This thread has been incredibly helpful! I'm actually in a somewhat similar situation - worked in California for most of my base period but had a 6-month contract job in Oregon that I didn't initially report when I filed my UI claim. Reading through everyone's experiences, it sounds like I should definitely call EDD to request a Combined Wage Claim to include those Oregon wages. One question I have that I haven't seen addressed yet: does anyone know if there are any situations where including out-of-state wages might actually hurt your claim or delay it beyond the typical 2-4 weeks? I'm just wondering if there are any downsides to be aware of before I call. My Oregon wages were decent but not huge, so I want to make sure the potential benefit increase is worth the processing delay. Has anyone run into any complications with the CWC process?

Just wanted to add my experience for anyone else in a similar boat - I worked in both California and Texas during my base period and initially didn't report my Texas wages when I filed. After reading through this thread, I called EDD last week to request a Combined Wage Claim. The process was pretty straightforward once I got through to a rep (took about an hour of calling at 8 AM). They explained that Texas has actually been one of the faster states to respond with wage information - usually within 10-14 days. The rep also mentioned that I should receive an automated notification through my EDD online account once they receive my Texas wage data, and then a new award letter within a few days after that. One tip that helped me: when you call, have your Social Security number, claim number, and employment dates for ALL your jobs during the base period ready. The rep was able to process everything much faster when I had all that information at hand. Still waiting for my updated award letter, but feeling optimistic about the potential increase!

As a newcomer here, I'm really sorry you're dealing with this stress while preparing for surgery! Your employer's Monday/Friday restriction policy is completely illegal under California's Healthy Workplaces, Healthy Families Act. I recently went through something similar when I needed oral surgery - my boss tried to claim I needed "supervisor approval" for any sick days that created a 3-day weekend. Total nonsense! What worked for me was sending a very direct email stating: "I am formally requesting [X] days of accrued paid sick leave for medically necessary surgery recovery from [specific dates]. Per California Labor Code Section 246.5, employers cannot restrict when employees use sick leave for legitimate medical purposes." I attached my doctor's note and made sure to keep copies of everything. My employer backed down within 24 hours once they realized the potential liability. The key is being professional but firm, and showing you understand your rights. If they continue to give you trouble, don't hesitate to file a complaint with the Labor Commissioner's Office - they take these violations seriously and can impose significant penalties. Focus on your health and recovery, that's exactly what paid sick leave is designed for! Wishing you a smooth surgery! 💙

As a newcomer to this community, I'm amazed by how helpful everyone has been in breaking down this complex situation! Reading through all these experiences has really opened my eyes to how common these employer violations are across California. What strikes me most is how consistent the pattern seems to be: employers try these illegal restrictions on sick leave usage, but they almost always back down immediately once employees demonstrate they know their rights and cite the specific Labor Code sections. It's both frustrating that we have to become legal experts just to use our earned benefits, and empowering to see how effective standing your ground can be. For anyone else dealing with similar employer interference, the advice in this thread is gold: - Always make formal written requests (email creates the perfect paper trail) - Cite California Labor Code Section 246.5 specifically - Emphasize medical necessity rather than just wanting time off - Keep copies of ALL communications - Don't let them intimidate you - the Labor Commissioner's Office has your back Your employer's Monday/Friday restriction policy is textbook interference with protected sick leave rights. Surgery recovery is exactly what paid sick leave is designed for, regardless of which day of the week it falls on. Focus on your health and don't let their illegal policies add stress to an already challenging time. Wishing you a smooth surgery and speedy recovery! This community clearly has your back. 💪

