I'm currently dealing with this too! Got my questionnaire about 3 weeks ago and just heard back that there's an eligibility issue. It's so stressful not knowing what's going to happen. From what I've gathered from friends who've been through this, the phone call is basically them going over your questionnaire again and asking for clarification. One thing my friend mentioned is that they might ask about your work performance leading up to the termination, so it might be worth thinking through that timeline. Also, if you have any emails or documentation that shows you were trying to improve or address whatever issues led to your firing, that could be helpful to have on hand. The uncertainty is killing me, but seeing everyone's success stories here is giving me some hope! Keep us updated on how your call goes - we're all rooting for you! 🤞

I went through this exact same situation about 6 months ago! The questionnaire and eligibility review is actually pretty standard - they have to do it whenever someone was terminated to make sure it wasn't for misconduct that would disqualify you from benefits. When you call, they'll basically go through your questionnaire responses with you again and might ask for clarification on specific points. The key things that helped me: 1) Have all your termination paperwork ready (termination letter, final pay stub, etc.), 2) Write down a clear timeline of events leading up to your firing, 3) Be completely honest but stick to the facts - don't get emotional or badmouth your former employer. The call took about 30 minutes for me, and I got my determination letter 2 weeks later (approved!). The waiting is definitely the hardest part, but most people who weren't fired for serious misconduct do get approved. Try calling first thing in the morning - I got through around 8:05 AM on my third try. You've got this! 💪

I went through this exact same nightmare 3 months ago! Here's what finally worked for me: when you call that Money Network number (1-866-692-9374), don't just ask for customer service - immediately say "fraud department" when the automated system starts talking. They have a separate fraud team that can actually DO something about compromised cards and fund transfers. Regular customer service just reads scripts and can't access your frozen funds. Also, if they try to tell you the funds are "under investigation" and will take 10-15 business days, push back HARD. Ask for a supervisor and mention that you need emergency access to your funds for basic living expenses. They have an expedited process for hardship cases but they won't offer it unless you specifically ask. One more thing - get the direct reference number for your fraud case from Money Network, then call EDD back with that number. Sometimes EDD can coordinate better when they have the specific case details from the card company.

I'm so sorry you're going through this - the Money Network card system is absolutely broken and it's infuriating how EDD just washes their hands of it. I had my card compromised twice last year and learned some hard lessons. A few things that helped me: First, when you call that 1-866-692-9374 number, immediately press 0 multiple times to bypass the automated system - don't even listen to the menu options. Once you get a human, tell them you need to speak to the "fraud resolution department" not regular customer service. They have different access levels. Second, if your replacement card won't activate, there's usually a "temporary block" on the account that regular customer service can't remove. The fraud department can lift this immediately once they verify your identity. Third, demand they send you a written confirmation of your fraud claim via email or mail. Without documentation, they can just claim there's no record of your case. The whole system is designed to make you give up, but don't let them wear you down. Your $2,870 is YOUR money that you earned. Keep escalating until someone with actual authority helps you. Good luck!

I've been through multiple EDD eligibility interviews and here's my advice: prepare a one-page summary with bullet points of key facts - dates, exact quotes from your supervisor, documentation you have, and the circumstances (hiring freeze, other layoffs). During the interview, refer to this summary to stay factual and avoid rambling. The interviewer will likely ask: 1) What reason did your employer give for letting you go? 2) Did you receive written warnings or disciplinary actions? 3) Were you able to perform the job duties? 4) Why did you classify it as a layoff vs termination? Your strongest points are: no written warnings, positive feedback after training, employer's specific language about "assignment complete," and the pattern of releasing multiple probationary employees during budget constraints. Don't volunteer extra information - answer directly and let them ask follow-ups. Good luck!

I work in HR for a healthcare organization and see situations like yours regularly. What you're describing - releasing multiple probationary employees during a hiring freeze while using language like "assignment complete" - is classic cost-cutting disguised as performance issues. The fact that they provided additional training and you showed improvement afterward actually works in your favor, as it demonstrates good faith effort on both sides. During your EDD interview, emphasize three key points: 1) You received no formal disciplinary documentation, 2) You successfully completed remedial training with positive feedback, and 3) Multiple probationary employees were released simultaneously during acknowledged budget constraints. Most importantly, your employer used specific language ("services no longer needed," "assignment complete") that suggests end of assignment rather than termination for cause. Document everything you can remember about the conversations, especially exact quotes from your supervisor. EDD investigators are trained to distinguish between legitimate performance terminations (which require documented progressive discipline) and disguised layoffs. Your case has several strong indicators of the latter.

Thanks everyone for all the helpful advice! To update: I spoke with my employer today and they confirmed the reduction starts next Monday. I'm going to apply for partial unemployment as soon as my hours are officially reduced. I also found my past pay stubs showing my consistent 40-hour weeks for the last 9 months. Feeling a bit more prepared now, but still anxious about how long the EDD process might take.

btw when u certify make sure u say YES to the question about looking for work and keep a record of job applications somewhere in case they ask for proof!!! they've gotten really strict about work search requirements lately!

When I filed for good cause quit due to harassment, my attorney advised me to have coworkers submit declarations rather than using their emails directly. These were signed statements that described what they witnessed but weren't on company letterhead or from work accounts. This protected them while still providing evidence. For the Indeed reviews, they helped support my case as part of a pattern of workplace issues, but weren't considered primary evidence. What really helped was that I had documented my own experience thoroughly with dates, times, and descriptions of incidents. The key elements EDD looks for in good cause quit cases are: - Did you make reasonable efforts to preserve your employment? (Like reporting issues to HR) - Would a reasonable person feel compelled to quit under the same circumstances? - Do you have documentation supporting your claims? Focus on these elements in your claim submission.

I had a similar situation when I quit due to workplace harassment. Here's what I learned from my experience and research: **Regarding coworker emails:** EDD doesn't automatically forward your evidence to employers, but during their investigation they may share the general nature of your allegations. If your emails contain specific details that could only come from certain people, your employer might be able to identify who provided the information. **Better approach for coworker support:** - Ask them to write brief, factual statements on personal letterhead/paper (not company email) - Focus on specific incidents they witnessed rather than opinions - They can use first name and last initial if they're concerned about identification - Have them date and sign the statements **On Indeed reviews:** These can be useful supporting evidence showing a pattern of workplace issues, but EDD gives much more weight to your own documented experiences. Include screenshots, but don't rely on them as your primary evidence. **Strongest evidence for your case:** - Your own emails to HR documenting complaints - Any written responses from management - Medical documentation if stress affected your health - Your personal documentation with dates/times of incidents The key is proving YOU had good cause to quit based on YOUR documented experience. Good luck with your claim!