I'm going through something very similar right now and this thread has been incredibly helpful! I made the same mistake - told EDD I was "laid off" when I was actually terminated for attendance issues. Got the same disqualification notice last week. One thing I wanted to add that might help: when I called my former HR department to get copies of my termination paperwork, they were actually really understanding about the situation. The HR rep even mentioned that they get calls like this fairly often because people don't realize how specific EDD's language requirements are. Also, I found a sample appeal letter template on the EDD website under the "Appeals" section that gives you a basic structure to follow. It's not super detailed but at least gives you the proper format and headers they expect to see. Keisha, based on what you've shared about the unrealistic sales targets during the pandemic, I think you have a really strong case. That context about the 30% increase in targets when foot traffic was down could be key to showing this wasn't misconduct on your part. Definitely include that detail in your appeal! Hang in there - from everything I'm reading in this thread, these terminology mix-ups are way more common than we realized and many people successfully get them overturned.

I'm so glad you found this community! Reading through all these responses, it's clear you're getting excellent advice from people who've been through similar situations. One additional tip I'd suggest: when you write your appeal letter, consider including a brief statement about your job search efforts since the termination. This shows EDD that you're genuinely unemployed through no fault of your own and actively seeking work, which reinforces that you're not trying to game the system. Also, if you have any performance reviews from before your sales numbers declined, those could be helpful evidence that you were a good employee who struggled with unrealistic pandemic-era targets rather than someone who was habitually underperforming. The 30-day deadline might seem scary, but you actually have plenty of time to put together a strong appeal. Take a few days to gather your documentation, write a solid first draft, then review it with fresh eyes before submitting. You've clearly got great instincts about being proactive and asking for help - that's going to serve you well in this process. Best of luck with your appeal! This community is rooting for you.

Anna, I just wanted to add one more perspective as someone who's worked in HR at a seasonal business. When you start at the resort, make sure you understand their policy on rehiring seasonal workers for the following year. Many resorts keep a database of good seasonal employees and reach out to them first when the next season opens up. If you perform well during your time there, you might get offered the same seasonal position next year, which could actually work out great with your unemployment timing. You'd potentially have a predictable seasonal income stream while still being able to collect benefits during the off-season. Also, don't forget to ask about employee housing if the resort offers it - that's often a huge perk that can help you save money during your working months. The money you save on rent could really help stretch your unemployment benefits when you reopen your claim in September. Sounds like you're going into this with a really smart approach. The combination of planning ahead for the unemployment piece while also thinking strategically about the job itself shows great foresight!

Anna, this has been such a comprehensive and helpful thread to read through! As someone who's also navigating the world of unemployment and seasonal work, I wanted to add one more practical consideration that might be useful. Since you mentioned your previous unemployment ended in November 2023 and you're now on a claim from January 2025, you've got a good gap that shows the system can handle these transitions well. One thing I'd suggest is setting up a simple calendar reminder for late August to start preparing your "return to unemployment" checklist - things like gathering your final pay stub from the resort, confirming your exact last day worked, and maybe even bookmarking the UI Online reopening process. Also, given how well this community has helped you think through all the angles, you might want to come back and share how the process actually goes when you reopen in September. I'm sure there are other folks in similar situations who would benefit from hearing about your real-world experience with the whole cycle! The seasonal work opportunity sounds like it's going to be great for you both financially and professionally. It's clear you're approaching this thoughtfully and you've got a solid support network here to help navigate any bumps along the way.

This thread is amazing! I've been putting off dealing with my Mohela account for months because I had no idea where to start. Reading through everyone's step-by-step experiences makes me realize it's totally doable if you're prepared. I'm definitely going to follow the advice about getting the payoff statement first, asking for that zero balance letter, and making sure to get everything documented in writing. The tip about using that claimyr service to avoid hold times is genius too - my time is definitely worth $20 to skip sitting on hold for hours! Thanks everyone for sharing your real experiences, both the successes and the mistakes. This is exactly the kind of practical advice you can't get from official websites. Feeling much more confident about tackling this now! 💪

Just wanted to jump in and say THANK YOU to everyone who's shared their experiences here! I'm in the exact same situation as OP and was honestly dreading this whole process. But after reading through all these detailed steps and real-world tips, I feel like I actually have a solid roadmap now. The advice about requesting the payoff statement first, getting that zero balance letter, and keeping everything documented is gold. Also super helpful to know about potential hiccups like autopay discounts affecting the final balance - I definitely have autopay set up so I'll make sure to ask about that. You all have turned what felt like an impossible task into something totally manageable. Time to finally get this done! 🎉

Thank you everyone for all the advice! I feel much more prepared now. I've started gathering my evidence - found texts from my manager cancelling my shifts, paystubs showing my hours dropping from 30+ to under 10 per week, and even a text where I specifically asked for more hours and was told they "didn't have enough business right now." I've also started writing out my timeline and practicing explaining my situation clearly. I'll definitely request my employer's response too, that's a great tip! I'll update this thread after my hearing to let everyone know how it went. Fingers crossed!

You're going to do great! It sounds like you have all the right documentation - those texts showing your manager cancelling shifts and telling you there's "not enough business" are gold. That's exactly the kind of evidence that proves constructive discharge. One small thing I'd add that helped me: when you're explaining your timeline to the judge, mention the financial impact specifically. Like "my weekly pay dropped from $X to $Y, making it impossible to cover basic expenses like rent/transportation." Judges understand that people can't work for free or below survival wages. Also, stay calm if your employer tries to claim they offered you other opportunities or that business was slow for everyone. Stick to your documented facts and let the evidence speak for itself. You've got this! Definitely update us after - your case could help others in similar situations!

Hey Sophia, I'm sorry this happened to you - getting blindsided like that is such a terrible feeling. I wanted to add something that might help ease your mind: California is an "at-will" employment state, which means employers can terminate employees for almost any reason OR no reason at all, as long as it's not discriminatory or retaliatory. The fact that your boss said "going in a different direction" without giving specifics actually works IN YOUR FAVOR for unemployment purposes. It suggests this was a business decision rather than anything you did wrong. When you file (which you absolutely should do immediately), make sure to mention that you received no prior warnings, write-ups, or performance issues during your 14 months there. That's a solid employment history that shows you weren't terminated for misconduct. Also, start documenting your job search efforts right away - you'll need to show you're actively looking for work when you certify. Hang in there, you've got a strong case for benefits!

I'm really sorry to hear about your sudden termination - that's incredibly stressful! The good news is that based on what you've described, you should definitely qualify for unemployment benefits. Being fired without cause or documentation is actually one of the clearer cases for eligibility. A few things that will help your case: 1) You worked there for 14 months with no documented performance issues, 2) Your employer gave a vague reason ("different direction") rather than claiming misconduct, and 3) You were never formally disciplined. When you file online, select "discharged" as your reason and briefly explain you were terminated without specific cause. The key is to file IMMEDIATELY - don't wait even a day. During your eligibility interview (which you'll likely have), stick to the facts and emphasize your clean employment record. Most importantly, start your job search right away and document everything - you'll need to show 3 job search activities per week when certifying. The process can take 3-5 weeks for first payment, but once approved, you'll get back pay for all eligible weeks. Stay strong - you've got a solid case!