That's a great question about internal communications! In my experience, you typically won't get those through a standard personnel file request - most companies consider internal management discussions about employees to be separate from the official personnel file. However, you can still ask for them specifically in your written request. Even if they refuse, the fact that you asked (and their refusal) can be mentioned during your TWC hearing as evidence that they may be hiding something. What you WILL likely get are any formal emails that were supposed to be documented in your file - things like HR communications about policy violations, official warnings, or termination paperwork. The key is being very specific in your request language. I'd suggest asking for "all documents, communications, emails, notes, and records relating to my employment, performance, conduct, or separation, whether maintained in my official personnel file or elsewhere." If they have a legitimate paper trail of misconduct that led to termination, they should be able to produce it easily. If they can't or won't, that silence speaks volumes to TWC about the credibility of their claims.

Based on everyone's advice here, I'd also recommend keeping a detailed record of any attempts your former employer makes to contact you directly during this process. Sometimes employers will try to reach out to discuss "resolving" the situation or getting you to change your story before the TWC hearing. Don't engage with them directly - any communication should go through proper channels. If they do contact you, document it immediately (date, time, who called/emailed, what was said). This kind of behavior can actually support your retaliation case. Also, make sure you're consistent in all your statements to TWC, EEOC, and any other agencies - any contradictions will be used against you. The truth is on your side here, so stick to the facts and timeline you've documented. You've got solid advice from this community and a good plan moving forward!

why is no one talking about how messed up that supervisor's comment was??? saying she "doesn't care about your husband" is so unprofessional. honestly id report her to HR before doing anything else. might create a paper trail that helps ur case too

I'm sorry you're going through this - it sounds incredibly stressful dealing with both the unexpected custody situation and such an unsympathetic supervisor. One thing I'd suggest is keeping a detailed timeline of everything that's happened - the custody change, your request for accommodation, your supervisor's exact responses, and how it's affecting your mental health. This could be crucial if you do end up filing for unemployment. Also, since you mentioned you're already dealing with documented mental health conditions and have a disability claim pending, you might want to look into whether your employer is required to provide reasonable accommodations under the ADA. A temporary schedule change for someone with documented mental health conditions could potentially fall under that, especially if the current situation is exacerbating your symptoms. Have you considered reaching out to any local legal aid organizations? Many offer free consultations for employment issues and could help you understand your rights before you make any major decisions about quitting. Hang in there - this is a tough situation but you have more options than it might feel like right now.

Update: I got my doctor's note today! It specifically states I need to be allowed to sit for 5-10 minutes every couple of hours when experiencing dizziness and should have access to water throughout my shift. I'm going to email it to HR tonight. Thanks everyone for your advice - I'll update again when I hear back from them.

I'm so glad you got that doctor's note! That's exactly what you needed. Just wanted to add one more thing - if they try to give you any pushback or delay putting you back on the schedule, document every interaction. Save all emails, take notes on phone calls with dates/times, and if they have any in-person meetings about this, follow up with an email summarizing what was discussed. Also, while you're waiting for their response, it might be worth looking up your local Equal Employment Opportunity Commission (EEOC) office info just in case. You have to file discrimination complaints with them before you can pursue other legal action, and there are time limits. Hopefully it won't come to that, but better to be prepared. Really hoping your employer does the right thing here and accommodates your very reasonable medical needs. Keep us posted!

After checking the latest TWC disaster assistance guidelines, I want to correct my earlier information. The program is actually called Disaster Unemployment Assistance Extension (DUAE), not DEUC as I previously stated. You need to file within 30 days of the announcement of the extension program, not 30 days from the disaster itself. You'll need to call TWC directly and specifically ask for the DUAE application related to Hurricane Beryl. Be prepared to provide proof that your continued unemployment is directly related to Beryl damage.

Just to update everyone - TWC announced a Hurricane Beryl DUAE program last week that provides up to 13 additional weeks of benefits for those who have exhausted regular UI and remain unemployed due to Beryl. You must certify that your continued unemployment is directly related to Hurricane Beryl damage. Apply through your existing TWC account and select "Apply for Disaster Extension" from the main menu. The deadline to apply is April 15, 2025.

i had something similar happen when i was working for a school cafeteria company! filed in summer and got approved but then TWC sent me a letter saying i wasnt eligible and had to pay everything back! found out later my boss checked the wrong box about me having "reasonable assurance" of going back in fall. make sure ur boss fills out their paperwork right!!!

Thanks everyone for all the advice and sharing your experiences! I called my HR department today and they confirmed they'll be reporting our summer break as a temporary layoff, and they provided me documentation showing I'm employed by the contractor, not directly by the school. I also checked my TWC account and confirmed my previous overpayment was classified as non-fraud, so hopefully they'll only take 25-30% of my benefits. I'm going to file my claim tomorrow and make sure I select all the right options regarding my school contractor status. I'll update this thread once I find out if my claim is approved and how they handle the overpayment situation. Fingers crossed!