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I'm going through something very similar right now and this thread has been incredibly helpful! My situation involves a supervisor who's been creating a hostile work environment through constant criticism, unreasonable demands, and what I can only describe as bullying behavior. Reading everyone's experiences gives me hope that there might be a way out that doesn't leave me completely without income. I've already started documenting incidents after reading the advice here - wish I'd known to do this sooner. Has anyone dealt with a situation where the toxic behavior is more subtle/psychological rather than obvious harassment? I'm worried DUA might not see my case as strong enough since there aren't any explicitly offensive emails or clear-cut violations, just a pattern of behavior that's making me dread going to work every day.
I can definitely relate to the subtle psychological harassment - it's actually more common than you might think and DUA does recognize these patterns. In cases like yours, focus on documenting the cumulative effect rather than individual incidents. Keep track of unreasonable deadlines, excessive criticism compared to other employees, exclusion from meetings or opportunities, and any changes in your work conditions that seem targeted. Also note physical symptoms you're experiencing (stress, sleep issues, anxiety) as these show the impact on your wellbeing. The key is showing a pattern of behavior that would make any reasonable person want to leave. Consider getting statements from coworkers who've witnessed the treatment, even if they're subtle about it. Sometimes the "death by a thousand cuts" approach is actually stronger than a single dramatic incident because it shows sustained hostile conditions.
I successfully got unemployment benefits after quitting due to a hostile work environment in MA last year. The most important thing is building a comprehensive case BEFORE you quit. Here's what worked for me: 1) Document everything in writing with dates/times/witnesses, 2) File formal complaints through your company's channels (even if they're unhelpful - DUA needs to see you tried), 3) Keep records of how it's affecting your health (doctor visits, therapy sessions if applicable), and 4) Look up Massachusetts General Law Chapter 151A Section 25(e) which covers "good cause attributable to the employer." The adjudication process took about 5-6 weeks for me, but I was approved because I could prove the conditions were objectively unreasonable and I had exhausted other remedies. Don't let fear of the unknown keep you trapped in a situation that's destroying your mental health - just make sure you have a solid paper trail first. Happy to answer any specific questions about the process!
This is incredibly detailed and reassuring - thank you so much for laying out the specific steps! I'm definitely going to look up that Massachusetts General Law you mentioned. The 5-6 week timeline is helpful to know for planning purposes. Can I ask - when you filed formal complaints through your company's channels, did you worry about making things worse while you were still working there? I'm concerned that if I start filing HR complaints, my supervisor might retaliate and make the situation even more unbearable before I'm ready to quit. Also, did you have to provide medical documentation about the health impacts, or was your own testimony sufficient for DUA?
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I was in a similar situation last year and ended up getting less than expected because my previous job paid way less. The base period calculation really matters - don't just assume it'll be 50% of your current wage.
The base period calculation can definitely be tricky to understand. Since you mentioned you've been at this $1,000/week rate for 8 months, you'll want to check if that covers most of your base period quarters. Massachusetts DUA also has an online benefit calculator on their website that can give you a rough estimate based on your actual wage history. Just keep in mind that if you qualify for the maximum weekly benefit amount, there might be a waiting period before payments start, and you'll need to meet all the eligibility requirements like being available for work and actively seeking employment.
That's really helpful about the online calculator - I didn't know DUA had one on their website! I'll definitely check that out since it sounds like it would give me a better estimate than just guessing. The waiting period part is concerning though - do you know how long that typically is?
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I just want to add something that might help since I recently filed my DUA claim too. When you're gathering your information before filing, don't forget about any holiday bonuses or overtime pay you might have earned during your base period - those count toward your total wages and can actually boost your benefit calculation. Since you mentioned working retail, I'm guessing you probably worked some extra hours during busy seasons like back-to-school or holidays, which could work in your favor. Also, one practical tip: when you do file online, the system might time out if you take too long on each page, so it's worth having all your employer information (like exact dates of employment, employer address, reason for separation) written down beforehand so you can fill it out quickly. The whole process took me about 20-30 minutes once I had everything organized. And honestly, seeing that determination letter with your actual calculated benefit amount is such a relief after all the uncertainty about what to expect!
@Dylan Fisher That s'such a good point about holiday bonuses and overtime! I never thought about how those could actually help boost the benefit calculation. I worked a ton of extra hours during Black Friday and the Christmas season at my retail job, so hopefully that shows up in my base period wages. Your tip about having all the employer information written down beforehand is really practical too - I can definitely see how the system timing out would be frustrating if you re'trying to look things up as you go. It s'reassuring to hear that the whole process only took you 20-30 minutes once organized. I m'feeling much more confident about filing now after reading everyone s'experiences. Thanks for sharing those details!
