Great thread everyone! I'm actually an EDD caseworker and wanted to clarify a few things. Drew, your GED program at 6 hours/week is absolutely fine as long as you maintain availability for work. The key distinction is that part-time education (generally under 20 hours/week) allows you to continue regular UI benefits while full-time programs typically require CTB approval. One important tip: when you certify and answer YES to school/training, there's a follow-up question about whether the training affects your availability - make sure to answer NO since your schedule is flexible. Also, keep a simple log of when you're available for work each day (even if it's just "available 9am-5pm except Tues/Thurs 6-9pm classes"). This documentation can be invaluable if any questions arise later. Your GED is exactly the type of skills improvement EDD wants to see - it shows you're working toward better employment prospects. Just stay consistent with your work search efforts and honest on certifications!

Just want to echo what Emma said - having an actual EDD caseworker confirm this is gold! I went through a similar situation with my welding certification classes (8 hours/week) and everything worked out fine. The key really is that availability documentation. I kept a simple note in my phone showing my available hours each day and it gave me peace of mind. Drew, your GED is going to open so many doors - stick with it! And thanks Emma for the insider perspective, this kind of official guidance is exactly what this community needs.

To all those having trouble reaching a human at California Unemployment. I just ran across this video that gave me a shortcut to reach a human. Hope it helps! https://youtu.be/Ize0EkN4HDI

Have you tried calling the BOA EDD customer service line at 1-866-692-9374? Sometimes they can unlock your card over the phone without requiring a branch visit. If they insist on a branch visit, you might want to ask a friend or family member for a ride, or consider using rideshare/public transportation if available in your area. Some people have also had success explaining their transportation situation to the customer service rep and asking if there are any alternative verification methods they can use.

This is really helpful information everyone! I'm in a similar boat with YouTube ad revenue - making maybe $8-12 per month but Google only pays out after you hit $100, so I won't see actual payment for like a year at this rate. Based on what everyone's saying, I should definitely report the earnings when they're generated each week, not when I eventually get paid by Google. The spreadsheet idea from Christian is brilliant - I'm going to start tracking everything by certification week. It's honestly ridiculous that we have to report such tiny amounts, but the horror stories about overpayments are enough to convince me it's not worth the risk. Thanks for sharing all your experiences, this community is way more helpful than trying to get through to EDD directly!

As someone who's been navigating this exact situation for months, I can confirm what others have said - you absolutely need to report those Amazon Associates earnings when they're earned, not when paid. I learned this the hard way after initially thinking the amounts were too small to matter. What really helped me was setting up a simple system: I check my Amazon Associates dashboard every Sunday (which is when I usually certify) and record the earnings that were generated during that specific certification week. Even if it's just $2.47, I report it. The good news is that with amounts this small, it typically won't affect your benefit amount due to the $25/25% rule others mentioned. One tip that saved me a lot of headaches: Amazon's dashboard shows earnings by the date the commission was earned (when someone clicked and bought), not when Amazon processes it. Use that "earned date" to figure out which certification week to report it in. I keep screenshots of my dashboard each week just in case EDD ever asks for documentation. The whole process feels ridiculous for such tiny amounts, but after hearing about people getting hit with massive overpayment notices, it's definitely not worth the risk. Better safe than sorry with EDD!

Just checking in - any updates? Have you received your hearing notice yet? The timing sounds about right that you might get something in the next week or two based on when you filed.

I'm going through the exact same thing right now! Filed my appeal in mid-January for a similar "not available for work" disqualification and it's been radio silence ever since. The waiting is absolutely brutal when you're counting every dollar. I've been documenting everything - job applications, interview emails, even screenshots of job board searches - just in case. One thing that's helped me stay sane is setting up a routine where I check for mail at the same time every day and remind myself that no news doesn't mean bad news. From what I'm reading here, 6-8 weeks seems to be the norm unfortunately. Have you been able to apply for any emergency assistance programs while waiting? Some local food banks and utility companies have hardship programs that might help bridge the gap until your hearing. Hang in there - sounds like most people who appeal these bogus "availability" decisions end up winning when they get their day in court!

Remember that when you file, you'll need to report any income you've had since leaving that job. If you've done any freelance work or part-time jobs, even cash work, you need to report it. False reporting can lead to penalties and overpayment issues down the road. Also, once you start certifying (if approved), you'll need to list 3+ job contacts each week and be able to provide details if they audit your work search. This includes company name, position, date applied, contact method, and contact person if available. My final advice - keep extremely detailed records of everything from this point forward. Save screenshots of job applications, confirmation emails, and any correspondence with EDD. The system is often frustrating and documentation is your best protection.

Just wanted to add some encouragement here - I was in a similar situation with my employer violating lactation laws (though I filed sooner than you did). The key thing that helped me was being very specific about how the violations made my working conditions impossible, not just difficult. In your case, being interrupted during pumping sessions and having to use an inappropriate space like a storage closet are clear violations of Labor Code 1030. The supervisor's comments about "extra breaks" show they fundamentally misunderstood your legal rights - pumping time isn't a "break," it's a legally required accommodation. When you do your eligibility interview, frame it as "my employer's failure to provide legally required lactation accommodations made continued employment untenable." Don't apologize for waiting to file - you're still within the window and you're taking action now. Also, make sure to mention that you've been actively job searching (200+ applications shows good faith effort). The combination of valid legal grounds for quitting plus demonstrated work search activity should work in your favor. You've got this!