Denied EDD benefits for 'breaking reasonable employer rule' - appealing with job description evidence

Absolutely appeal this decision! I went through almost the exact same situation in 2025 and won my appeal. Here's what you need to do:\n\n1. File your appeal ASAP - you only have 30 days from the date on your disqualification notice\n\n2. Gather evidence to prove your case:\n - Get a copy of your official job description (request from HR in writing)\n - Collect any emails/messages showing you reported the computer issue\n - Get written statements from 1-2 coworkers confirming inventory audits were supervisor duties\n - Any performance reviews showing positive work history\n - Documentation of other supervisor duties you performed regularly\n\n3. In your appeal letter, focus on these key points:\n - The task wasn't part of your official job duties (cite job description)\n - You actually completed the task on time (explain technical issue)\n - You followed proper procedure by reporting the system problem\n - The rule violation wasn't willful misconduct (key legal standard)\n\nWhen you get your hearing date, prepare to calmly explain these facts. Don't get emotional or bash your employer. Just stick to the facts about job duties and what happened that day.\n\nBased on what you've described, you have a very strong case. The fact that you were performing duties outside your job description is particularly important for your appeal.

Thank you so much for this detailed advice! I just checked and I have 22 days left to file the appeal. A few questions:\n\n1. Should I request the security footage now or just mention it exists in my appeal?\n\n2. Do I need to send all evidence with the initial appeal or bring it to the hearing?\n\n3. What exactly is the \

OMG the exact same thing happened to me!!! I got fired from my job and denied benefits bc they said I didnt follow procedures but it wasnt even my JOB to do that thing!!! The EDD just automatically sides with employers i swear. So annoying.

Did you end up appealing? What happened with your case?

Having represented clients in EDD appeals hearings for years, I can tell you that this type of case often gets overturned on appeal. The key legal standard is whether your actions constituted \

This is really good info! Quick question - isn't there something about \

appeal appeal appeal!!!! my cousin got denied for something stupid and won her appeal. edd is overwhelmed and just denies people hoping they wont fight it.

I totally feel your frustration! I've been through the EDD appeal process and it's a nightmare trying to reach anyone at EDD to ask questions or check your status. I spent WEEKS trying to get through on the phone lines (99% of the time it just says they're too busy and hangs up).\n\nI finally used a service called Claimyr (claimyr.com) that got me connected with an EDD representative in about 20 minutes. They have a video showing how it works: https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km\n\nIt was worth it to actually talk to someone who could explain the appeal process and what evidence they look for. The rep gave me specific advice for my situation that I couldn't find anywhere online. Just thought I'd mention it since calling EDD directly is nearly impossible these days.

Thank you for this tip! I'll definitely check out that service. I've been trying to call EDD for 3 days straight with no luck. Did the representative you spoke with give you any insight on how appeals are typically handled?

THE EDD SYSTEM IS COMPLETLY RIGGED AGAINST WORKERS!!! They ALWAYS side with employers in the initial decision. I got denied for something very similar - got fired for not completing a task that literally WASNT POSSIBLE to complete because the equipment was broken but they blamed me anyway!!! \n\nMy advice: DOCUMENT EVERYTHING!! Take screenshots of your job description, get statements from coworkers IN WRITING, and if you still have contact with anybody at your old job see if they'll help you get those security videos.\n\nThe system is designed to frustrate you into giving up. DON'T GIVE UP!!! The appeals judges are actually way more fair than the initial EDD people. My hearing took 3 months to schedule but I WON and got all my back benefits.

3 MONTHS??? omg thats so long to wait with no money coming in!! did they at least pay you for all those weeks once you won?

To answer your questions:\n\n1. For security footage - request it in writing NOW. Many systems automatically delete footage after 30-90 days. If they refuse to provide it, document your request and their refusal.\n\n2. You should mention all your evidence in the initial appeal form, but you'll actually present it at the hearing. The appeal form is mostly to request the hearing.\n\n3. \

This is incredibly helpful. I'm going to request the footage and my official job description tomorrow. Would text messages to my supervisor about the computer issue count as good evidence too?

I had a kinda similar situation last year. I got fired and denied benefits. On my appeal I focused on the fact that what I supposedly did wrong was not actually in my job duties and I won! But my hearing was really stressful... the judge kept interrupting and my old boss was there trying to make me look bad. \n\nBut honest question - is it worth all the stress? Like, maybe just find a new job? The whole appeal process took me almost 4 months from filing to decision! Although I did get backpay for all those weeks once I won...

Are you serious with this advice? \

In response to the question about \

This makes so much more sense now! I think I've been confusing the standards. My termination letter just says I was fired for \

I'm new to this community but going through something similar right now. Reading all these responses gives me hope that appealing might actually work! @Isabella Costa - definitely keep fighting this! From what everyone's saying, it sounds like you have a really strong case. The fact that inventory audits weren't even in your official job description is huge. I'm curious - has anyone here had success getting their employer to provide security footage? My situation involved a similar technical issue where cameras would prove I followed proper procedures, but I'm worried my old employer will refuse to cooperate or "accidentally" lose the footage. Also, for those who won their appeals - did you represent yourselves or get legal help? I'm trying to decide if I should hire someone or if the process is manageable on my own. Thanks for sharing all this detailed advice everyone. This thread is exactly what I needed to see to understand I'm not alone in dealing with EDD's initial denial tactics!