I'm in a really similar boat - just got laid off from my part-time job at a local grocery store last week and I'm trying to figure out this whole DUA process. Reading through everyone's experiences here has been super helpful! One question I have that I haven't seen addressed yet - does it matter if you were working part-time versus full-time during your base period? I was only working about 25-30 hours per week at $16/hour, so I'm worried my benefit amount might be pretty low. Also, I had a brief period where I was working two part-time jobs at the same time about 8 months ago - will DUA automatically pick up wages from both employers during that time, or do I need to specifically mention the second job when I file? I'm planning to file this weekend after getting all my paperwork together, but want to make sure I understand how the part-time work factor affects everything.
@Isabella Brown Working part-time definitely doesn t'disqualify you from getting benefits, but you re'right that your benefit amount will be based on those part-time wages. The good news is that DUA should automatically pick up wages from all your covered employers during the base period - they get wage reports directly from employers, so you shouldn t'need to specifically mention the second job unless there s'a discrepancy later. With 25-30 hours at $16/hour, you re'looking at roughly $400-480 per week gross, so your benefit could be around $200-240 weekly if you meet the minimum earnings requirements. The key thing is making sure you earned at least $5,100 total in your base period and at least $3,400 outside your highest quarter. Having two jobs during part of that time period actually helps because it increases your total base period wages! Don t'let the part-time aspect discourage you from filing - you ve'been working consistently and contributing to the system.
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Going through something super similar right now! Filed in late April and I'm still trying to figure out which weeks I'm actually supposed to get paid for. The "waiting week" thing definitely caught me off guard too - wish they explained that better upfront! A few things that have helped me so far: - Calling right at 8am sharp (literally have my phone ready to dial at 7:59am) - Keeping a simple notebook with all my dates and confirmation numbers - Checking my account status at random times throughout the day The system is definitely overwhelmed but don't give up! I've seen so many people in this thread eventually get their issues resolved. It just takes way more patience than it should. Have you tried reaching out to your local rep yet? I keep seeing people mention that as a good backup option. Hang in there - we're all figuring this out together! 🤞
The 8am sharp calling strategy is so smart! I've been trying to call randomly throughout the day and getting nowhere. Definitely going to set my alarm and try this approach. The notebook idea is great too - I've been trying to keep everything on my phone but writing it down physically might help me stay more organized. I haven't reached out to my local rep yet but seeing how many people mention it in this thread, I think that might be my next move if the calling doesn't work out. Thanks for the practical advice and encouragement! It really helps to know we're all in this together 💪
I'm going through the exact same timeline confusion! Filed in mid-April and I'm still trying to figure out which weeks I should have received payments for. That waiting week thing really threw me off too - I wish they explained it better when you first file. What's been helping me is keeping a simple spreadsheet with three columns: week ending date, whether I certified, and payment status. It's helped me see the gaps more clearly. Also, I've had better luck with the website super early in the morning (like 6am) when it's not crashing constantly. Have you checked if there are any "pending issues" or required documents in your online account? Sometimes they flag claims for random verifications that aren't obvious. And definitely keep calling - I know it's frustrating but the squeaky wheel really does get the grease with this system. Don't give up! From reading through all these comments, it seems like persistence really pays off. We're all navigating this mess together! 💪
The spreadsheet idea is brilliant! I'm definitely stealing that - three columns sounds way more manageable than trying to keep everything straight in my head. And yes to the 6am website trick! I've been trying during normal business hours like a fool 🤦♀️ I did find one "pending issue" buried in my account that I totally missed before - apparently they needed me to verify my identity even though I already did that when I filed. It's like they hide these requirements! Thanks for the encouragement - this thread is honestly keeping me sane through this whole process!
Anastasia Kuznetsov
Good cause is really hard to prove though. I tried to quit my job because of stress and they said it wasn't good enough. Ended up having to stick it out until I found something else. The system is stacked against workers.
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Astrid Bergström
•Stress alone usually isn't enough unless it's caused by specific workplace violations or unsafe conditions. It has to be something the employer is doing wrong, not just a difficult job.
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Natalie Khan
Emma, I went through something similar with my previous employer. The key thing is that "good cause" usually requires showing that you made reasonable efforts to resolve the issue first. For schedule changes and mandatory overtime, you'll want to document when you were notified, how it affected your life (childcare issues, etc.), and any attempts you made to discuss it with management. Massachusetts DUA looks for whether a "reasonable person" would have quit under those circumstances. If you haven't already, I'd suggest having a written conversation with your supervisor about the schedule issues and keep copies of everything. The more documentation you have showing the unreasonableness of their demands and your attempts to work it out, the stronger your case will be.
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Fatima Al-Hashimi
•This is really helpful advice! I'm curious about the "reasonable person" standard - how does DUA actually determine that? Is it based on specific criteria or is it more subjective? I'm dealing with a similar situation where my employer keeps adding responsibilities without additional pay, and I'm wondering if that would meet the threshold.
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