Thank you everyone for all the helpful advice! We're going to have him apply this weekend and make sure he: - Reports that he's still attached to his employer - Keeps detailed records of all hours worked and pay - Asks his employer about the DE 2063 form - Sets up his UI Online account right away - Stays on top of certification dates I'll definitely let him know about Claimyr too in case we run into trouble reaching EDD. Really appreciate all your experiences and tips!

One thing I didn't see mentioned - make sure your partner understands that with partial unemployment, he'll still need to report being "able and available" for full-time work each week when certifying. This means if his current employer offers him more hours during any given week, he needs to accept them or it could affect his benefits. Also, the weather-related slowdown in construction is pretty common and EDD understands this pattern, so that should work in his favor. Just be patient with the initial processing time - it can take 2-4 weeks for the first payment even when everything goes smoothly.

Just to follow up on what everyone's saying - one important detail: make sure you continue to certify EVERY two weeks, even when you know you'll get $0 because of your earnings. If you stop certifying, your claim could go inactive and that creates a different set of problems. The system is designed to handle temporary work - that's why they ask about your earnings each week when you certify. And remember, if your benefit year is still active when your temp job ends (benefit years last for 12 months from the claim filing date), you can just resume certifying normally.

I've been through this exact situation twice in the past year, and here's what I learned: The key is being proactive with EDD communication. When you start your temp job, definitely continue certifying every two weeks and report all your earnings accurately. You'll get $0 payments during those weeks, but your claim stays active. What really helped me was calling EDD (I used the callback service someone mentioned - it's a lifesaver) and specifically telling them it's temporary work with a known end date. They made a note in my file, and when the job ended, I just resumed normal certification without any issues. The "new claim filing notice" you mentioned is normal - it's just their system checking if you might qualify for a higher benefit amount based on recent earnings. For most temp jobs, you won't have earned enough to actually establish a new claim, so you'll just continue with your existing one. One tip: Save any documentation about the temporary nature of your job (offer letter, contract, etc.) just in case you need it later. Better to have it and not need it than the other way around. Good luck with your new position!

To summarize what others have said: 1. Since you worked in California for the past 12 months, you'll file your claim with California EDD 2. Answer "yes" to the question about working in another state during the past 18 months 3. California will determine if they need to include your Texas wages in what's called a "combined wage claim" 4. If your CA wages alone qualify you for a claim, they might just process it as a CA-only claim 5. If they need your Texas wages, they'll request that information from Texas (this can delay processing by 2-3 weeks) You only need to file one claim, and that's with California. The system is designed to handle multi-state work histories. Just make sure you report all employment accurately.

I went through this exact same situation about 6 months ago - worked in California for 15 months after moving from Oregon. The process was actually pretty straightforward once I understood what to expect. I answered "yes" to the multi-state question, and EDD automatically processed it as a combined wage claim. It took about 3 weeks longer than a regular claim, but I didn't have to do anything extra on my end. They pulled my Oregon wages and included them in my benefit calculation, which actually bumped up my weekly amount by about $40. The key thing is being honest about your work history - the interstate system works pretty well when you provide accurate information upfront.

I'm new to this community but dealing with a very similar situation right now. Reading through everyone's responses has been incredibly helpful - especially learning about that 25% wage reduction threshold. I was also "forced" to quit when my employer cut my hours from full-time to basically part-time, and now EDD is saying I voluntarily quit without good cause. One thing I wanted to add that might help others - I found that keeping detailed records of ALL communication with your employer is crucial. I saved every text, email, and even wrote down dates/times of verbal conversations about my schedule changes. The more documentation you have showing you tried to work with them and that the hour reduction wasn't your choice, the stronger your case will be. @Ravi Patel - based on what everyone's shared here, it sounds like you have a really strong case for constructive discharge. Going from 38 to 15-18 hours is definitely over that 25% threshold. I'm planning to represent myself too after reading these responses. We've got this!

Just want to add another success story to hopefully give you more confidence! I went through almost the exact same thing in 2022 - hours cut from 40 to about 12 per week, employer claimed it was "temporary" but it went on for months. I represented myself at the appeal hearing and won. The key things that helped me: 1) I calculated the exact percentage my wages were reduced (it was about 70% reduction), 2) I brought evidence that I actively looked for other work while still employed there, and 3) I showed that I gave my employer reasonable time to restore my hours before quitting. The hearing itself was about 20 minutes over the phone. The judge was actually very understanding and seemed familiar with these types of cases. What really sealed it was when I referenced that EDD regulation about wage reductions being good cause - the judge even thanked me for citing the specific regulation number. Your case sounds even stronger than mine was since you have documentation of trying to resolve it with your manager. Don't let them intimidate you - these constructive discharge cases are very winnable when you have clear evidence of significant hour reductions!

One more important tip: When you mail your appeals, send them by certified mail with return receipt requested. This gives you proof of when you submitted each appeal, which is crucial if there's ever a question about whether you met the deadlines. Keep copies of everything you send as well as your certified mail receipts. Also, after submitting your appeals, watch your mail carefully for hearing notices. Sometimes these can be scheduled with relatively short notice, and missing a hearing typically results in losing your appeal by default.

I went through this exact same nightmare situation! Got 5 different determination letters over 2 weeks with overlapping but slightly different accusations. Here's what I learned the hard way: 1. Appeal EVERY SINGLE LETTER separately - don't assume the redetermination replaces anything unless it explicitly states that in writing 2. Use certified mail for each appeal and keep tracking numbers 3. Write specific responses addressing the exact allegations in each letter (don't just copy/paste the same response) 4. Include all determination letter numbers and dates in your appeals even if they seem related The EDD's computer system is ancient and treats each determination as a separate case. I made the mistake of only appealing 3 out of 5 letters thinking some were duplicates, and those 2 became final determinations that I'm still fighting today. Also pro tip - if you can't get through to EDD by phone (and you probably can't), document EVERYTHING you tried to do to contact them. Print screenshots of busy signals, keep call logs, etc. This can help in your appeal if they claim you didn't try to resolve issues before the deadline. Don't let the multiple forms intimidate you - it's better to be over-thorough than to miss something and regret it later!