thanks for asking this, I was wondering the same thing

I work as a benefits counselor and want to clarify a few things here. While the one-year rule is generally true, New York has some specific provisions you should know about. First, if you can show "good cause" for the delay in filing (like serious illness, family emergency, etc.), they may waive the time limit. Second, any W-2 employment - even just a day or two - can potentially establish a new base period and reset your eligibility window. The gig work you mentioned could count if you received W-2s rather than 1099s. I'd strongly recommend going to your local Department of Labor office in person rather than just calling - they're often more helpful face-to-face. Bring any documentation of work you did after January 2024, even if it was minimal. Don't let anyone discourage you from trying - I've seen people get approved in situations that seemed hopeless.

Don't stress about it too much. Most employers are pretty straightforward with these forms since they know NYS Department of Labor will investigate if there are discrepancies. Just make sure you have your facts straight about your last day and reason for leaving.

I went through this same situation last year when I got laid off from my marketing job. The NYS Department of Labor form they send to employers is pretty straightforward - it's called a Notice of Unemployment Insurance Claim (Form IA 12.3). Your employer will need to provide your dates of employment, weekly wages, and the reason you separated from employment. Since you mentioned it was due to budget cuts, that should be classified as a "lack of work" separation which generally doesn't disqualify you from benefits. The whole process is routine for HR departments, so try not to worry too much about creating drama.

I'm going through something similar right now - got the fraud investigation letter 3 weeks ago and haven't heard anything since. The anxiety is killing me because like you, I know I did everything right and have all my paperwork. From what I'm reading here it sounds like the timeline really varies but most people seem to get cleared if they have proper documentation. Have you tried submitting any additional proof proactively, or are you just waiting for them to ask for specific documents?

I went through a fraud investigation last year that took about 7 weeks to resolve. The key thing that helped me was keeping a detailed log of every interaction - date, time, who I spoke with, and what they told me. I also recommend sending everything certified mail so you have proof of delivery. One thing that surprised me was that they eventually called my previous employer directly, so make sure any former bosses know they might get contacted. The whole process is stressful but if you truly reported everything correctly, you should be fine. Just be prepared for it to take longer than you'd hope.

Quick question - are you talking about a phone interview or an in-person appointment? Because phone interviews for adjudication get scheduled automatically and you'll get a call, but if it's something else like a job search seminar those might be different.

I went through something similar a few months ago. While you're waiting for the appointment letter, make sure to keep certifying for benefits and document everything - save screenshots of any messages you see about the review, keep records of when you called, etc. Also check both your online account messages AND your physical mailbox daily. Sometimes the appointment notices come through regular mail even if everything else is electronic. The worst thing that happened to me was missing the appointment because I didn't realize it was scheduled, so stay vigilant about checking both!

something similar happened to my cousin but it was different because she worked in retail and got fired for something completely different but anyway she ended up getting her benefits after like 2 months so you should be fine probably

Ruby, I went through something similar last year. The key thing to remember is that gross misconduct has to be willful and serious - not just a one-time lapse in judgment during a stressful situation with a difficult customer. When you file your claim, make sure to explain the full context of what happened, including how the customer was behaving aggressively toward you. The adjudicator will consider whether your response was proportional to the situation. Even if your language was inappropriate, that alone might not rise to the level of gross misconduct if it was an isolated incident and you were being provoked. Document everything you can remember about the incident and any witnesses who saw the customer's behavior. You've got a good chance of getting your benefits approved.