I'm really impressed by all the detailed advice and support in this thread! As someone who's dealt with unemployment appeals (though not with Amazon specifically), I want to emphasize something that several people touched on but is worth repeating: the referee's job is to determine if you were terminated for "willful misconduct" under PA law. The key word here is "willful" - it's not enough for Amazon to show you didn't meet productivity standards. They have to prove you DELIBERATELY failed to meet standards despite knowing what was expected and receiving proper warnings. With only one coaching session and no documented progressive discipline, they're going to have a really hard time proving willful misconduct. Also, @Malik Robinson, make sure you're prepared to explain the timeline of your medical issues in relation to your performance. If your back problems started affecting your work and you informed management but they failed to provide accommodations or consider your medical limitations, that could actually shift the burden back to them to show they acted reasonably. One last thing - don't be surprised if Amazon tries to settle or withdraw their opposition right before the hearing. Sometimes when they realize they don't have proper documentation, they'll back down rather than risk losing officially on the record. Either way, you sound incredibly well-prepared thanks to all the great advice in this thread!

I've been through this exact situation with Amazon! Was terminated from their fulfillment center in Allentown for "productivity issues" last year and successfully won my appeal. Here's the most important thing - Amazon's progressive discipline policy REQUIRES three documented coaching sessions before termination. If you only had one, that's a slam dunk policy violation. During my hearing, Amazon's lawyer brought stacks of productivity reports but when the referee asked for documentation of the required warnings, they had almost nothing. The referee specifically asked them to explain why they skipped their own disciplinary procedures and they couldn't give a good answer. For your hearing prep: - Request your complete personnel file immediately - Document every conversation you had about your back issues, even verbal ones - Print out Amazon's progressive discipline policy from the employee handbook - Prepare to ask THEM why they didn't follow their own three-step process The medical accommodation angle is huge too. Even without doctor's notes, your testimony about reporting limitations and being told to "deal with it" shows they failed their legal obligation to engage in interactive process. I was terrified going in but the referee was totally fair and professional. Got my decision in 10 days and received 7 weeks of backpay. You've got this - Amazon's own policies will work against them when they can't show they followed proper procedures!

Update: I filed my claim yesterday selecting "Lack of Work" as the reason, and it went through without any weird questions about disciplinary issues! I reported my severance as a lump sum payment and noted it covers 6 weeks. The system calculated my weekly benefit rate at $600 and said I'd have approximately a 14-week deduction period before payments would begin. Thank you all for the guidance - you saved me from making mistakes that might have delayed my claim. I'll keep filing weekly claims and documenting my job search activities in the meantime. This process is definitely not intuitive, so I appreciate the help!

Congrats on getting your claim filed successfully! Just wanted to add a few tips from my experience with PA UC after a layoff: 1. Download the PA UC mobile app if you haven't already - it makes filing weekly claims much easier than the website 2. Keep a dedicated folder (physical or digital) with all your UC paperwork, confirmation numbers, and job search records. You never know when you might need them 3. During your deduction period, you might be tempted to skip the weekly filings since you're not getting paid - DON'T! Missing even one week can mess up your whole claim Also, 14 weeks seems like a long deduction period - double check that calculation if you can. Sometimes the system gets it wrong initially. Good luck with the job search!

I'm going through the exact same thing right now! Been on UC for about 16 weeks and just realized last week that I should have been logging everything in CareerLink. Like you, I've been doing way more than the minimum (usually 5-6 applications per week) and have all my confirmation emails and screenshots saved, but never entered anything into the system. Reading through all these responses has been incredibly helpful and reassuring. It sounds like as long as we have documentation of actually doing the work searches, we should be okay. I started using CareerLink immediately after realizing my mistake and I'm organizing all my past applications into a spreadsheet by claim week with company names, dates, and application confirmations. It's frustrating that this wasn't explained more clearly when we first applied, but at least we're all figuring it out and helping each other! Thanks for posting about this - it's clear from all the responses that we're definitely not alone in this situation.

