Just wanted to add my experience - I had an in-person hearing last fall and it was definitely the right choice. The employer's representative kept trying to present "evidence" that was just hearsay and the referee was able to immediately question the validity since I was there to object in real time. One tip that really helped me: practice explaining your situation out loud beforehand. I rehearsed my story with my spouse a few times so I could tell it clearly and concisely without rambling when I was nervous. Also, if you have any witnesses who can speak to the circumstances of your termination (coworkers who were also laid off, managers who can confirm budget cuts), ask if they can attend or provide written statements. Good luck with your hearing - it sounds like you have solid evidence with those emails about budget cuts!

I had both types of hearings (phone for my first case, in-person for my second) and the difference was night and day. Go in-person if you can! During my phone hearing, I couldn't see what documents the employer was showing the referee, and there were technical issues with the connection. But for my in-person hearing, I could immediately point out inconsistencies in their paperwork and hand over my own evidence right when it was relevant to the discussion. Since you have those emails about budget cuts and organizational restructuring, being there in person will let you walk the referee through the timeline visually. Also, dress business casual but comfortable - you might be sitting for 1-2 hours. Bring a notepad to jot down points you want to address. The fact that they're claiming misconduct when you have documentation of budget layoffs actually works in your favor - that's a pretty clear contradiction they'll have to explain. You've got this!

I just wanted to say how grateful I am for all the detailed responses here! As someone who's been stressing about this exact issue, reading everyone's experiences and practical tips has been such a relief. One thing I'm curious about - has anyone had success with using temp agencies as part of their work search activities? I registered with a couple of staffing agencies last week and I'm wondering if that initial registration counts as a work search activity, and then if following up with them weekly would count as additional activities? I'm thinking it could be a good strategy since temp agencies often have multiple job openings, so even if one placement doesn't work out, they might have other opportunities. Plus the ongoing relationship with the agency could provide regular work search activities for the UC-304 form. Thanks again to everyone who shared their systems and experiences - I'm definitely implementing the Google Doc tracking system and weekly checklist approach that several people mentioned!

I'm also new to PA UC (started about 5 weeks ago) and went through this exact same confusion! The system really doesn't explain things clearly at all. What helped me was realizing that the UC-304 form is basically your lifeline - that's the only documentation that really matters. I keep a simple notebook where I jot down every application I submit throughout the week (company name, job title, date, where I applied), plus any workshops or career activities I do. Then every Friday I transfer it all to the UC-304 form and save it in a folder on my computer. For work search activities, I've found that updating your resume counts, so does setting up new job alerts on different sites, attending virtual career fairs, and even watching career-related YouTube videos (as long as they're legitimate career development content). I usually do a mix of online workshops through my local workforce development center and simple things like optimizing my LinkedIn profile. The key thing I learned is that you DON'T need to use CareerLink to apply for jobs - you can apply anywhere and it counts the same. Just keep good records and you'll be fine. The weekly certification question is really just asking "did you do the minimum required activities?" not "did you use our specific system?" You're definitely on the right track with the UC-304 form and saving confirmation emails!

Reading through all these experiences has been both eye-opening and reassuring - I had no idea so many people were dealing with the same callback date runaround! I'm 52 and was laid off from my packaging plant job after 19 years, with a callback that's been pushed twice already. What's really helped me is starting to think of this as a forced career opportunity rather than just a setback. I know that sounds overly optimistic, but hear me out - after nearly two decades at the same place, I'd gotten comfortable (maybe too comfortable) and hadn't kept up with what else was out there. Now I'm discovering there are actually quite a few companies in our area looking for experienced workers, especially in logistics and manufacturing support roles. The PA CareerLink folks have been great at helping me identify skills I didn't even realize were marketable. My advice: don't wait for that callback date to expire before you start exploring. Even if your company does call you back, having a better sense of your options and market value can only help you. And for what it's worth, I've found that most employers are actually impressed by long tenure - it shows loyalty and commitment, not stagnation.

