So glad to see your update about getting through with Claimyr! I've been following your situation and was really worried about how stressed you were. That's exactly what I was hoping would happen - getting everything handled in one call is such a huge relief when you're dealing with this mess. Just a heads up for your RESEA appointment next Tuesday: bring printed copies of EVERYTHING. Job applications, emails from employers, your work search log, and definitely those emails proving your employer terminated you (not resigned). The counselors love documentation and it shows you've been taking the requirements seriously. Also, since your payments should resume after the appointment, make sure to keep filing those weekly claims like others mentioned. I learned that lesson the hard way during my own UC nightmare last year. Hope your attorney gets some movement on the appeal soon too. Employers lying about termination reasons when FMLA is involved usually backfires on them pretty badly once it gets to a hearing!

Just wanted to chime in as someone who went through a similar RESEA nightmare last year! It's so frustrating when the system creates all these barriers that make it nearly impossible to comply with their own requirements. I'm really glad you got through with that Claimyr service - that's exactly what these services are for when the state systems are completely overwhelmed. One thing I learned during my RESEA appointment that might help: if you have any industry-specific job search methods or networking activities, make sure to mention those too. I work in healthcare and was doing things like attending virtual professional meetings and reaching out to former colleagues, which the counselor counted toward my work search requirements even though they weren't traditional "applications." Also, regarding your appeal with the FMLA termination issue - document EVERYTHING your employer does from here on out. Sometimes they try to build a case against terminated employees after the fact, especially when there's potential legal liability involved. Your attorney probably already told you this, but keep records of any communications or attempts they make to contact you. Hoping your RESEA appointment goes smoothly on Tuesday and your payments get back on track quickly!

If the employer doesn't appear, the hearing still proceeds with just your testimony. It can significantly improve your chances of winning since there's no contradicting testimony, but it's not an automatic win. The referee will still need to determine if your testimony and evidence meet the legal standards for eligibility.\n\nThe burden of proof in a \

This is interesting - they're claiming I quit when I was laid off. So it sounds like even if they don't show up, I still need to prove I didn't quit? I wonder if they'll skip the hearing since they're a pretty big company and might not care about one UC case.

UPDATE: Just got my payment! It hit my Chime account about an hour ago, and the dashboard still shows "in progress" even though the money is already there. So for anyone else with this issue, check your actual bank account! Thanks everyone for the info and support.

Same thing happened to me! Filed Monday and was freaking out when I saw "in progress" with N/A paydate. Just checked my account after seeing your update and my payment is there too even though the dashboard still shows in progress! Seems like the system is just slow to update the status but the actual payments are going through. What a relief!

Glad to hear you got it sorted out! PIN expiration catches so many people off guard. For future reference, you can actually set up email reminders in your dashboard settings to notify you 30 days before your PIN expires - might save you some hassle next time. The PA UC system definitely has its quirks but once you know the workarounds it gets a bit easier to navigate.

Just wanted to add another option that worked for me recently - if you're still having issues accessing your dashboard even after a PIN reset, try using the PA UC mobile app instead of the website. Sometimes the app works when the website doesn't, and vice versa. I was able to send messages through the app when the desktop site was giving me errors. You can download it from the app store by searching "PA Unemployment Compensation". Worth a shot if you're still stuck!

I'm so sorry you're going through this - the stress of being wrongfully denied benefits is overwhelming! I went through a similar appeal process last year when my employer falsely claimed I was terminated for tardiness (I have perfect attendance records to prove otherwise). One thing that really helped me prepare was creating a simple one-page summary of my case to refer to during the hearing. Include the key facts: your employment dates, your clean work record, the specific false accusations, and a brief list of evidence you have to disprove them. Having this summary kept me focused and confident during my hearing. Also, practice explaining your situation out loud beforehand - even just to yourself in the mirror. It sounds silly, but it really helps you articulate your points clearly when you're nervous during the actual hearing. The referee will likely ask you to explain what happened in your own words, so being prepared with a clear, concise explanation is super important. You mentioned having text messages and emails - those are gold! Make sure they're easily readable (screenshots work great) and organize them by date. The referee will appreciate being able to follow the timeline of events. Hang in there - the appeal process is stressful but having solid evidence like you do gives you a real fighting chance!

I'm really glad to see you got your appeal filed in time and that this community has been so helpful! As someone who went through a wrongful denial appeal about 18 months ago, I wanted to add one more tip that made a big difference in my case. When you're preparing for your hearing, don't just focus on disproving their accusations - also be ready to explain WHY you think your employer made these false claims. In my situation, I was able to show that my termination happened right after I had raised concerns about safety violations to management. The referee seemed very interested in understanding the employer's motivation for the false misconduct claim. Since you mentioned the new manager was targeting senior staff to replace with cheaper labor, document any evidence you have of this pattern. Were other long-term employees terminated around the same time? Did you witness the manager making comments about wanting to hire younger/cheaper workers? This kind of context can really strengthen your case by showing the referee that this wasn't actually about misconduct at all. Also, when you get your hearing date, arrive (or call in) about 5-10 minutes early. It shows you're taking the process seriously and gives you time to settle in before things start. You've got solid evidence and you're well-prepared - I have a good feeling about your chances!