PA UC Board Appeal briefs - anyone succeeded without a lawyer?

Yes actually I did win my board appeal with a brief! Lost at referee level too (Dec 2024) but won the board appeal in Feb this year. My advice: 1. Keep it SUPER organized - timeline of events with exact dates 2. Reference the specific UC laws that support your case (look up PA UC eligibility rules) 3. Point out ANY errors the referee made during your hearing 4. Include ANY documents that prove your side (emails from employer about layoffs etc) 5. Make sure you meet the deadline for submitting it!!!! Mine was about 6 pages. I printed the transcript from my referee hearing and highlighted all the contradictions from my employer's testimony. That was key.

I work in HR and can tell you that the difference between layoff and misconduct is HUGE for UC eligibility. If you have ANY documentation showing it was a layoff (severance letter, email, text messages, etc.), include those with your brief. Also request a copy of your referee hearing transcript ASAP if you haven't already - you need to point out specific inconsistencies in your employer's testimony. Focus on facts, not emotions, and cite specific UC regulations whenever possible.

i wnet through this last year...... board appeal is TOUGH. I didnt do a brief and lost. wish i had tryed the brief thing. took like 4 months for decision btw

The WHOLE UC appeal system is designed to wear you down until you give up!!! I waited 7 MONTHS for my board decision and they STILL ruled against me even with a brief. The system protects employers not workers. They don't even READ half the evidence you submit. UC is a JOKE in PA!!!! 🤬🤬🤬

Former UC adjudicator here. A well-written brief can absolutely make a difference in Board Appeals. The Board reviews thousands of cases, so clarity is crucial. Focus on: 1. Legal basis - cite Section 402(e) of PA UC Law which covers misconduct 2. Burden of proof - in misconduct cases, the employer has the burden to prove you violated a policy or rule 3. Highlight documentation showing budget cuts/layoffs 4. Address any procedural errors in the referee hearing Be precise and factual. The Board appreciates concise, well-organized arguments rather than lengthy emotional appeals.

when i had my appeal i couldnt even get thru on the phone to ask questions... kept getting busy signals for WEEKS. my cousin told me about claimyr.com and it got me through to an actual person who explained the brief process. they have a video demo at https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 showing how it works. way better than waiting on hold all day!!

Have you tried contacting legal aid? They sometimes help with UC appeals for free if you qualify. Writing a good brief is really hard if you don't know legal terms. I started mine and got frustrated, then found a legal aid clinic that helped me finish it.

To answer your follow-up question - yes, in cases where an employer claims misconduct, the burden of proof is on THEM to establish that you violated a policy, that you knew about the policy, and that the violation was deliberate or negligent. This is a critical legal point that many claimants don't realize. For legal aid in Pittsburgh, contact Neighborhood Legal Services Association at 412-255-6700. They specifically handle UC cases for eligible clients.

so did u ever get ur hearing transcript? thats the first thing u need b4 writing anything

To answer your earlier question - I mailed my brief (certified mail so I had proof of delivery). It took about 10 weeks to get a decision after submitting it, which was faster than I expected. Keep a copy of EVERYTHING you send them. Definitely focus on the fact that multiple people were laid off - that strongly supports your case that it wasn't performance-related. Burden of proof is huge in these cases.

For regulations, go to the PA Office of UC Benefits website and look for the "UC Law & Regulations" section. Section 402(e) covers misconduct cases. In brief, being laid off due to budget cuts is NOT misconduct and you should be eligible. Make sure your brief clearly states that the separation was due to employer's budgetary decisions, not your performance or behavior. Also, while waiting for the Board's decision, continue looking for work and documenting your job search activities. In the event you win your appeal, you'll need to show you were actively seeking work to receive backdated benefits.