I'm really sorry you're going through this - the EDD system can be so frustrating! But based on what you've described, you definitely have grounds for a successful appeal. A few additional tips that might help: 1. When you write your appeal letter, be very specific about the timeline. State exactly when you completed the audit (by 2pm as required), when the system froze, and when you immediately reported it to your shift lead. This shows you followed proper procedures. 2. If possible, get a written statement from that shift lead confirming you reported the technical issue to them. Even a text message screenshot would help. 3. When gathering evidence about supervisor duties, try to get documentation showing the pay difference between your role and supervisors. This strengthens your argument that you were performing duties outside your job classification. 4. Keep copies of EVERYTHING you submit. The EDD system isn't perfect and documents sometimes get "lost." The fact that you were terminated for a technical issue completely outside your control, while performing duties that weren't even in your job description, really works in your favor. Appeals judges see cases like this all the time and understand the difference between willful misconduct and circumstances beyond an employee's control. Don't let the initial denial discourage you - it sounds like your coworkers are right that many people win on appeal. You've got this!

Hey Isabella! I just went through a very similar EDD appeal process last month and wanted to share what worked for me. The advice from @Ravi Malhotra and others here is spot on - definitely appeal ASAP! A couple things that really helped my case that I didn't see mentioned yet: 1. **Document the pattern of supervisor duties** - I made a simple spreadsheet listing all the supervisor-level tasks I regularly performed, how often, and what the actual supervisor pay rate was vs. my pay. This really drove home the point that I was being held to standards above my job classification. 2. **Get your employee handbook** - Mine had specific language about technical difficulties and reporting procedures that actually supported my case. It showed I followed proper protocol. 3. **Timeline is crucial** - I created a detailed timeline of events (like "2:00pm completed audit, 2:15pm system froze, 2:17pm reported to shift lead") because the judge asked very specific questions about timing. For your security footage request, send it certified mail to HR and also email a copy so you have proof of when you requested it. Even if they don't provide it, showing you tried to get evidence that would prove your case actually helps. Your situation sounds even stronger than mine was since you have clear evidence the duty wasn't in your job description. I won my appeal and got 12 weeks of back pay. The hearing was nerve-wracking but the judge was fair and actually listened to the facts. Don't let them intimidate you into giving up - you've got a solid case here!

I'm so sorry you're going through this Isabella! Your situation sounds incredibly frustrating but also very winnable on appeal. The advice from everyone here is excellent - definitely don't give up! One thing I wanted to add that I haven't seen mentioned yet: when you're preparing for your hearing, practice explaining your case out loud beforehand. I know it sounds silly, but when I had my EDD appeal hearing, I was so nervous that I started rambling and almost forgot to mention some key points. Also, regarding the security footage - even if your employer won't provide it, the fact that you can specifically reference what the cameras would show (you completing the audit on time, reporting the system issue immediately) can still be powerful evidence. The judge will note that you're being very specific about verifiable facts. Your case has all the elements of a successful appeal: - Technical failure beyond your control - You followed proper procedures by reporting the issue - The task wasn't in your official job description - You were performing supervisor duties without supervisor pay The initial EDD interviewer probably just checked boxes without really understanding the nuances of your situation. The appeals process is where you'll get a fair hearing from someone who actually reviews the details. Keep us updated on how it goes! This community is rooting for you, and your experience will definitely help others in similar situations. You've got this! 💪

I'm new to this community but currently going through my own EDD appeal process, so reading through everyone's advice here has been incredibly helpful! @Isabella Costa - your situation sounds almost identical to what happened to me. I was terminated for not completing a task that was actually outside my official job duties, and like you, I got denied initially. The frustration is real, but don't let it discourage you! Based on what I've learned from my own research and the excellent advice in this thread, you definitely have a strong case. The key points that stand out for your appeal: 1. **Job description mismatch** - This is HUGE. The fact that inventory audits were supervisor duties but you were required to do them as a regular associate shows they were holding you to standards outside your job classification. 2. **Technical failure beyond your control** - You completed the audit on time but couldn't upload due to a system freeze. That's not misconduct, that's a technical issue. 3. **Proper reporting** - You immediately told your shift lead about the problem, showing you followed appropriate procedures. I'd definitely recommend getting that job description in writing ASAP, along with any documentation showing the pay difference between your role and supervisors who were supposed to handle inventory audits. The appeals judges are much more fair than the initial EDD reviewers. From what I've learned, they actually take time to review the facts rather than just rubber-stamping denials. Keep fighting this - you've got solid grounds for an appeal and this community is here to support you! 💪