To answer your earlier question - yes, my payments switched from pending to paid automatically once they made their decision. I didn't have to do anything extra. The status change happened overnight, and I received an email notification. About two days later, the money was available on my card.

I'm going through something similar right now - had my eligibility interview about 2 weeks ago and still waiting on employer verification. What's been helping me stay sane is keeping a detailed log of dates and what the interviewer told me, so I have something to reference when I call for updates. Also, if you haven't already, make sure you have your employer's correct contact information on file with EDD. I had to call back and update my former boss's phone number because the one they had was outdated. The waiting is absolutely brutal when you're watching your bank account get lower each day, but from what I'm seeing in this thread, most people do eventually get approved. Hang in there!

I'm in a similar situation - filed about 3 weeks ago and still waiting on paperwork. From reading through all these comments, it sounds like 2-6 weeks is pretty normal, though definitely frustrating. I'm going to try checking the online portal like @Amina Sy suggested - sometimes they upload documents there before mailing them out. If you're really worried, maybe try calling early in the morning when they open (around 8am) or consider reaching out to your local state representative if it goes much longer. Hang in there!

I've been through this exact same anxiety! Filed my claim about 5 weeks ago and was getting really worried when nothing showed up in my mailbox. Turns out my paperwork was stuck in some kind of processing queue - when I finally got through to a rep (took like 50+ calls over 3 days), they were able to see it and push it through. Got everything within a week after that call. The waiting is absolutely the worst part because you have no idea if something went wrong or if it's just normal delays. Based on what I've learned from my experience and reading through this thread, I'd say: - Check your online portal daily (some docs appear there first) - If you hit the 6-week mark, definitely start calling persistently - Keep all your filing confirmation info handy when you do get through The system is frustrating but most people do eventually get their stuff. Hang in there! 🤞

To summarize what others have said: 1. Since you worked in California for the past 12 months, you'll file your claim with California EDD 2. Answer "yes" to the question about working in another state during the past 18 months 3. California will determine if they need to include your Texas wages in what's called a "combined wage claim" 4. If your CA wages alone qualify you for a claim, they might just process it as a CA-only claim 5. If they need your Texas wages, they'll request that information from Texas (this can delay processing by 2-3 weeks) You only need to file one claim, and that's with California. The system is designed to handle multi-state work histories. Just make sure you report all employment accurately.

I went through this exact same situation about 6 months ago - worked in California for 15 months after moving from Oregon. The process was actually pretty straightforward once I understood what to expect. I answered "yes" to the multi-state question, and EDD automatically processed it as a combined wage claim. It took about 3 weeks longer than a regular claim, but I didn't have to do anything extra on my end. They pulled my Oregon wages and included them in my benefit calculation, which actually bumped up my weekly amount by about $40. The key thing is being honest about your work history - the interstate system works pretty well when you provide accurate information upfront.

I just wanted to jump in as someone who's currently going through the EDD system myself - this thread is incredibly helpful! One thing I'd add that I learned recently is to make sure your cousin keeps his job search activities documented too, even after getting the job offer. Until he's actually working full-time hours, EDD still expects him to be "available and actively seeking work." I made the mistake of slacking off on my job search documentation after getting an offer, thinking I was done, but then my start date got pushed back by 3 weeks due to delays with their IT setup. When I certified during those weeks, I had to scramble to show that I was still looking for work since I wasn't working yet. Also, if his employer gives him any kind of employee handbook or orientation materials, he should save those too. Sometimes they contain important details about pay periods, probationary periods, or part-time vs full-time status that might be relevant for EDD reporting later. The more documentation the better when dealing with EDD! It sounds like you're doing a great job helping him think through all of this. Having someone to help navigate the system makes such a difference!

This is such a comprehensive thread! As someone who just went through this exact situation 2 months ago, I can confirm that reporting the orientation hours is absolutely the right call. I was terrified of making a mistake too, but being completely transparent with EDD ended up being the smoothest approach. One small detail I'd add - when your cousin reports the orientation earnings, he should use the gross amount he expects to receive, but if the actual paycheck ends up being different (maybe they rounded hours differently or there were unexpected deductions), he doesn't need to panic. EDD gets quarterly wage reports from employers, so any small discrepancies usually get reconciled automatically in the system. The hardest part for me was the psychological aspect - feeling like I was "cheating" by continuing to collect benefits while technically having a job offer. But my case worker explained that until you're actually working regular hours and earning enough to disqualify you from benefits, you're supposed to keep certifying. The system is designed to help people transition back to work gradually. Your cousin is lucky to have you helping him navigate this! Having someone to bounce questions off of makes such a difference when dealing with EDD's complexity.

I'm new to this community but dealing with a very similar situation right now. Reading through everyone's responses has been incredibly helpful - especially learning about that 25% wage reduction threshold. I was also "forced" to quit when my employer cut my hours from full-time to basically part-time, and now EDD is saying I voluntarily quit without good cause. One thing I wanted to add that might help others - I found that keeping detailed records of ALL communication with your employer is crucial. I saved every text, email, and even wrote down dates/times of verbal conversations about my schedule changes. The more documentation you have showing you tried to work with them and that the hour reduction wasn't your choice, the stronger your case will be. @Ravi Patel - based on what everyone's shared here, it sounds like you have a really strong case for constructive discharge. Going from 38 to 15-18 hours is definitely over that 25% threshold. I'm planning to represent myself too after reading these responses. We've got this!

Just want to add another success story to hopefully give you more confidence! I went through almost the exact same thing in 2022 - hours cut from 40 to about 12 per week, employer claimed it was "temporary" but it went on for months. I represented myself at the appeal hearing and won. The key things that helped me: 1) I calculated the exact percentage my wages were reduced (it was about 70% reduction), 2) I brought evidence that I actively looked for other work while still employed there, and 3) I showed that I gave my employer reasonable time to restore my hours before quitting. The hearing itself was about 20 minutes over the phone. The judge was actually very understanding and seemed familiar with these types of cases. What really sealed it was when I referenced that EDD regulation about wage reductions being good cause - the judge even thanked me for citing the specific regulation number. Your case sounds even stronger than mine was since you have documentation of trying to resolve it with your manager. Don't let them intimidate you - these constructive discharge cases are very winnable when you have clear evidence of significant hour reductions!