Reading through all these responses has been incredibly helpful! As someone who just went through a similar EDD process, I wanted to add that your situation sounds very winnable. The key distinction that worked in my favor (and should work in yours) is that you were performing legitimate work duties, just in the wrong location without proper notification. When I had my phone interview, the EDD representative specifically asked whether I was "engaged in work-related activities" during the incident that led to my termination. Being able to say "yes, I was helping another department meet their production goals" made all the difference. The fact that you have a history of cross-departmental assistance and 2.5 years of clean employment really strengthens your case. One thing I'd add to all the great advice here - if you end up needing to appeal an initial denial, don't let the process intimidate you. The appeal hearing is your chance to tell your side of the story to an administrative law judge who understands the legal definition of misconduct. They're typically more thorough in their analysis than the initial reviewer. Your employer will need to prove that your actions constituted "substantial and willful disregard" of their interests, which is a high bar when you were actually working. A simple communication oversight about location doesn't meet that standard. Stay confident and stick to the facts - you've got this!

I wanted to chime in as someone who works in employment law - your situation is actually a textbook example of what EDD would NOT consider misconduct. The legal standard requires deliberate wrongdoing that substantially harms the employer's interests. What you've described is a procedural error during the course of performing legitimate work duties. A few key points that work strongly in your favor: 1. You were actively working and helping the company achieve its goals 2. You have a documented history of cross-departmental assistance 3. No prior disciplinary actions or warnings about this type of issue 4. The "violation" was failing to notify, not refusing to work or being insubordinate EDD regularly overturns employer misconduct claims in cases like yours. The fact that your employer fired you doesn't automatically mean EDD will find misconduct - they apply a much more rigorous legal standard. I've seen many cases where employers claim "policy violation = misconduct" but EDD correctly distinguishes between terminable offenses and actual legal misconduct. File your claim with confidence, be factual in your responses, and don't be discouraged if there's an initial contest. Your case has all the elements that typically result in benefit approval. The documentation you're gathering will serve you well if there's a phone interview.

I'm new to this community but going through the exact same nightmare! I've been trying to reach SDI for 5 days about my disability claim and it's beyond frustrating. Reading through everyone's experiences here makes me feel less alone in this struggle. I'm going to try all the timing suggestions - the 8:07am trick, the 10:30-11:15am window, and the afternoon 3:15-3:20pm slot. It's ridiculous that we have to become strategic about when to call just to access our own benefits! Has anyone noticed if certain days of the week work better than others? I saw someone mention Wednesdays/Thursdays but curious if there are other patterns. Thanks for creating this thread - it's exactly what I needed to see today!

New member here dealing with the same SDI calling nightmare! I've been trying to reach them about my pregnancy disability claim for over a week now and getting nowhere. This thread is incredibly helpful - I had no idea there were specific timing strategies that could make such a difference! I'm definitely going to try the 8:07am approach tomorrow, and if that doesn't work, I'll attempt the afternoon 3:15-3:20pm window that seems to have worked for several people here. It's both frustrating and reassuring to see I'm not the only one struggling with this broken system. Thank you all for sharing your experiences and specific tips - it gives me hope that persistence will eventually pay off! Has anyone had success using the online messaging system that was mentioned? I might try that as a backup option while continuing to call.

I've been following this discussion closely as someone who's also navigating unemployment after being laid off from a remote role, and I wanted to add my perspective. What's really stood out to me is how this thread has evolved from initial confusion to a clear consensus backed by multiple real experiences. The key takeaway seems to be that EDD's focus is on whether you're genuinely seeking work and available to accept it - not policing your exact location within California. For those of us with remote work backgrounds, we already have a track record of location flexibility not interfering with job performance. What I find most valuable from everyone's shared experiences is the emphasis on documentation and maintaining genuine availability. Creating detailed logs of job search activities, staying responsive to employer communications, and being ready to accept suitable work opportunities - these behaviors demonstrate exactly what EDD wants to see from benefit recipients. I'm planning to implement the spreadsheet approach that several people mentioned for tracking applications, networking events, and contacts across different cities. It seems like this not only provides EDD compliance documentation but also makes the job search more strategic and organized. The fact that multiple people have successfully traveled within CA for job search purposes without any benefit issues gives me confidence that this is a viable strategy in today's competitive market. Sometimes expanding your search geographically is exactly what's needed to find the right opportunity. Thanks to everyone who shared their experiences - this community support makes navigating these uncertain times so much more manageable!

