Just wanted to add another perspective here - I work in HR and see these situations fairly often. The SDI route that you chose is definitely the smart move! One thing I'd recommend is also looking into whether your company offers an Employee Assistance Program (EAP) - many do and they can provide additional mental health resources and sometimes even help navigate the leave process. Also, if your company has 50+ employees, you likely qualify for FMLA protection which means your job will be protected while you're on medical leave. This gives you peace of mind that you'll have a position to return to when you're ready. Make sure to formally request FMLA if you haven't already - it runs concurrent with SDI but provides the job protection piece.

I'm going through something very similar right now and this thread has been incredibly helpful! I've been dealing with severe burnout and anxiety that's affecting my work performance, and I was also considering quitting without really understanding the implications for benefits. Reading about the SDI option is eye-opening - I had no idea that was even a possibility. I'm definitely going to talk to my doctor about medical leave instead of just quitting outright. It's so reassuring to see that there are people who've successfully navigated this process. Mental health struggles are hard enough without having to worry about losing income and benefits. Thank you all for sharing your experiences and advice!

One more important tip - after you manage to reach EDD and get those weeks added back, also ask the representative to make a note in your file about this system error. This documentation can be useful during your appeal hearing to show you were actively trying to comply with the certification requirements. If you do use Claimyr or manage to get through on your own, be sure to get the representative's ID number and the date/time of your call for your records.

Yes, sending a message through UI Online is a good additional step. But honestly, these issues almost always require phone contact to resolve. The messaging system often results in generic replies that don't actually fix your specific problem. That's why getting through to a live person is so crucial for appeal-related certification issues.

Something I wish someone had told me when I went through this - keep ALL your documentation organized from day one! I'm talking severance agreement, termination letter, pay stubs showing your last regular paycheck vs severance payment, bank deposit records, everything. When EDD inevitably has questions or if there's any confusion in their system, having that paper trail ready makes resolving issues SO much faster. I spent hours on hold with EDD trying to explain my situation without proper documentation the first time. Also, screenshot your EDD account after each certification showing exactly what you reported - I've heard of cases where people's reported amounts somehow got entered incorrectly in the system. Better to have the proof and not need it than be scrambling later when you're already stressed about finding work.

This thread is incredibly helpful! I just wanted to add something that might help with the timing confusion - when I was laid off from my startup last year, I called EDD's customer service line BEFORE filing my claim to ask specifically about my severance situation. Even though it took forever to get through, the rep walked me through exactly how to report my severance and what to expect week by week. She even noted my account so if I had issues later, there would be a record of the guidance I received. It was worth the wait because I avoided a lot of the confusion others have mentioned. Also, she told me that tech companies sometimes structure severance in ways that can be tricky to report, so having that conversation upfront helped me ask my HR team the right questions about payment timing and categorization. Definitely recommend this approach if you can get through to someone!

This thread has been absolutely amazing to read! As someone who's currently waiting on my first unemployment payment (been pending for 3 days now), seeing @Hailey O'Leary's complete journey from panic to resolution within one phone call gives me so much hope. I had no idea that employers could basically fabricate reasons for termination to avoid paying higher unemployment insurance premiums - that's honestly shocking and feels like it should be fraud! The practical advice everyone shared here (calling at 8:01am, requesting tier 2 specialists immediately, having all documentation organized) is incredibly valuable. It's sad that we have to rely on this community to understand how the system actually works instead of getting clear communication from EDD themselves. The fact that they could easily explain why payments are pending but choose to keep us guessing with vague statuses is really frustrating. I'm definitely not going to wait much longer before calling - this thread has convinced me that "pending" almost always means there's a specific issue that won't resolve itself. Thanks to everyone who shared their real experiences and tips!

This thread has been absolutely incredible to read through! As someone who just filed for unemployment two weeks ago and is nervously waiting for my first certification opportunity, seeing @Hailey O'Leary's complete journey from that initial panic to getting everything resolved in one phone call is both reassuring and educational. I had absolutely no idea that employers could misrepresent termination reasons to keep their unemployment insurance costs down - that's honestly infuriating but explains so much about why the system feels stacked against us. The practical tips everyone has shared here (calling at 8:01am, immediately asking for tier 2 specialists, having documentation organized, even that Claimyr service) are exactly what I needed to know going into this process. It's really frustrating that EDD deliberately uses vague "pending" statuses instead of just telling us what specific issues need to be resolved, but at least now I know not to just sit around waiting if my payment gets stuck. This community is honestly providing better guidance than EDD's own resources - you're all literally helping people navigate one of the most stressful times in their lives. Thank you to everyone who took the time to share their real experiences and hard-won knowledge!

I'm a substitute teacher who just successfully navigated this exact situation! You can absolutely claim unemployment benefits, and your case sounds very similar to mine. Here's what I learned through the process: **During the school year**: You can definitely claim for weeks with zero assignments - just report any gross income from days you do work when certifying. The system handles partial unemployment well. **For summer break**: That September form you signed likely just makes you "eligible" to be called, but doesn't guarantee actual work or income. This is a crucial distinction! If your district hasn't sent you a specific letter guaranteeing summer work or fall assignments, you have a strong case. **What helped me get approved**: - Applied the day after my last assignment ended - Contacted HR for a letter confirming my "substitute employee status with no guaranteed minimum hours" - Used specific language like "on-call work with no income guarantee" in my application - Kept simple records showing inconsistent work pattern **Your retail background is actually a huge advantage** - those 2 years of full-time work should easily cover the base period earnings requirement, so don't worry about that part! The process took about 3-4 weeks from application to first payment for me, and I was approved for the full summer break. Don't let anyone discourage you from applying - substitute teachers successfully claim benefits all the time when we genuinely lack work guarantees. Be completely transparent about your situation and emphasize that being on a sub list doesn't equal guaranteed income. Good luck!

I'm a substitute teacher who went through this exact process last year and wanted to share some additional insights! Your situation is so relatable - the uncertainty and inconsistent income is incredibly stressful. Here's what I learned that might help: **Most important tip**: Document EVERYTHING starting now. I kept a simple log showing "Available [date] - No calls received" for every day I checked in but didn't get assignments. This became crucial evidence during my claim review. **About that September form**: Unless it specifically guarantees you a minimum number of hours or days, it's likely just putting you on an "eligible to be called" list. That's very different from having actual work assurance! I was in the same boat and successfully argued that being "eligible" doesn't equal guaranteed income. **Timing strategy**: Apply immediately after your last possible assignment for the school year. Don't wait for a reasonable assurance letter - if they were sending one, it typically comes by mid-June. **What really helped my case**: I got a letter from payroll (not just HR) stating I was classified as a "temporary on-call employee with no minimum hour guarantee." The word "temporary" was key because it distinguished me from regular part-time employees. **Your retail background is perfect** - you'll easily meet base period earnings, so don't stress about that requirement. I ended up collecting benefits for 10 weeks last summer, which was a lifesaver. The key is being persistent and not taking an initial denial personally - many educational workers get approved on appeal. You've got this!