EDD eligibility interview after probation period layoff - how to avoid false statement allegations?

This happens more often than you think. During your EDD interview, stick to verifiable facts - don't speculate about their intentions. Say you were released after probation, completed additional training when issues were raised, received positive feedback on your improvement, and were still let go without being told performance was the reason. The key is that they never explicitly stated you were terminated for misconduct or poor performance. If your employer contests and claims performance issues, EDD will likely ask them for documentation showing progressive discipline or warnings. If they can't provide this, you have a stronger case. Also, mention the hiring freeze and that other probationary employees were also let go - this supports the budget constraint explanation. Be prepared with dates, names of supervisors, and any written feedback you received.

i got layed of after my probation too but they said it was cuz i wasnt fast enough but i think they just didnt wanna pay me more $$$ when probation ended lol. my interview was super easy, the edd person just asked why i was let go and i told them exactly what happened and got approved no problem. dont stress so much!

BE CAREFUL how you phrase things in the interview!!! I made the mistake of saying I "thought" or "believed" certain things about why I was let go, and the EDD interviewer immediately focused on that as speculation. They want FACTS only. What exactly did your termination paperwork say? Did they give you anything in writing? Did they specifically say "performance issues" or "not meeting expectations"? These details matter A LOT. If you have ANY documentation showing positive feedback or that you successfully completed additional training, BRING IT to the interview!!! Also, don't volunteer information they don't ask for - answer questions directly and briefly. Let them ask follow-ups if they need more information.

I recommend calling EDD directly to discuss your situation with an agent before your interview. They can provide guidance specific to your case and might even make notes in your file that could help during the eligibility interview. I was in a similar situation where my employer tried to disguise a layoff as a performance issue to avoid paying unemployment. When I finally reached an EDD agent, they gave me specific advice on how to phrase things that made a huge difference. If you're having trouble getting through on the EDD phone lines (which is likely), try using Claimyr (claimyr.com) - they'll get you connected to an EDD representative without the endless busy signals and dropped calls. They have a video showing how it works: https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km. I used them when I was dealing with my eligibility issues and got through to EDD in under an hour after trying for days on my own.

The similar thing happened to me!!! I was working in retail and after my 120-day probation they let me go saying I "wasn't a good fit" even though I had met all sales goals. I honestly think they just hire people for probation periods to cover busy seasons then let them go to avoid giving benefits. In my EDD interview, the interviewer asked me really specific questions about whether I received any written warnings (I hadn't) and if my manager had ever documented performance issues (they hadn't). I got approved for benefits because the company couldn't prove I was fired for misconduct. So make sure to emphasize if there was no disciplinary paper trail!

look what they really care about is if u were fired for misconduct or quit without good cause. if u were laid off or fired for not being fast enough or whatever thats not misconduct. misconduct has to be like stealing or excessive absences or threatening someone. not meeting performance expectations isnt usually misconduct unless they can prove u were deliberately not trying. dont overthink it just tell them exactly what happend.

When you go to your interview, bring a timeline of events. List when you started, when you received positive feedback (with copies if possible), when concerns were first raised, when you completed additional training, and exactly what was said when you were let go. Be specific and factual. It helps the interviewer see the full picture. Also, if other probationary employees were let go around the same time, that's important evidence for your case that this was more about the company's situation than your performance. The more documentation you have, the better your chances.

I just went through something VERY similar and won my case! My employer tried to say I was terminated for performance but I had no written warnings. During the interview I stated EXACTLY what my manager told me when letting me go - which was basically vague comments about "not being the right fit" but nothing specific about misconduct. Since they couldn't show a pattern of warnings or that I willfully disregarded policies, EDD approved my claim. Your situation sounds even stronger since you have evidence of completing additional training and receiving positive feedback! Just be honest, don't embellish, and stick to exact words/events rather than your interpretation of motives.

For your upcoming interview, remember that the burden of proof is on the employer to establish misconduct if they contest your claim. Based on what you've shared, it sounds like you were released after probation without being given clear performance documentation or progressive discipline. Make sure to mention that you were specifically told your "assignment was complete" and "services no longer needed" as this language suggests a layoff rather than termination for cause. Also note the timing coinciding with budget constraints and hiring freeze, but stick to factual observations rather than assumptions about their intentions. If questioned about why you selected "laid off due to assignment completion" on your application, simply explain that this most closely matched the language your employer used when releasing you.

I went through a very similar situation last year with a healthcare employer who let me go after probation citing "performance concerns" but couldn't provide any written documentation. Here's what I learned: EDD interviews typically last 15-30 minutes and they'll ask very direct questions like "What reason did your employer give for your termination?" and "Did you receive any written warnings?" The interviewer will also ask about your work history, why you left previous jobs, and whether you're able and available for work. What really helped my case was having specific dates and being able to quote exactly what my supervisor said when letting me go. They also asked if I had tried to address any performance issues (which you did with the additional training). One tip: if they ask why you marked "laid off" instead of "fired," explain that your employer specifically avoided using the word "terminated" and instead said your assignment was complete. This distinction can be crucial. Your situation sounds strong given the positive feedback after training and the fact that multiple probationary employees were released during a hiring freeze.

I've been through multiple EDD eligibility interviews and here's my advice: prepare a one-page summary with bullet points of key facts - dates, exact quotes from your supervisor, documentation you have, and the circumstances (hiring freeze, other layoffs). During the interview, refer to this summary to stay factual and avoid rambling. The interviewer will likely ask: 1) What reason did your employer give for letting you go? 2) Did you receive written warnings or disciplinary actions? 3) Were you able to perform the job duties? 4) Why did you classify it as a layoff vs termination? Your strongest points are: no written warnings, positive feedback after training, employer's specific language about "assignment complete," and the pattern of releasing multiple probationary employees during budget constraints. Don't volunteer extra information - answer directly and let them ask follow-ups. Good luck!

I work in HR for a healthcare organization and see situations like yours regularly. What you're describing - releasing multiple probationary employees during a hiring freeze while using language like "assignment complete" - is classic cost-cutting disguised as performance issues. The fact that they provided additional training and you showed improvement afterward actually works in your favor, as it demonstrates good faith effort on both sides. During your EDD interview, emphasize three key points: 1) You received no formal disciplinary documentation, 2) You successfully completed remedial training with positive feedback, and 3) Multiple probationary employees were released simultaneously during acknowledged budget constraints. Most importantly, your employer used specific language ("services no longer needed," "assignment complete") that suggests end of assignment rather than termination for cause. Document everything you can remember about the conversations, especially exact quotes from your supervisor. EDD investigators are trained to distinguish between legitimate performance terminations (which require documented progressive discipline) and disguised layoffs. Your case has several strong indicators of the latter.