PA UC hearing tomorrow - desperate for tips to win my appeal
I'm freaking out!!! My PA unemployment benefits got denied last month because my employer is claiming I was fired for misconduct (which is completely false). I have my appeal hearing TOMORROW MORNING at 9:30am and I feel totally unprepared. The referee is going to call me and my former boss will be there too. I've never done anything like this before and have no idea what to expect or how to present my case. They sent me some paperwork but it's confusing as hell. Will the referee just ask me questions? Should I have a statement prepared? Do I need actual evidence? Anyone been through this process who can give me last-minute advice on how not to mess this up? My rent literally depends on winning this appeal!!
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Ethan Wilson
I won my PA UC appeal hearing last year! Here's what helped me: 1) Write down your main points with SPECIFIC dates and examples. 2) Stay calm and professional - don't interrupt even when your employer says things you disagree with. 3) Answer questions directly and honestly. 4) Have your employment documents ready (any warnings, performance reviews, etc.). 5) Explain clearly why your employer's version is incorrect. The referee will guide the conversation, but be prepared to explain your side. Good luck!
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Aisha Rahman
•Thank you so much! Should I dress up even though it's over the phone? And how long did your hearing last? I'm worried I won't have enough time to explain everything.
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Yuki Sato
referee is gonna ask u questions first then ur boss gets to talk then u can respond. my hearing was like 45 mins. just be honest dont make stuff up they can tell
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Aisha Rahman
•Thanks! Did you have any documents with you during the call? I'm not sure what I should have ready.
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Carmen Flores
I went through this EXACT situation in February. The system is RIGGED against us! My former employer straight-up LIED about why they fired me, and the referee barely let me speak. Make sure you RECORD THE CALL (PA is a two-party state so announce you're recording at the beginning). Don't let them rush you and DEMAND your right to present evidence. I lost my first hearing because I wasn't aggressive enough but won on the second appeal to the board.
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Andre Dubois
•Recording might not be the best advice...could make the referee annoyed from the start. Just take good notes instead.
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CyberSamurai
I help people prepare for UC appeals, and here's what matters most: EVIDENCE and PENNSYLVANIA LAW. The referee will decide based on Section 402(e) misconduct standards. To win, you need to prove either: 1) You didn't do what employer claims, OR 2) What you did doesn't meet legal definition of misconduct. Bring documentation showing good performance, company policies, and any evidence contradicting their claims. Be specific about incidents, dates, and witnesses. Don't get emotional - stick to facts. The burden of proof is on your employer to show willful misconduct. Good luck tomorrow!
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Aisha Rahman
•This is incredibly helpful! I didn't know the burden of proof was on them. My termination letter just says "performance issues" but I never received any written warnings. Does that help my case?
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CyberSamurai
•Yes, that absolutely helps your case! In PA, performance issues without prior warnings typically DON'T constitute willful misconduct. Make sure to emphasize that you were never warned that your job was at risk and had no opportunity to improve. The referee will likely ask your employer for documentation of these warnings - if they can't produce any, that strengthens your position significantly.
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Zoe Alexopoulos
After struggling to reach someone at PA UC for weeks about my appeal (constant busy signals, disconnected calls), I finally used Claimyr to get through to a representative who explained exactly what to expect at my hearing. They connected me to a UC agent in under 10 minutes! Check out their video demo: https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 or website (claimyr.com). The agent gave me specific tips for my situation that probably saved my case. Might be worth trying today to get some last-minute guidance specific to your situation.
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Yuki Sato
•i used this too when i got disconnected 6 times in one day lol. they got me thru to someone who actually knew what they were talking about for once
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Jamal Carter
Make sure u know what type of misconduct they're claiming!! Cuz theres different types. My boss said I was constantly late (attendance misconduct) but I had doctor notes for most absenses so I won my appeal. But if they say u violated a specific policy u need to show u either didnt know about it or had good reason to break it. The type of misconduct changes what u need to prove!!!
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Aisha Rahman
•My termination letter just says performance issues but my boss verbally told me it was because I "wasn't a good fit for the company culture" whatever that means. I'm worried they'll make up something specific during the hearing that I won't be prepared to defend against.
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CyberSamurai
•That vague reason actually works in your favor. "Not a good fit" or general "performance issues" without specific documented warnings almost NEVER qualifies as willful misconduct in PA. Make sure to point this out during the hearing. The referee will likely ask your employer for specific incidents and documentation - if they can't provide clear examples with dates and prior warnings, you have a strong case.
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Andre Dubois
I represented my sister at her hearing last month when she broke her leg the day before and couldn't focus. Hearings are intimidating but remember - they happen everyday and are pretty standardized. Just a tip - my sister had a note from her therapist about some accommodations she needed at work that her employer ignored. That documentation from a third party really seemed to influence the referee's decision in her favor. Any third-party documentation will strengthen your case!
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Yuki Sato
•wait u can have someone else represent u at these things??
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Aisha Rahman
UPDATE: I had my hearing this morning and it went better than expected! The referee was actually really fair and my employer didn't have any documentation of warnings or performance issues. They kept saying I "wasn't meeting expectations" but couldn't give specific examples. The referee asked a lot about whether I received any warnings before being fired, which I hadn't. Thank you all for your advice - especially about staying calm and sticking to facts. Now I just have to wait for the decision. Fingers crossed!!!
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Ethan Wilson
•That sounds promising! In my experience, when the employer can't produce documentation of warnings, it usually goes in the claimant's favor. The decision should come in 7-10 days. Keep us posted!
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CyberSamurai
•This is excellent news! The lack of documentation and specific examples strongly favors your case. "Not meeting expectations" without defined metrics and prior warnings rarely meets PA's willful misconduct standard. Your decision will likely arrive within 5-7 business days via mail. If you win, you'll receive all back benefits in a lump sum within 2-3 days of the decision.
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