EDD requiring full-time availability for part-time worker - commute restrictions questions

I can help clarify this. EDD's 'available for full-time work' requirement is standard regardless of your previous work hours. The system is designed assuming most people seek full-time employment. If you limit yourself to only part-time work, you're restricting job opportunities, which can affect eligibility. As for commute distance, EDD generally considers 60 minutes one-way as 'reasonable' but this varies by area and industry. Since your original job agreement specified remote work, you may have grounds to refuse in-person meetings, especially with that commute length. When certifying, you'd need to be careful about how you report any refusal of work. You might consider requesting a determination interview with EDD to clarify your specific situation - both the part-time availability and the commute issue.

im in the same boat!! was working part time at Target (22hrs) got cut to like 8hrs a week and EDD is giving me such a hard time about the full time thing. makes NO sense. why would i need to find a FULLTIME job when i just want my PART TIME hours back?!?! the whole system is broken

The full-time availability requirement is definitely confusing! It comes down to how UI was originally designed - it assumes people want the most work possible. Here's what's happening: 1) You CAN receive benefits while looking for part-time work IF you have a legally valid reason (childcare responsibilities, medical limitations, etc) 2) For the commute issue, you're in a stronger position because your job changed terms from remote to in-person. That's technically a material change in employment conditions. When I was on UI last year, I documented everything about my original job conditions vs. new requirements. When I had my eligibility interview, this documentation really helped my case. I'd recommend calling EDD directly to explain your situation. You'll likely need an eligibility interview to sort out both issues.

I've been helping clients with EDD issues for years, and this part-time/full-time confusion comes up a lot. Here's what you need to know: The "available for full-time work" requirement can be modified if you have restrictions that limit you to part-time work. However, you need to document these restrictions and get them approved by EDD. Valid restrictions include: - Caregiving responsibilities - Medical limitations with documentation - Education/training programs Regarding the commute issue: California does recognize "suitable work" standards that include reasonable commute distances. A 90+ minute commute when the original position was remote could potentially be deemed unsuitable, especially with the childcare complications you mentioned. I strongly recommend requesting a determination interview with EDD to address both issues officially. Be prepared with documentation about your original remote work agreement.

If you've been trying to reach EDD about these issues without luck, try Claimyr. I was in a similar situation (hours reduced at my part-time retail job) and needed to talk to someone at EDD about the full-time availability requirement. After two weeks of failed attempts calling directly, I used Claimyr (claimyr.com) and got through to a rep in about 20 minutes. They have a video showing how it works: https://youtu.be/JmuwXR7HA10?si=TSwYbu_GOwYzt9km The EDD rep was able to schedule me for a determination interview where I explained my situation. Definitely worth it to get clarity directly from EDD rather than stressing about whether you're completing certifications correctly.

watch out on the commute thing!!! i had a job that switched from remote to in-office during covid reopening and told edd i couldnt do the commute (was like 55 miles) and they hit me with "refusing suitable work" and i had to fight it for months. make sure u document EVERYTHING about ur original job agreement!!

To answer your question about specifying remote-only positions on your certification: You can indicate you're looking for remote work, but completely restricting your search to remote-only positions might be considered limiting your availability. However, given that: 1. Your original position was remote 2. You have childcare responsibilities 3. The commute is financially prohibitive You have reasonable grounds for this limitation. I recommend documenting these factors clearly before your determination interview. When certifying, answer truthfully but be prepared to explain your specific situation if questioned. One approach is to state you're available for work within a reasonable commute distance (usually 30-60 minutes) OR remote positions. This shows flexibility while still acknowledging practical limitations.

Anyone know if having your hours reduced (but not completely eliminated) affects how you should answer the certification questions? My situation is similar - was working 30 hrs/week, now down to 12, but I'm still employed technically. I've been certifying for 3 weeks but everything is still pending. The system is impossible to navigate without talking to a human.

Update on the determination interview process: Once you get one scheduled (which might take time), be prepared with: 1. Your original job offer/agreement showing the remote work stipulation 2. Any emails/communications about the change to in-office requirements 3. Documentation of childcare responsibilities (if applicable) 4. Calculations showing financial hardship of the commute 5. A list of jobs you've applied for showing you're actively seeking work During the interview, stay calm and factual. Explain that you're not refusing work arbitrarily but that the material conditions of employment have changed significantly from what you agreed to. Also clarify any limitations on your availability with supporting documentation. The determination can take 1-2 weeks after the interview. Continue certifying for benefits while waiting for the decision.

I went through something very similar last year! I was working part-time at a nonprofit (20 hours/week) and when my hours got cut to 8 hours, I had the same confusion about the full-time availability requirement. Here's what I learned: EDD has a "good cause" exception for part-time work restrictions. Since you have caregiving responsibilities for your elderly parent, that's considered valid good cause. Make sure to get documentation from your parent's doctor if possible - even just a note saying they require regular care. For the commute issue, you're in a strong position because your job fundamentally changed from what you agreed to. I'd suggest writing a brief timeline showing: - Original job offer specifying remote work - Date when in-person meetings were mandated - Distance/time calculations for the commute - Childcare costs this would create When you get your determination interview (and you will need one), present this as "the job I'm being asked to do is materially different from the job I was hired for" rather than "I don't want to commute." The framing matters a lot with EDD. Also, keep applying for work but focus on positions you can realistically accept - remote work or jobs within a reasonable commute distance. Document everything you apply for. Good luck!

I'm dealing with almost the exact same situation! My part-time retail job (18 hours/week) got cut to just 6 hours and I'm so confused by all the EDD requirements. Reading through these responses has been super helpful - especially about the "good cause" exception for part-time work restrictions. I didn't realize you could get documentation from a doctor for caregiving responsibilities. My situation is a bit different - I'm caring for my disabled sister - but it sounds like that might qualify too? Also really appreciate everyone sharing their experiences with actually getting through to EDD. I've been putting off calling because I keep hearing horror stories about wait times, but it sounds like I really need to push for that determination interview to get everything sorted out properly. Has anyone here had success with the good cause exception for family caregiving? I'm wondering what kind of documentation EDD typically accepts for that.

I'm in a similar situation and this thread has been incredibly eye-opening! I've been working part-time at a small marketing agency (22 hours/week) and recently got my hours slashed to just 10 hours. Like many others here, I was totally confused by the "must be available for full-time work" requirement when I've been part-time by choice for over two years. What really resonates with me is the discussion about documenting everything. I'm also dealing with a job that's trying to change the fundamental terms - they want me to start doing cold calls and door-to-door sales when I was hired specifically for digital marketing work. It feels similar to the remote-to-in-person issue others have mentioned. Reading about the "good cause" exceptions gives me hope. I don't have caregiving responsibilities, but I am finishing my bachelor's degree part-time in the evenings, which is why I've always worked part-time hours. Does anyone know if being in school counts as a valid restriction for the part-time availability requirement? I'm wondering if I need documentation from my school as well. Thanks to everyone sharing their experiences - it's making me feel less alone in navigating this confusing system!