I'm so sorry you're dealing with this - fraud on unemployment cards is unfortunately way too common. Just wanted to add that while you're waiting for the replacement card situation to get sorted, make sure to keep all documentation of the fraud incident (reference numbers, dates of calls, names of reps you spoke with). Also, once you get your new card, I'd recommend immediately changing the PIN and setting up account alerts through Money Network's website so you get notified of any transactions right away. That way if fraud happens again you can catch it faster. The direct deposit suggestion from others is definitely the best long-term solution though - eliminates the card vulnerabilities entirely!

Just went through this exact same nightmare last month! The key thing that finally worked for me was being super persistent and specific about what I needed. When I called Money Network's fraud department (1-855-282-6161), I didn't just say "I need a replacement card" - I said "I need you to process a replacement card authorization request to send to EDD, and I need the reference number for that request." Then when I called EDD, I had that reference number and could say "Money Network submitted authorization request #[number] and I need you to approve it." Having that specific reference number seemed to cut through all the confusion between the two companies. The whole process still took about a week, but at least I wasn't getting bounced back and forth anymore. Also seconding what others said about direct deposit - switched to that immediately after getting my new card and it's been so much better!

Just want to throw in my experience. I had almost your exact situation back in 2023. Was at a company for 5 years, then took a new job that turned out to be terrible. They let me go after only 2 months. I was worried about qualifying but had no problems getting benefits based on my previous work history. As long as you've earned enough in your base period (which sounds like you would have with 4 years at your previous job), and you're not fired for misconduct, you should be fine.

I went through something similar about 6 months ago! Was at my previous job for 3 years, then started a new position that was clearly not a good fit. Got laid off after just 5 weeks during their "restructuring" (aka they realized they hired too many people). I was panicking about whether I'd qualify for benefits with such a short stint, but it turned out to be no problem at all. EDD calculated my benefits based on my earnings from the previous job that fell within the base period. The whole process was pretty straightforward once I understood that they don't care about tenure at your most recent job - they just want to see that you didn't get fired for cause. One tip: when you file, make sure you have all your wage information handy from ALL employers during the base period, not just your most recent one. They'll verify everything anyway, but having it ready speeds up the process. Hope things work out better at your current job, but if not, you should be covered!

As someone who went through a similar situation with EDD, I want to add that timing is crucial here. Don't wait too long to file your claim once you leave - there's a one-week waiting period before benefits can start, and delays in filing can complicate things. Also, when you do your initial interview with EDD, be very specific about the phrase "good cause connected with work." That's their exact terminology for situations like yours where childcare responsibilities make continued employment impossible. I'd also suggest keeping a detailed log of your current daily schedule showing how the new commute would conflict with your kids' school dropoff - concrete timestamps really help your case. The fact that they gave you an ultimatum rather than trying to work with you on alternatives will also work in your favor.

I'm going through something similar right now with my district! They're trying to transfer me to a site that would add 30 minutes each way to my commute. What really helped me was documenting EVERYTHING in writing. I sent an email to HR specifically outlining how the transfer would create "undue hardship" due to my childcare responsibilities (use those exact words - EDD looks for specific language). I also requested they provide any alternative accommodations in writing. When they couldn't offer any reasonable solutions, I had a paper trail showing they were unwilling to work with me. Haven't had to file yet since my union is still fighting it, but I feel much more prepared now if it comes to that. The key seems to be framing it as the employer forcing you into an impossible situation rather than you choosing to quit.

sorry about your layoff im in the same boat. my severence was only 2 weeks and its already gone lol. the waiting is the worst part especially when you have bills!!

I'm sorry you're going through this too. Getting laid off is stressful enough without having to navigate the unemployment system on top of it. From what everyone's shared here, it sounds like the key things are: 1) File immediately even though you'll have to wait, 2) Be very precise about how you report your severance, and 3) Keep doing those bi-weekly certifications during the waiting period. At least with 12 weeks of severance you have some breathing room to get everything sorted out. Hang in there and best of luck with the job hunt!

I went through something similar last year with my elderly father who has Alzheimer's. The PFL option that others mentioned was a lifesaver - I was able to get benefits for about 6 weeks while still working part-time. Just wanted to add that when you apply, make sure the doctor's certification is very specific about the need for intermittent care. My first application got denied because the form wasn't detailed enough about the unpredictable nature of the condition. The second time, his doctor specifically mentioned that emergencies could occur at any time requiring immediate attention, and it was approved. Also, don't get discouraged if it takes a while to process - mine took about 3 weeks but they backdated the payments. Hang in there, you're doing everything you can in a really tough situation.

Also wanted to mention that if you're dealing with medical expenses for your child, you might want to look into the California Children's Services (CCS) program if you haven't already. It covers specialized medical care for children with certain chronic conditions including seizure disorders, and can help with costs that regular insurance doesn't cover. The income limits are pretty generous and it could free up some of your budget while you're working through the PFL application. I know it's a lot to juggle but having that extra medical support might give you more flexibility with work arrangements too.