This thread has been so helpful! I'm in week 11 of my claim and just had the same realization about CareerLink logging. I've been doing 3-4 applications per week and have everything saved (confirmation emails, screenshots, even some rejection letters), but never logged anything in the system. What really struck me from reading everyone's experiences is that we're all clearly taking the work search requirement seriously - we're just documenting it differently than expected. The fact that so many people have gone through this exact situation and never had issues is really reassuring. I'm going to follow the advice here: start using CareerLink immediately for new searches and organize all my existing documentation by claim week. It sounds like having proof of actually doing the work searches is what really matters, not necessarily where we recorded them initially. Thanks to everyone who shared their stories, especially those with professional insight. It's clear the system cares more about genuine job searching (which we're all doing) than catching people on documentation technicalities.

I've been dealing with PA UC for years (unfortunately) and your situation is a textbook example of their system's biggest flaw - it can't properly handle multiple claims within the same benefit year. The good news is that based on all the advice in this thread, you have an incredibly strong case for appeal. What really stands out to me is that you have two separate claim ID numbers - that's actually huge evidence that these should be treated as completely separate claims. The system approving your second claim but then denying benefits due to a requirement from your first claim is pure administrative chaos. Here's what I'd prioritize for your appeal: 1. Lead with the employment verification from Employer B covering October 1-November 8 2. Include both claim ID numbers and explicitly state these are separate situations 3. Use that simple but powerful statement someone mentioned: "Claimant was employed and earning wages on 10/4/25, therefore CareerLink registration was not required" 4. Add your medical documentation for the pneumonia separation The fact that an examiner already approved your claim tells you everything - a human understood your situation correctly. This denial is just the computer system being dumb. With all the documentation strategies shared here, you should be able to get this reversed pretty quickly once it reaches human review. Definitely send via certified mail and keep filing those weekly claims! You've got this!

This entire thread is like a masterclass in dealing with PA UC's broken system! Reading through everyone's experiences and advice, it's clear that Giovanni's situation is unfortunately very common but definitely winnable with the right approach. What strikes me most is how many people have dealt with this exact same issue - the system mixing up requirements from different claims within the same benefit year. It's reassuring to see so many success stories once people got to the appeal stage and had a human actually review their case. Giovanni, you've got such a strong foundation for your appeal with all the strategies shared here: - Two separate claim ID numbers proving these are different situations - Employment verification showing you were working on 10/4 when CareerLink registration was supposedly required - Medical documentation supporting your legitimate separation from Employer B - The fact that an examiner already APPROVED your claim (showing humans understand your situation) The certified mail tip and continuing to file weekly claims are crucial details I wouldn't have thought of. And all the phone calling strategies (8 AM, lunch hour, employer services line) are gold for anyone struggling to get through. This thread should honestly be pinned as a resource for anyone dealing with mixed claim issues in PA! The level of detailed, practical advice here is incredible. Giovanni's going to crush this appeal with all this ammunition!

I'm going through a similar Board appeal right now after losing my referee hearing for a quit case (hostile work environment that got so bad I had panic attacks going to work). I'm about 5 weeks into waiting for the Board decision and it's been financially devastating, but reading all these success stories is giving me hope! I made sure to document EVERYTHING - emails to HR that went ignored, witness statements from coworkers, even my doctor's notes about the stress-related health issues. The hardest part is the waiting when you're already struggling financially, but it sounds like the Board really does take a deeper look at the evidence than the referee did. For anyone else going through this - definitely keep filing your weekly claims during the appeal! I almost didn't realize you had to do that. Fingers crossed for all of us waiting on Board decisions right now!

I just went through this exact process and won my Board appeal after losing at the referee level! My case was also a quit due to harassment that HR completely ignored. The Board of Review doesn't hold another hearing - they just review all the paperwork, testimony transcript, and your written appeal. What really made the difference for me was being super detailed in my written appeal about exactly why the referee got it wrong. I organized all my evidence chronologically and clearly showed how I tried to resolve the harassment through proper channels before quitting. It took about 7 weeks to get the decision (felt like forever when I was broke), but when I won I got a massive backpay lump sum that covered all those weeks I was waiting. Make sure you keep filing your weekly claims during the appeal - this is crucial! Even though you won't get paid during the appeal, you need to file every week or you'll lose those weeks even if you win. Don't give up hope - the Board seems to take harassment cases more seriously than the referees do, especially when you have solid documentation showing you tried to fix things before quitting.