One last thing - once your claim is approved, certifying is much smoother now. The UI Online portal got a major update in 2024 and it's actually functional now (shocking, I know!). You can even use the mobile app for certifications which is WAY easier than the old system. Just make sure notifications are enabled so you don't miss your certification dates.

Just wanted to add that if you're in tech like me, make sure to look into the California Training Benefits (CTB) program while you're on unemployment. I used it during my claim last year to get AWS certifications which definitely helped me land interviews faster. You can get approved for up to 104 weeks of training benefits if you're learning skills for a high-demand occupation. The approval process takes a few extra weeks but it's worth it if you want to upskill while job hunting. Plus your weekly benefits continue during approved training so you're not losing money while learning new tech skills.

One more thing to consider: the temp agency's perspective. From EDD's standpoint, your employer is the temp agency, not the specific workplace. During an eligibility interview, EDD will want to know why you couldn't continue working for the temp agency at other assignments. Make sure to clearly document that you requested reassignment and what the agency's response was. This is crucial for your claim.

Just want to add that California Labor Code Section 230 protects employees who quit due to workplace harassment or unsafe conditions. Keep detailed records of every incident - dates, witnesses, what was said/done. Also save any communications with your temp agency about the issues. EDD will look at whether a "reasonable person" would have quit under the same circumstances. The fact that you've already reported it twice and nothing changed actually works in your favor. But definitely try the reassignment route first like others suggested - it shows you made good faith efforts to stay employed.

The call in notice response system worked better pre-pandemic when you could visit offices in person. Now it's all phone-based and the infrastructure can't handle the volume.

Final update: Got my call in notice response completed using automated calling service. Took 28 minutes total vs the 6 days I spent trying manually. Should have done it from day 1.

I want to thank everyone for all this helpful information! I've been taking notes and have a much better plan now. I'm going to: 1. Contact my county welfare office about CalWORKs Stage 1 childcare 2. Reach out to the local R&R agency for subsidized options 3. Be honest on my certification and prepare for the eligibility interview 4. Gather all my documentation showing childcare costs and search efforts 5. Try to get through to an EDD rep for specific guidance on my situation I feel so much more prepared now. I'll update this thread once I've had my interview to let everyone know how it went!

Just wanted to add another resource that might help - many community colleges in California have childcare centers that offer sliding scale fees based on income. Even if you're not enrolled as a student, some centers have spots available for community members. It's worth calling around to community colleges in your area to ask about their childcare programs. Also, some faith-based organizations offer affordable childcare even if you're not a member. The key is to cast a wide net and document every inquiry you make - this documentation will be crucial for your EDD interview. I've seen people get approved when they could show they contacted 15+ childcare providers and documented the costs/availability issues.

Thank you everyone for all this helpful advice! I'm going to follow the suggestions about creating a paper trail. I just sent a formal email to HR summarizing our conversation and specifically requesting intervention. I'll give them two weeks to address it, and in the meantime, I'll continue documenting any further incidents. I also managed to get through to an EDD representative using the Claimyr service someone suggested. The rep confirmed that harassment can qualify as good cause to quit, but I need to show I tried to resolve it first. They suggested I keep a detailed log with dates/times/descriptions of incidents and any witnesses present. If things don't improve after my formal complaint, I'll draft a resignation letter specifically citing the hostile work environment as the reason. I'm still hoping it won't come to that, but at least I feel more prepared now if it does. I'll update this thread once there's a resolution.

Good luck with your situation! I went through something similar about 6 months ago and it's such a stressful process. One thing that really helped my case was keeping a detailed incident log with exact quotes when possible - EDD asked me very specific questions during my phone interview about what was said and when. Also, don't forget to save any work emails or messages that might support your case. In my situation, my supervisor had sent some pretty unprofessional emails that helped demonstrate the hostile environment. The EDD rep said having contemporaneous documentation (stuff created at the time, not written later) was really important. Really hope HR actually does something to fix this for you so you don't have to leave. But if you do end up quitting, sounds like you're building a solid case. The fact that HR already acknowledged the behavior was inappropriate should definitely help if it comes to that.