I'm also new to this community but wanted to share my experience since it sounds so identical to what many of you are going through. I had my eligibility interview just three days ago and immediately saw the "disqualified" status appear on my UI Online account, even though the conversation with the EDD representative seemed completely routine. Like others have mentioned, I was initially panicking because I really need those benefits to cover my rent and basic expenses while I'm job searching. But after reading through all these detailed experiences, especially from Brooklyn Knight, Grace Patel, Emma Wilson, and others who had their disqualifications reversed, I'm feeling much more hopeful. The pattern everyone's describing is so consistent - normal interview, immediate disqualification status, determination letter arrives within a week, and then often gets resolved with additional documentation. It really does seem like EDD's system automatically updates with temporary disqualifications during their review process, which is incredibly misleading and stressful for claimants. I'm following everyone's advice and using this waiting time to organize all my documentation: detailed job search logs with specific company names, dates, position titles, screenshots of applications, email confirmations, and my layoff paperwork. I've also been continuing to certify for benefits as recommended, just in case the disqualification gets overturned. Thank you to everyone who shared their experiences and timelines - it's been incredibly valuable for understanding what to expect. This community support makes such a difference during what could otherwise be an isolating and anxiety-inducing process. I'll definitely update when I receive my determination letter to add to the collective knowledge here!

I'm new to this community but wanted to share my experience since I'm currently going through the exact same thing. Had my eligibility interview yesterday and saw the "disqualified" status appear on my UI Online account within a couple hours, despite what seemed like a completely normal conversation about my layoff. Reading through all these responses has been incredibly helpful and reassuring! The pattern is so consistent across everyone's stories - routine interview followed by immediate disqualification status, then often resolved after the determination letter arrives. It really seems like EDD's system has this automatic process that shows "disqualified" during review periods, which is terribly misleading. What's been most valuable is learning about the typical timeline - determination letters arriving within 5-8 days, and then many cases getting resolved quickly once additional documentation is provided. I'm taking everyone's advice and organizing all my records now: detailed job search logs, application screenshots, layoff paperwork, etc. The waiting is definitely nerve-wracking when you're already stressed about finances, but seeing so many success stories gives me hope that this might just be part of EDD's confusing process rather than a final decision. Thank you to everyone who shared their experiences - it makes such a difference to know we're not alone in navigating this system! I'll definitely update when I receive my determination letter.

Update us if you get in! I'm curious which solution works. The EDD login issues seem to be happening to different people for different reasons, so documenting what works helps everyone.

Wow, this thread is incredibly helpful! I just joined this community because I've been having the exact same login issues with EDD for the past week. Reading through all these solutions gives me hope - I was starting to panic about missing my certification deadline too. I'm going to try the Firefox + early morning approach that worked for @Amara Eze, and if that doesn't work I'll use the TeleCert backup number that @Sofia Martinez mentioned. It's frustrating that we have to jump through all these hoops just to access our own accounts, but at least there are workarounds. Thanks everyone for sharing your experiences and solutions!

I'm dealing with a similar situation right now - my manager created such a hostile environment that I developed anxiety and had to leave. Reading through all these responses has been incredibly helpful, especially learning about the "good cause" terminology and constructive discharge concept. One thing I'm wondering about - for those who have been through the appeal process, how long did it typically take from filing the appeal to actually having the hearing scheduled? I just filed mine last week and I'm trying to plan ahead for gathering all my documentation. Also, did anyone find it helpful to practice their testimony beforehand, maybe with family or friends? The advice about organizing everything chronologically really resonates with me. I have emails, text messages, and medical records scattered across different places, so I need to get that all sorted out. Thanks to everyone sharing their experiences - it's giving me hope that there's light at the end of this tunnel!

I went through a very similar situation about 8 months ago - toxic supervisor, anxiety diagnosis, and initially denied UI claim. What really helped me win my appeal was focusing on the timeline of events and showing a clear pattern of deteriorating workplace conditions. A few practical tips that weren't mentioned yet: 1. If you have any performance reviews or emails showing you were a good employee before the hostile environment started, bring those to contrast with how things changed 2. Keep a detailed log of any physical symptoms your anxiety caused (sleep issues, headaches, etc.) - this helps establish the medical impact 3. If your doctor recommended the leave specifically because of work stress, make sure that's clearly documented in their notes The hearing itself was less intimidating than I expected. The judge asked very specific questions about what I did to try to resolve the situation and why I felt I had no other choice but to quit. Having concrete examples with dates made all the difference. Stay strong - the appeal process exists for exactly these situations where the initial determination missed important context. Your case sounds like you have solid grounds for good cause, especially with the medical documentation and the fact that they essentially pushed you out by removing you from the schedule.