I'm in a very similar boat right now - came back from maternity leave last month to find my department completely reorganized and my previously flexible schedule now requiring daily office presence. The anxiety about potential termination and financial security is so real. From what I've researched and experienced so far, the key seems to be framing this correctly - you're not refusing to work, you're unable to accommodate a substantial change in working conditions that occurred while you were on protected leave. I've been documenting every email and conversation about the changes, and I'd strongly recommend you do the same. One thing that's helped my peace of mind is knowing that EDD does recognize childcare constraints as legitimate reasons for being unable to meet new job requirements. It's not the same as just "choosing" not to work - it's a practical impossibility given your circumstances. Have you considered reaching out to your HR department to see if there's any flexibility or accommodation they can offer before it gets to the termination stage? Sometimes they're more willing to work with new mothers than the direct supervisor might be.

I'm so sorry you're dealing with this stress while also adjusting to life with a new baby. The timing is just awful. I went through something similar about 18 months ago when my company decided to end remote work arrangements right as I was returning from leave. Here's what I learned: EDD does recognize that a substantial change in working conditions after protected leave can qualify you for benefits, especially when you have legitimate childcare constraints. The key is how you present it - you're not refusing work, you're unable to accommodate the new requirements due to circumstances beyond your control. A few practical tips from my experience: - Save every email about the restructuring and new requirements - If possible, try to get clarification in writing about exactly what the new role requires - Document any attempts you make to find childcare solutions (even if unsuccessful) - If they do terminate you, ask for the termination reason in writing I ended up qualifying for benefits, but it took an eligibility interview where I had to explain the whole situation. The EDD representative was actually pretty understanding about the childcare constraints once I explained that I was willing and able to work, just not under the substantially changed conditions. Hoping things work out for you - whether that's finding a solution with your current employer or successfully transitioning to something that works better for your family situation.

Anyone else feel like were playing a game of chance with EDD? One day your fine, the next day BAM! mystery letter 😵‍💫

Hey Oliver! I totally get the stress of getting unexpected letters from EDD. A few things that might help while you're figuring this out: 1. Check if there's a "Notice Type" or code at the top of the letter - this can give you a clue about what it's regarding 2. Look for any dollar amounts mentioned - sometimes it's just a routine notice about benefit calculations 3. See if there's a "Response Required By" date - this will tell you how urgent it really is I've gotten a few confusing EDD letters over the years and most of the time they weren't as scary as they initially seemed. But definitely don't ignore it! If you can share what the subject line or notice type says (without any personal info), we might be able to help you decode it better. Hang in there! 🤞

Just checking in - has there been any update on your situation? Did you end up trying Claimyr to reach someone at EDD?

I'm in a similar situation - filed my appeal 3 weeks ago and haven't heard anything yet. Reading through everyone's experiences here is both helpful and terrifying! It sounds like 4-8 weeks is pretty normal right now depending on your location. A few things that might help while you're waiting: I called my local legal aid society and they have a free unemployment appeals clinic that helps people prepare for hearings. They reviewed my documentation and gave me some really good tips on how to present my case. Also, if you're facing eviction, look into your county's emergency rental assistance programs - some of them will help even if you're waiting on unemployment appeals. Keep us posted on how the assembly member route works out for you. I might try that myself if I don't hear anything in the next week or two. This whole system is so frustrating but at least we're not going through it alone!

The whole system needs an overhaul. In 2024 there's no excuse for not being able to reach an EDD representative when people's livelihoods depend on it. We deserve better than this broken phone system.

I feel your frustration completely. I've been in the same situation for 2 weeks now - my claim got flagged for identity verification and I can't get anyone on the phone to help me submit the required documents. The automated system just loops me back to "call during business hours" even though I'm calling at 10am on a Tuesday. It's like they've designed this system to be as difficult as possible to navigate. Has anyone had success with the identity verification process specifically?

I'm dealing with almost the exact same situation! My part-time retail job (18 hours/week) got cut to just 6 hours and I'm so confused by all the EDD requirements. Reading through these responses has been super helpful - especially about the "good cause" exception for part-time work restrictions. I didn't realize you could get documentation from a doctor for caregiving responsibilities. My situation is a bit different - I'm caring for my disabled sister - but it sounds like that might qualify too? Also really appreciate everyone sharing their experiences with actually getting through to EDD. I've been putting off calling because I keep hearing horror stories about wait times, but it sounds like I really need to push for that determination interview to get everything sorted out properly. Has anyone here had success with the good cause exception for family caregiving? I'm wondering what kind of documentation EDD typically accepts for that.

I'm in a similar situation and this thread has been incredibly eye-opening! I've been working part-time at a small marketing agency (22 hours/week) and recently got my hours slashed to just 10 hours. Like many others here, I was totally confused by the "must be available for full-time work" requirement when I've been part-time by choice for over two years. What really resonates with me is the discussion about documenting everything. I'm also dealing with a job that's trying to change the fundamental terms - they want me to start doing cold calls and door-to-door sales when I was hired specifically for digital marketing work. It feels similar to the remote-to-in-person issue others have mentioned. Reading about the "good cause" exceptions gives me hope. I don't have caregiving responsibilities, but I am finishing my bachelor's degree part-time in the evenings, which is why I've always worked part-time hours. Does anyone know if being in school counts as a valid restriction for the part-time availability requirement? I'm wondering if I need documentation from my school as well. Thanks to everyone sharing their experiences - it's making me feel less alone in navigating this confusing system!