Can school district employees get EDD benefits during summer break when pay is spread over 11 months?

u cant get unemplyment if ur going back 2 same job in august, edd considers that having resonable assurance of work. they deny school workers automatically during summer.

The previous commenter is only partially correct. The "reasonable assurance" rule does apply to school employees, but there are important nuances. It primarily affects certificated employees (teachers, counselors) who have guaranteed positions when school resumes. As a classroom aide, you might still qualify if: 1. Your position is not 100% guaranteed for the next school year 2. You work for a non-profit or private contractor that services the school, not directly for the district 3. You can demonstrate that your summer break represents a true layoff rather than scheduled time off You should definitely apply and explain your situation. The worst that happens is they deny your claim. Be prepared to provide: - Your contract showing the 10-month work period - Documentation of your pay schedule (showing the 11-month distribution) - Any communication about your employment status for the upcoming school year Don't self-disqualify without trying!

I went through the EXACT same thing last year!!! I work as a special ed assistant and when I applied for EDD, they scheduled an eligiblity interview to determine if I had "reasonable assurance" of returning. I got denied initially, but then I appealed and provided my contract showing that I technically get "laid off" at the end of each school year even though they usually hire me back. The catch is - I had to really stress that there was NO GUARANTEE I would be rehired. My position depends on student enrollment and district budget. Also, I was honest that I was LOOKING for other work during summer (even though I planned to return if offered). That seemed to be the key factor in winning my appeal. But the whole process took almost 6 weeks, so apply on your LAST DAY of actual work in May to get the ball rolling ASAP!

If you're struggling to get through to schedule your eligibility interview, try Claimyr (claimyr.com). I was in the same situation last summer - calling 50+ times a day and never getting through. A colleague recommended this service that gets you connected to an EDD rep usually within an hour. They have a video showing how it works: https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km Totally worth it because I needed to explain my school employment situation directly to a rep rather than just through the online form. The rep was able to properly code my claim so it didn't get automatically rejected under the school employee rules.

i dont understand why schools do this tbh... like why spread the pay over 11 months instead of 10?? or even better why not 12 so people get SOMETHING all year round??? my wife works for a different district and they give the option of 10 or 12 month pay distribution.

Here's what CA EDD specifically states about school employees (I work in HR for a college): "School employees may file a claim for the recess period. However, school employees with reasonable assurance of returning to work after the recess period are not eligible for benefits based on the school wages during the recess period." The key parts that affect your situation: 1. If your return is NOT guaranteed (no official contract or letter yet), you have a stronger case 2. If your pay is artificially spread over 11 months for a 10-month position, that's different from teachers who are paid annual salaries 3. The burden is on EDD to prove you have reasonable assurance, not on you to prove you don't I recommend applying immediately after your last work day and requesting an eligibility interview. Be prepared to explain that you have not received written assurance of continued employment and that you're actively seeking other work during this period.

has anyone else noticed that EDD website is SUPER confusing about this issue?? the info about school employees is buried deep in their site and even then its all legal jargon! i bet they make it confusing on purpose so people dont apply 🙄

Make sure when you certify for benefits (if you get approved) that you answer the work search requirements correctly! I almost messed this up. You have to show you're looking for work during the summer even if you're planning to go back to the school. I listed a minimum of 3 job contacts per week on my certification.

Just wanted to add my experience as someone who works in payroll for a school district - the 11-month pay distribution actually works in your favor for UI eligibility! Since you're technically receiving wages in June for work already completed in May, that June paycheck doesn't count as "wages during the recess period" under EDD rules. The real test is whether you have a signed contract or official letter guaranteeing your position for August. If you haven't received anything concrete yet, you're in a much stronger position to argue that you don't have "reasonable assurance." Also, document EVERYTHING - save any emails about budget uncertainty, enrollment concerns, or conditional language about your position. I've seen too many support staff get denied initially because they didn't present their case clearly, but then win on appeal when they provided the right documentation. One more tip: if you do get approved, make sure you're ready to return to work if called back early. Sometimes districts need subs or have last-minute openings, and you can't turn down suitable work while collecting UI.

I'm in a very similar situation as a school librarian assistant! Just wanted to share that I successfully got UI benefits last summer after initially being denied. The key was emphasizing that my position is "subject to enrollment" and I hadn't received a formal contract yet. When I applied, I made sure to mention that I was actively looking for other work during the summer break - even applied to some retail jobs and temp agencies to show I was genuinely seeking employment. The EDD rep during my phone interview seemed to focus a lot on whether I was "available and actively seeking work" rather than just waiting around for school to start again. One thing that helped was getting a letter from my union rep explaining that classroom aides in our district are considered "at-will" employees who get laid off each June and must be rehired each August based on budget and enrollment. Even though it's usually automatic, there's no legal guarantee. The whole process took about 5 weeks from application to first payment, so definitely apply on your last day of work! And don't get discouraged if you get an initial denial - the appeal process is where you can really make your case with proper documentation.