I'm in a very similar situation and this thread has been incredibly helpful! I was laid off from my warehouse job after 14 years with a callback date that keeps getting extended. What I've learned from calling PA UC multiple times is that you absolutely need to start your work search activities the week after your callback date officially expires - no grace period. But here's something that might help ease your anxiety: I discovered that networking events, career fairs (even virtual ones), and informational interviews all count toward your 3 weekly activities. So you don't have to jump straight into formal job applications if you're not ready. I've been using this time to attend virtual industry meetups and connect with former colleagues on LinkedIn - it's helped me feel more confident about eventually interviewing again. Also, don't underestimate the value of your 22 years of experience. Manufacturing companies are actually struggling to find experienced workers right now, especially with the skills shortage. Your knowledge of safety protocols, quality standards, and equipment operation is incredibly valuable. Start documenting all your accomplishments and certifications now so you're ready when the time comes.

Congrats on getting through the process successfully! Your timeline of 18 days gives me hope. I'm currently on day 12 of waiting for my claim to process (filed after getting laid off from retail). No open issues showing yet, but I'm keeping my fingers crossed it stays that way. Quick question for anyone who's been through this - do they send any kind of notification when your claim gets approved, or do you just have to keep checking the portal? And is the first payment usually the full amount for all the weeks you've certified, or do they stagger it somehow? Thanks for sharing your experience - really helpful for those of us still navigating this stressful process!

Just wanted to add my recent experience to help others - I filed my PA UC claim in early February after being laid off from my manufacturing job. My claim processed in exactly 16 days with no issues, which seems to be pretty typical for straightforward cases right now. One thing I learned that might help newcomers: make sure your employer information is EXACTLY as it appears on your pay stubs, especially dates and company name. Even small discrepancies can trigger those "open issues" that slow everything down. Also, if you worked for multiple employers in the past 18 months, have all that employment info ready when you file - missing or incomplete work history seems to be a common reason for delays. The weekly certifications are super important too - I started filing mine the Sunday after I submitted my initial claim, even though it wasn't approved yet. When my claim finally got approved, I received back pay for all those weeks in one lump sum. Definitely made the wait more bearable knowing I wasn't losing out on any potential payments. For anyone stressed about the process - I know it's scary when you're counting every dollar, but most people I know who had clean applications got approved within 2-3 weeks. Hang in there!

As a new school employee who will be filing for summer UC for the first time this year, this entire thread has been incredibly eye-opening and honestly a bit scary! I'm a newly hired paraprofessional at our elementary school and had no idea that school employees faced such specific challenges with the unemployment system. Reading through everyone's experiences, it sounds like the "no employment history" error is almost inevitable for first-time filers from schools. I'm definitely going to be proactive and follow the strategies outlined here - uploading pay stubs immediately, getting that separation letter from HR, and keeping detailed records of everything. One question I have: for those of you who have been through this process multiple times, do you find it gets easier in subsequent years once your employment history is established in their system? Or do you still run into the same issues every summer? I'm trying to set realistic expectations for what this process will be like long-term. Thanks to everyone who shared their experiences - this community knowledge is invaluable for newcomers like me who would otherwise be going into this completely blind!

This thread is absolutely incredible - thank you everyone for sharing your experiences! I'm a school librarian who's been avoiding filing my summer claim because I heard nightmare stories, but now I feel like I have a complete roadmap to follow. What really stands out to me is how this "no employment history" error seems to be a systemic issue that PA UC hasn't addressed despite affecting so many school employees every single summer. It's frustrating that we have to become experts in workarounds just to access benefits we're entitled to! I'm planning to file next week and will immediately upload my pay stubs, request a separation letter from our district HR, and keep detailed documentation of everything. The tip about contacting your state representative's office is something I never would have considered but makes total sense as a last resort option. One thing I'm curious about - has anyone tried reaching out to their local school employee union about this issue? It seems like this affects enough school workers that it might be worth the union advocating for systemic changes to how PA UC handles educational institution claims. Just a thought, but collective action might be more effective than all of us individually fighting the same battles every summer!