I'm so sorry this happened to you - what a shock that must have been! I'm actually going through something eerily similar right now. I was let go last month supposedly for "performance issues" but had just gotten great feedback in my quarterly review and was being considered for a team lead position. No warnings, no documentation, nothing. I filed for EDD benefits and just had my eligibility interview yesterday. The rep asked a lot of questions about prior warnings (none), documentation (none), and whether I violated any specific policies (nope). When I mentioned the recent positive review and being considered for promotion, she made a note and said that was "interesting timing." My employer is contesting it of course, but my case worker seemed pretty skeptical of their story. She basically said that if someone was really having performance problems serious enough to warrant immediate termination, there should be some kind of paper trail showing progressive discipline or at least documentation of the issues. The whole process has been stressful but honestly, after reading everyone's responses here and going through the interview myself, I think you have a really strong case. That raise two weeks before termination is going to be very hard for them to explain away. File as soon as you can and don't let them make you feel like you don't deserve benefits - if they really had legitimate performance concerns, they should have addressed them before giving you a raise!

This is a classic case of a company trying to avoid paying into the unemployment system by falsely claiming "performance issues." The fact that you got a 6% raise just two weeks before being terminated is smoking gun evidence that this wasn't about performance at all. I've seen this pattern many times - companies will give someone a raise or promotion, then suddenly terminate them shortly after for "performance" reasons when they're really doing cost-cutting or restructuring. They think calling it performance will protect them from unemployment claims, but it actually backfires when there's clear evidence like your recent raise. When you file your claim, emphasize these key points: - Recent 6% raise with positive review - Discussion of new responsibilities during that same review - Zero prior warnings or documentation - No specific examples provided when terminated - Immediate effective termination (no opportunity to improve) The burden is on your employer to prove misconduct, and they're going to have a very hard time explaining why they gave a substantial raise to someone they supposedly planned to fire for poor performance. File immediately and don't let them intimidate you - this sounds like textbook wrongful classification of a termination.

I just found out that I was hacked well my identity was stolen in 2021. I went to file for unemployment in 2026 and found out Jane Doe also born 01/01/1920 information was linked to my account. Now I'm having trouble proving my true identity. There is an address as well .. sigh The fraud department doesn't care there's too many people doing this stuff help!!!

@Kk Doll I'm so sorry you're dealing with this identity theft situation from 2021! The fact that you also have the "Jane Doe 01/01/1920" linked to your account suggests this might be part of a larger pattern of fraud or system issues. Since the fraud department isn't being helpful, I'd recommend escalating this through multiple channels: 1) File a complaint with the California State Auditor's office about EDD's inadequate fraud response 2) Contact your state assembly member's office - they often have staff who can intervene with EDD on constituent issues 3) File an identity theft report with the FTC at IdentityTheft.gov and use that report number when dealing with EDD 4) Consider reaching out to local news stations - EDD tends to respond faster when there's media attention. Also, gather every piece of documentation you have proving your real identity (old tax returns, W-2s, bank statements) and create a comprehensive packet. Sometimes persistence and having everything organized in one place helps cut through their bureaucracy. Don't give up - you deserve to have your identity restored and your benefits processed correctly!

Just wanted to add another perspective here - I've been dealing with this same issue for months! What finally worked for me was opening a simple checking account at Chase (they have a free student/young adult account if you qualify) and then using their QuickPay feature to move money around. The nice thing about having a separate account is that when EDD asks for bank statements during reviews or audits, you can easily show them your benefit deposits vs your work income. I keep my EDD card for unemployment payments and use my regular checking for everything else. It's actually made my financial life way more organized than trying to cram everything onto one card with weird restrictions!

I've been in the exact same situation! What ended up working best for me was opening a free checking account at a local credit union (I went with Golden 1 here in CA) specifically for my cash tips. The process was super simple - just brought my ID and made a small initial deposit. Now I deposit my cash there, and it makes reporting income on my EDD certifications way easier since I have clear records of when I earned what. Plus credit unions typically have way lower fees than big banks. You can always transfer money between accounts later if you need to consolidate, but keeping your unemployment benefits and side income separate actually makes everything cleaner for tax purposes too. The EDD card limitations are frustrating but this workaround has been a lifesaver!

I'm reading through all these responses and feeling so much more confident about my situation! As someone who's been in limbo for almost a month trying to figure out the right timing, it's incredibly reassuring to see so many people who've successfully navigated this exact scenario. The consensus seems crystal clear: file immediately using my actual last work day (April 15th), be completely transparent about severance during weekly certifications, and keep detailed documentation of everything. I was really worried about making a mistake that could mess up my claim, but it sounds like EDD is well-equipped to handle severance situations and the biggest mistake would be continuing to wait. I'm going to stop overthinking this and get my claim filed today. Thank you all for sharing your experiences - this community has been a lifesaver for understanding what felt like an impossibly confusing process!

I just wanted to add something that might be helpful - make sure you have your employer's state unemployment insurance account number handy when you file. It's usually on your termination paperwork or final paystub. Having this ready can speed up the initial filing process and helps EDD verify your employment history more quickly. Also, since you mentioned you're in tech, be prepared that if your severance includes any equity acceleration or bonus payments, those might be treated differently than your regular severance wages. When in doubt, report everything and let EDD sort it out - it's much better to over-report than under-report. The key thing everyone's saying is absolutely right though: get your claim started now! I waited too long when I was in a similar situation and it just caused unnecessary stress. You'll feel so much better once you get the process rolling.

I just wanted to add something that might be helpful for your roommate's situation. When EDD sends overpayment notices this late, it's often because they're conducting what's called a "cross-match" review where they compare employer records with benefit claims. Since her former employer is now claiming misconduct instead of layoff, this sounds like a classic case where the employer initially didn't contest the claim (maybe they were disorganized or understaffed) and then later decided to challenge it, possibly to reduce their unemployment insurance taxes. The good news is that if she has that layoff letter mentioning department restructuring, she's in a strong position. I'd also suggest she request her complete claim file from EDD - sometimes there are notes or communications in there that can help her case. You can request this by calling or writing to EDD, and it's free. Having the full picture of what was originally reported vs. what the employer is now claiming can really help strengthen her appeal.

This thread has been incredibly informative! I'm dealing with a similar situation where I received an overpayment notice 6 months after my claim ended. My employer is also claiming misconduct after the fact, even though I have documentation showing I was laid off due to company downsizing. Reading about everyone's experiences here has given me hope that I can successfully appeal this. I'm going to follow the advice about gathering all my documentation, requesting my complete claim file from EDD, and making sure to meet that 30-day appeal deadline. It's so frustrating that employers can contest claims this late in the game, but at least now I understand the process better. Thank you to everyone who shared their stories and advice - it's made me feel less alone in dealing with this stressful situation.