I went through almost the exact same situation last year! Had a retail job that ended in December, got on unemployment in January, then worked at a summer camp from June through August. The reopening process was actually pretty straightforward - just logged into UI Online and hit the reopen button like others mentioned. One thing I wish someone had told me though - make sure you keep track of exactly how much you collected before starting your seasonal job. I had collected about 8 weeks of benefits before my summer job started, so I knew I had plenty left when camp ended in August. Really helped with planning my finances. Also, the resort job sounds awesome! Working seasonal can actually be a great way to build up different skills and experiences while still having the safety net of unemployment benefits. Just make sure you get everything in writing about the start and end dates - it really does help if any questions come up later.

Hey Anna! Just wanted to chime in as someone who's dealt with EDD and seasonal work multiple times. You're getting great advice here, and I can confirm that reopening after seasonal work is definitely doable when done right. One thing I'd add that hasn't been mentioned much - when you do reopen in September, make sure you're ready to actively job search right away. EDD will expect you to be looking for work immediately upon reopening, so it's worth starting to think about your job search strategy while you're still working at the resort. Maybe even network with other seasonal workers or resort staff who might know about permanent opportunities. Also, since you mentioned this is a resort job, you might want to ask if they ever hire seasonal workers for permanent positions. Sometimes seasonal gigs can turn into year-round opportunities if you do well! The timing actually works out pretty well for you - September/October is often when a lot of businesses start hiring for the holiday season, so you might have good luck finding something permanent right as your seasonal job wraps up.

That's such great news! 🎉 So glad you were able to get it sorted out quickly once you got through to someone. It's frustrating that employers can submit additional info after the fact that triggers these automatic reviews, but at least EDD was able to verify everything matched up with your original statements. Your experience is really helpful for others who might face the same situation - it shows that persistence with calling really does pay off, even though their phone system is a nightmare. Thanks for updating us and congrats on getting your payment released!

Just wanted to chime in as someone who went through this exact scenario last year. Got my first interview, everything went smoothly, received payment, then BAM - second interview scheduled after my next certification. I was freaking out thinking I'd done something wrong. Turns out it was actually a routine quality assurance review that EDD does on a percentage of claims, especially newer ones. The rep explained that sometimes their system flags accounts for follow-up interviews even when there's no specific issue - it's just their way of double-checking eligibility on random claims. The second interview was basically identical to the first - same questions about job separation, availability for work, etc. Super annoying to go through it twice, but at least I knew what to expect the second time around. @Grace Patel so glad you got yours resolved quickly! For anyone else in this situation, definitely call first but don't panic if you do have to go through the second interview - it might just be their internal review process rather than a real problem with your claim.

I went through something similar a few years back, though not quite as long a period. Here's what I learned from my experience: EDD can backdate claims, but the longer the period, the harder it gets. For a full year, you'll really need to make a strong case. The good news is that a documented family medical emergency is one of the strongest "good cause" reasons they recognize. A few practical tips: - When you call, ask to speak with a "claims specialist" specifically about backdating - don't just talk to the general phone reps - Organize ALL your documentation beforehand: termination paperwork, medical records, ANY job search activity you can prove (emails, applications, even informal inquiries) - Be prepared to explain week by week how you were still able and available for work despite the family situation The reality is they probably won't approve the full 12 months, but even getting 6-8 months backdated would be significant money. Don't let the negative comments discourage you - it's definitely worth trying, especially with proper documentation. The worst they can say is no, and you're not losing anything by applying. One last thing - if they initially deny it, don't give up. The appeals process exists for exactly these kinds of situations.

I'm new to dealing with EDD but wanted to share what I learned from my research after reading through this thread. One thing that hasn't been mentioned yet is that California has specific time limits even for "good cause" backdating - generally they won't go back more than 12 months from when you file the claim, regardless of the reason. Since you were laid off in March 2024 and we're now in March 2025, you're right at that 12-month limit. This actually works in your favor because you're not asking them to go beyond their maximum backdating period. Also, I found that EDD has a specific form (DE 1326) for requesting good cause determination that might be relevant to your situation. You might want to ask about this when you call. The family medical emergency documentation is definitely your strongest angle here. Make sure you have everything organized chronologically - hospital admission dates, your job search timeline, termination paperwork, etc. The more organized and complete your documentation package is, the better your chances of getting approved for at least a portion of that period. Good luck with your claim! Even if you only get approved for part of the time period, it could still make a significant difference financially.

Hey, I found a way to actually get someone on the phone. I used this site's (claimyr.com) calling tool that dials the phone menu, stays on hold, waits for a live agent to pick up, then sends the call to my phone. It does cost $20, but it works. Here's the link: https://claimyr.com

I went through the exact same situation a few months ago! Here's what worked for me: Call EDD at 8am sharp when they open - set multiple alarms and be ready to dial. When you get through, ask to speak with a "claims specialist" specifically about canceling your UI claim for a disability filing. They have a specific process for this. Make sure to mention that you filed disability within a week of your UI claim - this shows you weren't trying to double-dip. Get the rep's name and a reference number for the cancellation. Also, send a follow-up email through your EDD account summarizing the call. The whole thing took about 2 weeks to fully process for me. Hang in there! 💪

MAKE SURE YOU KEEP CERTIFYING!!! Even during the appeal process!! I say this because I made this mistake and lost out on 6 weeks of payments even though I won my appeal. The system is DESIGNED to trip you up! Also, don't be surprised if you get different answers from different EDD reps - write down the name and ID number of EVERY person you talk to. I caught them contradicting each other multiple times!

I went through something very similar earlier this year - EDD accused me of underreporting earnings by about $4,200 and wanted me to repay everything. It's terrifying when you get that letter! The good news is that based on your update about HR confirming the double-reporting error, you have a strong case. A few additional tips: 1) When you submit your appeal, include a cover letter that clearly summarizes the issue (employer double-reported overtime) and lists every document you're including. 2) Request a phone hearing rather than in-person if given the option - they're scheduling faster right now. 3) If you have any text messages or emails with your former supervisor about that October overtime, include those too. The fact that you have HR backing you up makes this much more likely to be resolved in your favor. Keep us posted on how it goes!