I'm dealing with a similar situation right now - got disqualified for two weeks because I misunderstood that availability question too. It's honestly such a relief reading everyone's responses here because I was panicking thinking my whole claim was ruined. Already filed my DE 1000M appeal form and I'm keeping my fingers crossed. The waiting is the hardest part but it sounds like most people who made honest mistakes like this get their appeals approved eventually. Thanks for posting about this - knowing I'm not alone in making this error really helps!

This happened to me too about 6 months ago! That availability question is seriously the most confusing one on the whole certification form. I made the same exact mistake - kept answering 'yes' because I thought I needed to explain my situation. Got disqualified for 3 weeks before I figured out what was happening. Filed the DE 1000M appeal right away and won after about 8 weeks. The key is being really detailed in your explanation about how you misunderstood the question. I literally wrote out my thought process step by step so they could see it was genuine confusion, not trying to fraud the system. Keep certifying every two weeks while you wait - that's super important! And don't let that "indefinitely" comment scare you too much, the rep probably just meant you'd be disqualified until you either appeal successfully or answer correctly going forward.

UPDATE: Just wanted to let everyone know that my payment finally switched from pending to paid this morning! Took exactly 5 days. Thanks for all the advice and support, it really helped me not panic while waiting. For anyone else in this situation - yes, reporting settlement money will trigger a review, but it does eventually clear if everything is properly reported.

Glad to hear your payment went through! For future reference, if anyone else is dealing with settlement income, it's worth noting that EDD typically processes these reviews in order of submission. The 5-7 business day timeframe mentioned earlier is pretty accurate for most cases. Just remember to always report any income - even if it causes a delay, it's much better than dealing with overpayment issues later. The system is designed to protect both you and the state from errors.

Glad you finally got through to EDD and got some clarity! That's a huge relief just knowing where you stand. The contract wording thing is really important - I've seen cases where districts classify summer as "temporary layoff" vs "unpaid leave" and it makes all the difference for EDD eligibility. Since you're IT support, definitely ask about summer maintenance projects too - a lot of districts do major system updates/upgrades when students aren't around. Even if it's just a few weeks of work, every bit helps bridge that gap. Good luck with everything and thanks for updating us! It's really helpful to see how these situations actually play out.

Great update Lucas! So glad you got through to EDD and got some real answers. The contract wording thing is huge - I work in HR for a district and can confirm that how they classify the summer period makes ALL the difference. Some districts do "seasonal layoff" which can qualify you for benefits, while others do "unpaid leave" which usually doesn't. Also wanted to add that if you do end up doing gig work over summer, make sure to track your expenses (gas, car maintenance, phone data) - a lot of those are tax deductible for delivery drivers. And definitely keep EDD in the loop about any income you earn from gigs if you do end up qualifying for partial benefits. You handled this whole situation really smart by getting official answers instead of just guessing. Hope the summer works out well for you!

This is textbook employer manipulation to avoid UI tax increases. I went through something very similar - employer said "budget cuts" then suddenly found "performance issues" right before my last day. Here's what worked for me: File your claim IMMEDIATELY and select "lack of work/layoff" as your reason. In the additional comments section, explain the timeline: "Initially told this was a layoff due to budget cuts on [date], employer changed to termination for cause on [date] citing single tardiness from November." The key evidence that helped my case: - Screenshots of ALL communications (the layoff email, termination email, any company announcements) - Timeline documentation showing the gap between the alleged incident and when it suddenly became "serious enough" for termination - Witness statements from coworkers who heard the original layoff announcement EDD investigators are trained to spot these tactics. The 4-day turnaround from "we won't contest your claim" to "fired for cause" is a huge red flag. Combined with your 5+ year clean record and the fact that only high-paid employees got this treatment, you have a strong case. Stay calm during your phone interview and stick to the facts. You've got this!

I'm dealing with something very similar right now and this thread has been incredibly helpful. My employer laid me off two weeks ago citing "business restructuring" and now they're trying to say it was for performance issues that were never documented or mentioned during my 3+ years there. From what I'm reading here, it sounds like EDD is used to seeing these employer tactics. The advice about documenting everything and being specific about the timeline in your application seems crucial. I'm also going to look into that Claimyr service since getting through to EDD by phone seems nearly impossible on your own. @QuantumQuest - the fact that they specifically told you they wouldn't contest your claim and then changed their story 4 days later is going to work heavily in your favor. That kind of flip-flopping shows their true motivation. You should definitely mention that exact quote during your phone interview. Keep us updated on how it goes! This community has been a lifeline for navigating these situations.

Good for you on documenting everything in your resignation letter! That was really smart. I just wanted to add that you should also document any conversations you had with your manager about the schedule change - dates, times, what was said, etc. Even if it was verbal, writing it down with specific details can help your case. One thing I haven't seen mentioned yet is that you might want to start looking for other weekend-only positions now while you're waiting for your EDD decision. Having evidence that you're actively seeking similar work (weekend retail, restaurant, etc.) will strengthen your "available for work" status if EDD questions it. Plus, the job market for weekend positions isn't terrible right now with so many businesses needing weekend coverage. Best of luck with your claim - your situation really does sound like textbook constructive discharge to me!

I'm so glad you documented everything in your resignation letter - that was absolutely the right move! Your situation is exactly what constructive discharge laws are designed to protect against. The fact that you worked the same schedule for 3 years and they knew about your school commitments makes this even stronger. A few additional tips as you navigate this process: 1. When you file your initial claim, be very detailed in the "reason for separation" section. Don't just put "quit" - explain the full circumstances. 2. If you get initially denied (which unfortunately happens often with resignation cases), don't panic! The appeal process is where you can really present your case properly. 3. Keep copies of EVERYTHING - your resignation letter, any emails about the schedule change, even text messages with coworkers discussing the new policies. 4. Document your job search efforts specifically for weekend/part-time positions that would work with your school schedule. You've got a solid case here, and the fact that multiple people in this thread with similar experiences got approved after appeals should give you hope. The EDD system isn't perfect, but it does ultimately recognize legitimate constructive discharge situations like yours. Good luck!