in this thread are eye-opening - I hadn't considered how my skills in brand experience design, vendor relationship management, and campaign execution could translate to employee engagement roles or internal corporate communications. The ideas about "Brand Experience Coordinators" and "Internal Marketing Program Managers" are particularly relevant to my background. Based on everyone's consistent advice, I'm starting my CalFresh application this week and scheduling an appointment with my local AJCC office. Getting these safety nets established early while focusing on expanding my job search makes total sense. One thing I'll add for others in marketing events/brand activations: I've seen some companies hiring "Employee Brand Ambassador Coordinators" and "Internal Communications Experience Managers" - roles that essentially involve creating engaging experiences for employees and internal stakeholders. It's the same experiential marketing skills but applied to HR and internal communications rather than external customer campaigns. Thank you all for creating such a supportive community and sharing real, actionable advice. This thread has given me more clarity and practical guidance than anything I've found through official channels. It's reassuring to know so many others are navigating similar challenges and willing to share their knowledge!

This thread has been absolutely life-changing for me! I just created an account specifically to thank everyone who shared their strategies and success stories. I've been stuck in pending hell for almost 4 weeks with a December claim start date and was literally on the verge of a mental breakdown thinking I'd lose my apartment. Reading about the quarterly review flag was like finally finding the answer to a riddle I'd been trying to solve for weeks - it explains EVERYTHING! I had no idea this automatic hold even existed and it's infuriating that EDD doesn't communicate this to claimants at all. I tried the 833-978-2511 number this morning at 10:32am after reading everyone's tips, waited through the full high volume message (felt like an eternity but was worth it!), and got through after about 42 minutes in queue. I immediately used the script several of you suggested: "Hi, I believe my account has a quarterly review flag that needs manual clearing because my certifications have been pending since my benefit year crossed from 2024 to 2025." The rep knew EXACTLY what I was talking about and had it cleared in under 3 minutes! She confirmed my 4 pending weeks should process within 24-48 hours. I'm literally crying tears of relief right now. To anyone still struggling with this issue - don't give up! These strategies really work, you just need patience and persistence. This community is absolutely amazing when the official system completely abandons us. Thank you all for sharing hope and real solutions! 💙

Just wanted to add my experience to this incredible thread! I've been dealing with the exact same issue - claim started in December and got stuck in pending for about 3 weeks. After reading through everyone's strategies here, I tried the 833-978-2511 number yesterday at 10:25am and finally got through after waiting 38 minutes in queue. Used the script about mentioning the quarterly review flag by name and the rep cleared it immediately! My payments just hit my account this morning. One additional tip that helped me - I also mentioned that I found out about the quarterly review flag through this community since EDD doesn't explain it anywhere. The rep actually thanked me for being specific about what needed to be fixed and said it saved her a lot of troubleshooting time. She also mentioned they're seeing this issue constantly with December claimants but the system doesn't auto-notify anyone about these holds. For anyone still stuck - these strategies absolutely work! Don't lose hope and keep trying. This community support has been everything when the official system fails us completely.

I'm so sorry for your loss, Oliver. Losing your grandmother while facing financial uncertainty must be incredibly overwhelming, and my heart goes out to you during this difficult time. After reading through all these detailed responses, it's clear you absolutely qualify for unemployment benefits as an IHSS provider. You've been paying unemployment insurance taxes for 2.5 years, making you a legitimate state employee entitled to these benefits. One additional tip I'd suggest: when you call your IHSS office tomorrow, ask if they can provide you with a specific contact name or department at the state level that handles unemployment insurance verification for IHSS providers. Having a direct contact can sometimes help expedite the employer verification process that seems to cause delays for many IHSS workers. Also, consider setting up email notifications in your EDD account once you file your claim. This way you'll be alerted immediately if they need additional documentation, rather than waiting for mail or having to check the portal constantly. Your 65 hours per month over 2.5 years puts you in a strong position for meeting the earnings requirements. The work you did caring for your grandmother was essential, professional employment that the state recognized by withholding taxes - you've earned these benefits through your dedicated service. Everyone here has provided such comprehensive guidance. You're going into this process well-prepared and with a community that supports you. Please keep us updated on how it goes - your experience will definitely help other IHSS caregivers in similar situations.

I'm so sorry for your loss, Oliver. Losing your grandmother while dealing with financial uncertainty must be incredibly stressful and overwhelming. As someone new to this community but familiar with IHSS situations, I want to echo what everyone has said - you absolutely qualify for unemployment benefits! The fact that you've been paying unemployment insurance taxes for 2.5 years proves you're a legitimate state employee entitled to these benefits. Reading through all the amazing advice here, it sounds like you have a solid plan now. One small thing I'd add - when you get that employment verification letter from IHSS tomorrow, consider asking them to include your average weekly hours in the letter. Sometimes EDD asks for this information to calculate your benefit amount, and having it upfront can prevent delays. Also, don't be surprised if your first payment takes a few weeks even after approval. California has a one-week waiting period, plus processing time. But you've definitely earned these benefits through your dedicated caregiving work. This community has really shown up for you with such detailed, practical advice. You're going into this process so much better prepared than most people. Hang in there, and please keep us posted on how everything goes!