In my experience, they can call up to 30 minutes before or after the scheduled time. I'd recommend being ready at least 30 minutes early and keeping your phone nearby for an hour after if they haven't called yet. Also make sure your voicemail isn't full and your phone can accept calls from unknown/blocked numbers!! Some people miss calls because their spam filters block unknown numbers!

I went through something similar about 6 months ago - second interview out of nowhere with that same vague "potentially disqualifying" language. It's so stressful when they don't give you any specifics! In my case, it turned out my employer had disputed my claim saying I was fired for misconduct, when I had actually been laid off due to budget cuts. The interview was basically EDD giving me a chance to tell my side of the story. Based on what you've shared about your situation with the manager pushing extra responsibilities and the ultimatum, it sounds like your employer might be claiming you quit voluntarily. The good news is that if you can show you were essentially forced out (which it sounds like you were), that's considered "good cause" for leaving. One thing that really helped me was writing down specific examples beforehand - dates, what was said, who was present, etc. The interviewer asked very detailed questions and I was glad I had everything organized. Also, don't be afraid to take your time answering - it's better to think through your response than to rush and potentially say something that doesn't help your case. You've got this! The fact that they're giving you the interview means they want to hear your side before making any decisions.

To follow up on my earlier advice: regarding your question about verbal communications with your manager about budget cuts - YES, absolutely mention this at the hearing. While documents are preferred, your testimony is also evidence. The judge will likely ask you directly about the reason for separation. That's when you should explain that while the termination letter cites the probationary period (which is often just legal protection for the employer), your manager verbally informed you it was due to budget cuts. If you have any witnesses who heard this conversation, their testimony would be valuable. Being laid off due to budget cuts is generally considered a qualifying separation for unemployment benefits, as it's not misconduct or a voluntary quit. This could be the key to winning your appeal.

I went through this exact same situation last year and won my appeal! Here's what really helped me beyond what others have mentioned: 1. Create a simple timeline document showing your employment dates, major events, and termination. This helped me stay focused during questioning. 2. If you have any coworkers who witnessed your termination conversation or know about the budget cuts, ask them to write a brief statement confirming what they heard/knew. Even if they can't attend the hearing, their written statements can be submitted as evidence. 3. Check your email for ANY communication from HR or management about company layoffs, budget issues, or restructuring around the time you were let go. Sometimes there are company-wide emails that support your case. 4. Bring a copy of your unemployment application and any correspondence with EDD so you can reference what you originally submitted vs. what they're claiming you didn't provide. The fact that you have that text from your manager about budget cuts is HUGE - that's contemporaneous evidence that supports your case. You've got this! The judges want to see that you're being honest and that you qualify for benefits. Stay calm, be organized, and stick to the facts.

That's excellent advice! I'll definitely request documentation of every conversation. I'm feeling much more hopeful now that I have a concrete plan of action.

Just wanted to chime in as someone who went through a very similar situation. I was laid off from my retail job in April 2023 but couldn't successfully file until July due to constant website crashes and phone system failures. Lost about $6,200 in benefits during those months. What ultimately worked for me was a combination of what others have mentioned here. I used a service similar to Claimyr to actually get through to EDD, then specifically requested a Tier 2 specialist. The key was having all my documentation ready - pay stubs, termination letter, and a detailed timeline of every attempt I made to file. The breakthrough came when I found out about the EDD Ombudsman's office. They're separate from regular EDD customer service and have more authority to resolve complex issues. You can reach them at 1-800-300-5616. They actually investigated my case and overturned the original denial. It took about 4 months total from when I contacted the Ombudsman to receiving my backdated benefits, but I got every penny I was owed. Don't give up - the system is broken but there are still ways to fight it successfully. Document everything and be persistent!

my appeal took 6 months last year and i won. just hang in there

I'm going through the exact same thing right now - filed my appeal in January and still waiting! Reading everyone's responses here has been really eye-opening. I had no idea about the assembly member option or the CUIAB system. McKenzie, have you tried any of these suggestions yet? I'm definitely going to call my assembly member's office first thing Monday morning. It's so frustrating that we have to jump through all these hoops just to get basic information about our own cases. The system really does seem designed to wear people down until they give up. Hang in there - sounds like most people eventually get their hearing and many win their appeals once they finally get in front of a judge.

Does anyone know if you have to do more work search activities for the extension? I've been doing the regular 3 job applications per week, but I heard someone say it increases to 5 for extensions?

Just wanted to add that if your husband doesn't automatically qualify for Fed-ED, he might still be eligible for the Training Extension (TE) if he enrolls in an approved training program. The TE can provide up to 26 additional weeks of benefits while you're in training. You can find approved programs through the ETPL (Eligible Training Provider List) on CalJOBS. This could be a good backup option if the automatic extension doesn't come through. Also, some people have had luck contacting their local workforce development office for help navigating the extension process - they sometimes have direct lines to EDD that can help speed things up.