I just wanted to add something that might help - when you're gathering information about your temp work wages, you can actually request a wage statement from PA UC that shows all the wages reported under your SSN. I learned this trick from a friend who works at the local CareerLink. You can call and ask for your "wage and benefit statement" which will show you exactly what employers have reported for you. This way you'll know for sure if you meet that 6x threshold before you even file. It can save you the anxiety of wondering whether you qualify. The number is the same one everyone complains about (the 888 number that never answers), but if you can get through, they can email or mail you this statement usually within a few days. Just another tool to help you feel more prepared before starting the application process!

I'm actually in a very similar situation - my benefits ran out in October 2023 and I've been doing a mix of freelance graphic design work and some part-time retail to survive. This whole thread has been incredibly enlightening! I had completely given up on the idea of reapplying because I assumed once your benefits were exhausted, that was it. Learning about the 6x rule and the hardship waiver option is huge. I'm definitely going to calculate my earnings from the past year and see if I can qualify. The job market in PA has been absolutely devastating - I've applied to probably 200+ positions and gotten maybe 5 interviews. It's crushing your spirit after a while. But seeing everyone's experiences here gives me hope that there might be another option to help bridge the gap while I keep searching. Thank you all for being so generous with sharing your knowledge and experiences - this community is a lifeline when the official systems feel impossible to navigate!

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!

This entire thread has been such a valuable resource! As someone who's brand new to the PA UC system after being laid off two weeks ago, I was starting to panic about some confusing messages on my own dashboard. Emma's story perfectly illustrates what so many of us go through - it's reassuring to see that the "expect payment" message during weekly certification really is the key indicator to trust, even when other parts of the system show conflicting information. The fact that she got paid even with the open issue still showing on the dashboard is both frustrating and comforting at the same time. It really highlights how unreliable their dashboard can be for tracking actual claim status. Thanks to everyone who shared their experiences and insights - this community is already proving to be invaluable for navigating PA UC's confusing system!

This thread has been incredibly helpful to read through as someone who's relatively new to dealing with PA UC! Emma's experience really shows how confusing their system can be - it's both frustrating and reassuring to see that the dashboard can show conflicting information while payments still go through normally. The consensus here about trusting the "expect payment" message during weekly certification over other dashboard elements is such valuable advice. I've been dealing with some similar inconsistencies in my own account and was starting to worry, but seeing everyone's real experiences and Emma's positive outcome gives me much more confidence. Thanks to everyone who takes the time to share their actual experiences rather than just speculation - it makes navigating this whole system so much less stressful when you know others have been through the same thing!

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 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.