honestly just file and see what happens. the worst they can say is no and youll know for sure instead of guessing

I went through this exact situation last year! With your $800/week income, you should definitely file. The process is actually pretty straightforward - you can do it all online through the NYS Department of Labor website. Just make sure you have your Social Security number, employment history for the past 18 months, and your most recent pay stub ready. One tip: file on Sunday, Monday, or Tuesday if possible - those are typically less busy days and the system runs smoother. Also, even if your hours are just cut (not completely eliminated), you might still qualify for partial benefits if your reduced earnings are below your weekly benefit amount.

I went through something similar last year and was initially worried about misconduct determination too. What really helped my case was documenting everything - I kept records of all my communications with my supervisor about the attendance issues and the legitimate reasons behind them. The NYS Department of Labor actually approved my claim because they determined that having childcare emergencies wasn't willful misconduct, especially since I was communicating proactively each time. The key thing is that misconduct has to be deliberate and against the employer's interests - not just struggling with circumstances beyond your control. Make sure to emphasize in your application that you always called in and that this was due to childcare issues, not negligence or disregard for your job. Good luck!

I'm going through this exact same situation right now and these responses are so helpful! I was terminated last month for what my employer called "attendance misconduct" but it was really due to transportation issues after my car broke down. I always called in when I was going to be late, just like you did. From what everyone is saying here, it sounds like the key is that it wasn't willful - we both had legitimate circumstances beyond our control and we communicated with our employers. I'm planning to file my claim this week and include all my documentation about the car repairs and the texts I sent my supervisor. It's reassuring to hear that people in similar situations have been approved. Definitely don't let your employer's claim of misconduct scare you away from applying - it sounds like you have a strong case!

I just went through this nightmare myself about two weeks ago! Same exact error - system claiming I'd used a different username when I'd never even heard of NY.gov ID before. What finally worked for me was a combination of things I picked up from forums like this one. First, I tried the incognito browser approach which didn't work, but then I called at exactly 8:00 AM and used the phrase "cross-system database conflicts" that someone mentioned. Turns out I had a partial record from when I registered to vote online three years ago using a slightly different email format, plus another fragment from when I was an emergency contact for my cousin's unemployment claim during COVID. The rep was able to find both records, merge them, and clear the conflict. Took about 40 minutes on the phone but it worked! The key was being persistent and having all my info ready - current address, old addresses, both email formats I've used, even family member names who might have listed me as a contact. Don't give up - there IS a solution buried in their system somewhere! 🙏

This thread is absolutely amazing - I can't believe how much useful information everyone has shared! I'm dealing with the exact same "different username" error and was starting to think there was something wrong with me. Reading through all these experiences has been such a relief because it's clearly a widespread system issue, not user error. I'm particularly blown away by @Kiara Greene's detective work finding THREE partial records from completely different interactions - that really shows how broken their database integration is. I think my issue might be related to when I helped my sister apply for emergency rental assistance during COVID, or maybe from when I registered for the NY Forward job training program last year. I'm definitely going to try the 8 AM call strategy with the "cross-system database conflicts" magic phrase, armed with all my address variations and family connection info. It's absolutely insane that we need to become forensic accountants of our own government data just to create a basic account, but this community has given me real hope and an actual battle plan. You're all legends for turning this frustrating situation into a collaborative problem-solving masterpiece! 🙌💪

The whole system is so confusing and seems designed to keep people from getting help. I had my own business fail during covid and the hoops they made me jump through were ridiculous. Even when I qualified they kept questioning every little thing.

I went through something similar last year when my photography business basically collapsed. The key thing that helped me get approved was being completely transparent about the business status and showing that I was genuinely available for other work. I had to provide documentation showing no active clients, no marketing efforts for the business, and proof that I was applying for regular jobs. NYS Department of Labor did approve my claim, but they made me do a phone interview specifically about the business ownership issue. My advice would be to gather all your business records showing the decline in work and start documenting your job search efforts now, even before you apply. The process took longer than a regular claim but it worked out in the end.

Just wanted to add that even though layoffs are clearly "no fault of your own," it's still worth understanding the other scenarios that qualify. Things like company closure, reduction in force, end of seasonal work, or even constructive discharge (where working conditions become so bad you're forced to quit) can all meet the requirement. The key is that the separation from employment wasn't due to your actions or misconduct. Keep all your documentation from the layoff - not just the letter but any emails about the budget cuts or downsizing. It helps paint a clear picture that this was a business decision, not performance-related.

One thing that might help put your mind at ease is that NYS Department of Labor has pretty clear guidelines about what constitutes "fault" versus "no fault." Since you mentioned you were laid off due to budget cuts, that's actually one of the most clear-cut examples of "no fault of your own" - the company made a business decision that had nothing to do with your performance or behavior. The department looks at whether the separation was due to misconduct, voluntary quit without good cause, or refusal of suitable work. None of those apply to your situation. Budget-related layoffs are routine approvals as long as you meet the other eligibility requirements like work history and wage requirements.