I need to caution about this suggestion. SDI (State Disability Insurance) requires medical certification of a condition that prevents you from performing your regular or customary work. It's not meant as a replacement when UI benefits run out, and applying for it without a legitimate qualifying condition could potentially be considered fraud. Additionally, there's a one-week waiting period before benefits begin, and the application process itself can take time for medical verification.

UPDATE: I took everyone's advice and 1) called the new company who agreed to start me May 13th instead of the 20th (one week earlier), and 2) finally got through to EDD after using the Claimyr service. The EDD rep confirmed there's no extension available for my situation BUT suggested I apply for CalFresh immediately which could help with groceries for the gap period. She also mentioned I should double-check with my county's General Assistance program which sometimes provides very short-term emergency help. \n\nStill going to be tight financially but cutting one week off the gap helps a lot! Thanks everyone for your suggestions - this community has been so helpful during this stressful unemployment journey!

my sister in law works for edd and she says discrimination cases are actually getting approved more often now especially for moms. She said document EVERYTHING and be super specific in your phone interview. Don't just say "they discriminated against me" but give exact examples with dates. Also did any coworkers see this happening? Witness statements help a lot.

Based on everything you've shared, you have a very strong case for UI benefits. The key elements are all there: 1. You requested legally protected accommodations 2. Negative treatment began immediately after 3. You have documentation and witness statements 4. You contacted HR to try resolving it 5. You had positive performance history before this issue During your phone interview, stay calm and stick to the facts. Avoid emotional language even though this was obviously upsetting. The interviewer needs to hear a clear cause-and-effect relationship between your accommodation request and their actions. Good luck, and please update us on how it goes!

This whole system is RIDICULOUS!!! Why can't EDD just publish CLEAR GUIDELINES about what counts as income?? I swear they make it confusing on purpose so they can hit people with overpayments later. I had to report jury duty pay last month and the rep I talked to couldn't even tell me if I should report the travel reimbursement portion!!! I ended up reporting all of it just to be safe but probably got underpaid that week. The whole system is designed to confuse us!

Here's what I recommend for your certification: 1. For the week you received the settlement, answer 'Yes' to receiving income 2. Select 'Other' for income type 3. In the explanation box, put 'Settlement wages' 4. Enter the amount from the 'wages' portion only ($3,800) 5. Don't include the penalties portion ($5,200) Your benefit will be reduced that week according to the partial benefits formula. For every dollar over $25 you earn, your benefit is reduced by $1. So if your weekly benefit amount is $450, and you report $3,800, you would receive $0 for that week (but it won't affect future weeks).

One more thing - when your sister certifies for benefits, she needs to report any income she receives, including if the employer eventually pays those bounced checks. But she should definitely file now rather than waiting to see if they pay. The EDD will establish what's called a "last day worked" which will be important for determining eligibility. If the employer contests the claim, she'll have an opportunity to explain the situation during the phone interview.

Yes, that's exactly what she should explain. Just be very clear about the timeline: when paychecks bounced, last day actually worked, when the office was found locked, last communication from management, etc. The EDD interviewer will understand this situation - it happens more often than you'd think. They just need to establish that she didn't quit voluntarily and is available for full-time work.

After reviewing your situation, I think you have a good chance on appeal if you focus on the housing habitability issues. California recognizes uninhabitable living conditions as potential good cause for leaving employment. Document everything about your previous housing: maintenance requests, photos of issues, police reports about the neighbor, communication with landlord. For your current job situation, you might qualify for partial benefits due to reduced earnings, but that's contingent on the appeal for your separation being approved first. The certification email followed by disqualification happens because the system sends automatic certification notices regardless of claim status. Keep certifying though - if your appeal is successful, they'll pay those weeks. Good luck!

can someone please clarify what counts as 'good cause' for quiting?? i always thought u basically had to have proof ur employer was breaking the law or something. does housing really count?? im so confused about edd rules sometimes!!