Just to update you on current timelines - I had another client with a disaster appeal from the January flooding get their hearing date yesterday. They filed their appeal on February 10th, so that's about 38 days to get the hearing scheduled. The actual hearing is set for April 2nd (so another two weeks out). This seems to be the current timeline for most disaster-related appeals right now.

I'm in a similar situation with a disaster claim from the same flooding in January. Filed my appeal on Feb 15th and still waiting. One thing that's helped me stay sane is setting up a simple spreadsheet to track all my attempts to contact TWC - date, time, who I spoke with (if anyone), what they said. Also screenshot your online account weekly showing the "Appeal Pending" status. I learned this from my previous regular UI claim - having documentation helps a lot if you need to escalate later. Hang in there, it sounds like we should both hear something soon based on what others are saying about the 35-45 day timeline.

I just tried the Claimyr service that someone mentioned, and it actually worked! I got through to TWC after trying for days. The agent I spoke with recommended I submit a statement explaining exactly why I couldn't request accommodation (the rigid shift schedule and mandatory overtime). She also suggested getting a written statement from one of my former coworkers confirming the company's inflexible scheduling policy. I'm feeling much more hopeful about my appeal now. Thanks everyone for all your advice!

This is such a stressful situation, but it sounds like you're getting good advice here! I went through something similar when I had to quit my job to care for my disabled sister. The key thing that helped my case was documenting everything about WHY accommodation wasn't possible at my workplace. Since you mentioned it was a warehouse job with fixed shifts, that actually works in your favor - those types of jobs are notoriously inflexible. When you write your appeal, be very specific about the job requirements (10-hour shifts, mandatory overtime, etc.) and explain how those directly conflicted with your nephew's school schedule and your legal custody responsibilities. Also, don't beat yourself up about not formally requesting accommodation. If you can show that the nature of the work made accommodation impossible or highly unlikely, that strengthens your case. The fact that you already spoke to a TWC agent who gave you specific guidance is huge! Make sure to file that appeal ASAP and include everything everyone has mentioned - custody docs, school records, and especially that coworker statement about company policy. You've got this!

congrats!!!! gives me hope for my hearing next week!!!

Congratulations Eva! Your win gives me so much hope. I'm dealing with a similar situation where my employer initially said "layoff due to restructuring" but now claims I was terminated for "failure to meet expectations." It's so frustrating when they change their story after you've already been approved and receiving benefits. Your advice about staying organized and calm during the hearing is exactly what I needed to hear. I've been collecting emails and documentation about the restructuring they announced, plus my previous positive performance reviews. Did the hearing officer ask you specific questions about the timeline, or did they mostly let you and your employer present your sides? I'm scheduled for my hearing in two weeks and honestly terrified about potentially owing back $4,200 in benefits. But reading about your success makes me feel like I can actually win this if I prepare properly. Thank you for sharing your update - it really means a lot to those of us going through this stressful process!

Yes, you need to document all your work search activities. This includes job applications, attending job fairs, networking events, creating profiles on job sites, etc. WorkInTexas.com is Texas's official job matching system - you must register there and can use it to find and apply for jobs that count toward your work search requirements. Keep detailed records of all activities: company name, position, date, method of application, contact person if available. TWC may randomly audit your work search activities at any time.

I went through something very similar about 8 months ago - toxic management, constant schedule changes, and feeling like my mental health was crumbling. Here's what I wish I had known: START FILING IMMEDIATELY even if you're unsure about qualifying. The process takes time and you want to get your claim date established. When filling out the voluntary quit statement, focus on specific workplace violations rather than just "stress" - things like denial of legally protected time off, creating hostile work environment, or unsafe conditions carry more weight. Also, Texas law requires employers to provide a separation statement (Form C-28) within 10 days if you request it - this can sometimes work in your favor if they admit to the conditions you're describing. Don't let anyone discourage you from applying - I was initially denied but won my appeal because I had documentation. The key is being persistent and thorough with your evidence. Good luck!

I FORGOT to mention!!! Make sure you talk about how your manager was treating you BEFORE the PIP!! It sounds like they were targeting you after you reported them and that's RETALIATION!!! The fact they never had problems with your work for years before this is SUPER IMPORTANT!!!

As someone who works in HR (though not in Texas), I want to emphasize that the retaliation angle is absolutely crucial to your case. The timeline you described - good performance for years, HR complaint about supervisor, then sudden PIP - is a textbook pattern that hearing officers are trained to recognize. A few additional points for your preparation: - Document EXACTLY what you reported to HR and when, even if it's just your own notes - If you have any witnesses to the supervisor's behavior you reported, mention their names - The "guideline" comment your manager made at the end is actually huge - it shows they moved the goalposts, which undermines the legitimacy of the termination - Performance terminations require clear standards and fair opportunity to improve, which it sounds like you weren't given The fact that you addressed all specific items on the PIP but were told that wasn't enough suggests the process wasn't conducted in good faith. This kind of bad faith conduct by employers often results in successful appeals. Stay calm, stick to your timeline, and emphasize the retaliation pattern. You've got a stronger case than you might think!