Reading through this entire discussion has been incredibly enlightening! As someone who was also recently laid off from a remote position, I was dealing with the exact same anxiety about travel restrictions. What really resonates with me is how everyone's experiences point to the same conclusion: EDD cares about your genuine commitment to finding work and your availability to accept it, not your specific location within California. The documentation strategies everyone has shared are gold - I'm definitely going to start that detailed spreadsheet approach before I begin my own networking travels. It's smart how it serves both EDD compliance and makes your job search more organized and strategic. What gives me the most confidence is hearing from multiple people who actually did this successfully without any benefit issues. The fact that @Anastasia Smirnova was able to take same-day interviews because she was already traveling in different areas really shows how this approach can make you MORE available for opportunities, not less. I think the key insight is that as former remote workers, we already have a strong case for location flexibility not interfering with our work capabilities. Traveling within CA to expand our job search is really just an extension of the geographic flexibility we've already demonstrated to employers. Thanks to everyone who shared their real experiences - you've transformed what felt like a legal minefield into a clear, actionable strategy. Time to start planning those networking trips with confidence instead of fear!

I had my CalJOBS appointment about 6 weeks ago and wanted to share what I learned! The link came through email exactly 24 hours before my scheduled time - I actually set up an email filter to make sure it went straight to my main inbox since I was so worried about missing it. My appointment lasted about 38 minutes and was honestly way more helpful than I expected. The counselor had me share my screen to go through my CalJOBS profile and we reviewed my work search activities together. I had been tracking everything in a basic Excel spreadsheet (company name, position, date applied, application source) which they seemed to appreciate. A few things that really helped: - I updated my CalJOBS resume the weekend before and made sure all sections were complete - I wrote down examples of networking activities (reaching out to former coworkers, LinkedIn connections, etc.) since they count those too - I prepared a brief explanation for a gap in my work history from earlier this year The counselor actually helped me identify some skills I wasn't highlighting enough and suggested a couple of local job search resources I didn't know about. She also reminded me that informational interviews and industry meetups count toward work search requirements. One technical note - the screen sharing worked directly through the browser, no downloads needed. Just make sure you have your CalJOBS login handy! The whole experience felt more like getting free career advice than being audited. As long as you can show you're genuinely trying to find work, you'll be totally fine. The waiting and worrying beforehand is definitely the worst part!

I just wanted to add my experience to help ease your nerves! I had my CalJOBS appointment about 10 days ago and it went really smoothly. Like others mentioned, the link came exactly 24 hours before via email (I also saw it in UI Online). My appointment was around 35 minutes. The counselor had me share my screen to review my CalJOBS profile and go through my work search activities. I kept everything in a simple Google Sheet - nothing fancy, just company names, job titles, dates applied, and where I found the posting (Indeed, LinkedIn, company website, etc.). A couple of things that really helped me prepare: - I made sure my CalJOBS profile was 100% complete a few days before - I had screenshots of a few job applications saved on my desktop just in case - I tested my internet connection and made sure my browser was updated The counselor was actually super helpful! She pointed out some keywords I should add to my resume and told me about a virtual job fair happening next month that I wouldn't have known about otherwise. She also confirmed that networking activities like LinkedIn outreach and informational interviews count toward your work search requirements. One small tip - when they ask you to share your screen, it happens right through the browser. No special software needed, but make sure you know your CalJOBS login info by heart since you'll need to log in while they're watching. Honestly, the anticipation was way worse than the actual appointment. It felt more like getting free career coaching than being interrogated. You're going to do great!

Another important thing to keep in mind - when you file your claim, make sure to report your exact last day of work (December 13th) and your expected return date (January 9th) accurately. I made the mistake of being vague about dates in my initial application and it caused delays in processing. Also, since you mentioned bills don't stop during break - you might want to look into whether your contracting company offers any emergency assistance programs. Some staffing agencies have small hardship funds available for situations like this. It won't replace unemployment benefits, but every little bit helps during unpaid periods. The combination of unemployment plus any small assistance can really help bridge that gap until you're back to regular paychecks.

Just went through this exact same situation last month as a paraprofessional through Educational Staffing Solutions! Filed my claim on my last day before Thanksgiving break and got approved within a week. The key things that helped me: 1) Got a written layoff notice from my staffing company (not the school), 2) Made it super clear on the application that I work for ESS, not the district directly, and 3) Selected "temporary layoff - lack of work" as my reason. One heads up though - even with guaranteed return date, you still have to do work searches. I focused on searching for educational aide positions and tutoring opportunities to keep it relevant. The unemployment payments definitely helped cover rent and groceries during that unpaid period. Don't let anyone scare you away from applying - third-party contractors have different rules than direct district employees!