PA UC separation issue after being fired for approved shift coverage - 5 weeks with no resolution

This actually sounds like a pretty clear-cut case in your favor. PA UC defines misconduct as a deliberate violation of employer rules. Since you got approval from a manager, you were following procedure, not breaking it. The separation issue is standard whenever an employer indicates termination wasn't voluntary. Be prepared to explain what happened during your fact-finding interview - emphasize that you had proper approval and no disciplinary history. Document everything - who approved the shift change, date/time, etc.

same thing happend to me last yr! my boss fired me for something my SUPERVISOR ok'd and then tried to deny my benefits! PA eventually aproved me but took like 8 weeks total. the separation issue is normal but SHOUDN'T take this long!!

i was denied for something similar but i didnt have proof the manager approved it. do you have any text messages or emails showing the approval? that will make a huge difference!!!

This is EXACTLY why I tell everyone to document EVERYTHING at work!!! The unemployment system is DESIGNED to side with employers unless you have rock-solid proof. I waited 12 WEEKS with a separation issue before I finally got approved, and only because I had emails proving my side of the story. The PA UC system is BROKEN - they make us wait while bills pile up and don't care at all!!

I'm a former PA UC examiner, and I can tell you that having another manager who can verify they approved your shift coverage would be tremendously helpful in your case. Separation issues involving termination require investigation, but 5 weeks is longer than typical. You should have received a questionnaire by now. Check your spam folder, and make sure your contact information is correct in the system. The deciding factor will be whether the owner can prove you violated a known policy. If there's a written policy stating only the owner can approve schedule changes (and you knew about it), that could be problematic. But if managers routinely approved shift changes, that practice essentially becomes company policy regardless of what's in writing.

You should check out Claimyr.com to get through to someone at PA UC. I was stuck with an 'open issue' for weeks and getting nothing but busy signals. Using Claimyr, I got through to a rep in about 30 minutes who explained everything and helped resolve my issue. There's a video demo at https://youtu.be/CEPETxZdo9E?si=WL1ZzVZWG3KiHrg2 that shows how it works. It was honestly a lifesaver when I was in your position - they just call PA UC for you and connect you when they get through.

My cousin had something similar happen working retail and what really helped was when other employees spoke up about manager approvals being standard practice. Is there anyone else from your job who could back up that managers regularly approve shift changes? That way it's not just your word against the owner's.

To answer your earlier question, you should have received a notice about a fact-finding interview by mail or in your dashboard messages. If it's been 5 weeks without any contact, something might be wrong. Double-check that your mailing address is correct in the system, and check your spam folder if they sent emails. You may need to proactively contact them. If you can't get through by phone, you can also try sending a message through your dashboard or visit a PA CareerLink office in person for help checking your claim status.

one more thing, when u do talk to someone make sure u tell them ur financial hardship!!! sometimes theyll expedite cases if ur facing eviction or utility shutoffs. happened to my roommate last year!

wait so u got fired for just getting ur shift covered?? thats crazy, i thought every job lets ppl do that?? my boss would rather have a shift covered than nobody show up lol

Good news - the fact that you never received any disciplinary actions before will work strongly in your favor. In PA, UC generally requires a pattern of misconduct or a very serious single incident to justify denial of benefits. Getting a shift covered with manager approval doesn't meet that standard. I recommend preparing a timeline document with: 1. Date you requested the shift coverage 2. Name of manager who approved it 3. Date of termination 4. Any relevant company policies 5. Names of witnesses Once you get through to a examiner, this will help them process your case faster.

Just wanted to add - while waiting for your claim to resolve, make sure you're still filing your weekly certifications every week. Even with the separation issue pending, you need to keep certifying to receive backpay once approved.