I'm currently going through this exact situation right now! Filed my claim in late May after my last day as a special needs aide, and just got approved last week after the eligibility interview. A few things that really helped my case: - I emphasized that while I *hope* to return in August, there's no written guarantee since my position depends on the specific student's continued enrollment and IEP requirements - I showed that I was genuinely job searching during summer - applied to camps, tutoring centers, even some office temp work - My contract clearly stated I'm "laid off" each summer and must reapply/be rehired each year The rep who did my phone interview was actually pretty understanding once I explained that support staff positions are different from teachers. She said the key question was whether I had a signed contract or official letter guaranteeing my return - since I didn't, that worked in my favor. The process did take about 6 weeks total from application to first payment, so definitely apply immediately after your last workday. And keep detailed records of every job you apply to during the summer - you'll need at least 3 work contacts per week when you certify for benefits. Don't give up if you get initially denied - I've seen several coworkers successfully appeal with the right documentation!

I just want to echo what others have said about not giving up if you get initially denied! I'm a speech therapy aide and went through this process two summers ago. Got the dreaded auto-denial letter within days of applying, but I appealed immediately with documentation showing: 1. My position is contingent on specific student needs/IEPs 2. No written contract or guarantee for the following year 3. Evidence I was actively job searching (I applied to summer camps, tutoring centers, even retail jobs) The appeal hearing was done over the phone and the judge was very fair. She understood that support staff positions are fundamentally different from teaching positions in terms of job security. The whole appeal process took about 3 weeks, and I ended up getting benefits for the entire summer plus back pay from when I first applied. One tip: when you file your initial claim, be very specific in the comments section about why your situation is different from a typical "reasonable assurance" case. Don't just say you work for a school - explain that you're support staff whose position depends on enrollment/budget/specific student needs. This might help avoid the automatic denial some people get. Also, start your job search immediately and keep meticulous records. I used a simple spreadsheet with columns for company name, position, date applied, and how I applied (online, email, in-person). Made the weekly certification process much smoother. You've got this! The system is confusing but it's definitely possible for school support staff to qualify.

This thread has been incredibly helpful! I'm a playground supervisor and have been in this exact situation for the past two summers. One thing I'd add that hasn't been mentioned yet is to check if your district uses any third-party contractors for support staff. In my case, I technically work for a staffing company that contracts with the school district, which actually made my UI claim easier since the "reasonable assurance" rules are less strict for contractor employees. Also, if anyone is struggling with the work search requirement during summer, don't overlook seasonal opportunities that align with your schedule - summer school positions at other districts, camp counselor jobs, tutoring through companies like Kumon or Sylvan, and even substitute teaching can all count. I found that showing diverse job search efforts (both in education and outside) really strengthened my case during the eligibility interview. One last tip: if you do get approved, keep a folder with all your documentation handy throughout the summer. Sometimes EDD will do random eligibility reviews even after you've been approved, and having everything organized makes responding to any requests much faster. The key takeaway from everyone's experiences seems to be: apply immediately after your last day, document everything, emphasize the uncertainty of your position, and don't be discouraged by initial denials. The appeal process really does work if you have the right documentation!

As someone who's been through this process multiple times as a school custodian, I want to emphasize something that might not be obvious - timing your application matters beyond just applying on your last day. Since you mentioned your final paycheck comes in June for work already completed, make sure to clarify this during your eligibility interview. EDD sometimes gets confused and thinks you're still receiving "current" wages during the break period. Also, I'd suggest reaching out to your local union representative (if you have one) or employee association BEFORE you apply. They often have template letters or documentation that specifically addresses the "reasonable assurance" issue for support staff. My union rep provided a letter explaining that custodial positions are subject to budget cuts and enrollment changes, which was crucial evidence during my appeal. One more thing - if your district has had ANY layoffs or position eliminations in recent years (even in other departments), document that too. It helps establish that employment truly isn't guaranteed year to year. I kept newspaper clippings about district budget issues and referenced them in my application. The process is definitely stressful, but reading through all these success stories should give you confidence. Support staff have different employment situations than teachers, and EDD recognizes that once you get past the initial screening. Good luck!