I just want to echo what everyone else is saying - don't give up! I went through this exact nightmare about 8 months ago and it felt hopeless at the time. The Motion to Reopen process really does work if you have legitimate documentation (which you clearly do with that tow receipt and restructuring paperwork). A couple things that really helped me that I haven't seen mentioned yet: - When you write your Motion, number your reasons clearly (1. Why I missed the hearing, 2. Why the determination is wrong) - it makes it easier for them to follow - Include a brief timeline at the top showing key dates (layoff date, claim filing date, original hearing date, etc.) - If you have any email correspondence with your former employer about the separation, include that too The waiting is the hardest part, but once you get that new hearing scheduled, you'll be in a much better position since you know what to expect now. Keep us updated on how it goes - this community has been so helpful for situations like this!

I'm new to this community but wanted to jump in because I'm currently dealing with a similar situation. I missed my TWC hearing last month due to a family emergency and have been struggling to navigate the appeals process ever since. Reading through all these responses has been incredibly educational - I had no idea about the Motion to Reopen option or that there was a 14-day deadline! One thing I wanted to add that might be helpful - I found that keeping detailed notes of every attempt to contact TWC (date, time, what happened - busy signal, disconnected, etc.) has been useful for documenting the difficulty in reaching them. It shows you're making good faith efforts to resolve the situation despite their system issues. Also, for anyone else reading this thread who might be in a similar boat - start gathering ALL your documentation immediately, even if you think it might not be relevant. I wish I had been more thorough from the beginning. Employment records, any company communications about layoffs or restructuring, proof of job search activities, phone records if applicable - everything helps build your case. The support and detailed advice in this thread is amazing. It's clear this community really looks out for each other during these stressful situations!

I'm going through something very similar right now and this thread has been incredibly helpful! One thing I wanted to add that might help your case - if you still have access to your old work email or HR records, try to get a copy of the actual layoff notice or severance documentation that shows the timing and reason for the payment. In my research, I found that TWC sometimes reverses these decisions when they can clearly see the severance was a one-time payment for past service rather than ongoing compensation. Also, if your former employer has a standard severance policy that shows this type of payment is routine for layoffs, that could strengthen your argument that it wasn't wages for the weeks in question. The combination of your disclosure records plus documentation showing it was clearly a past-service payment seems like it would be really compelling evidence. Best of luck with your hearing - it sounds like you have a really strong case based on everything you've shared!

Reading through all these responses has been incredibly helpful for understanding what you're up against! I wanted to add one more piece that might strengthen your case - if you can get a statement from your former employer confirming that the severance was calculated based on years of service and was a standard layoff package, that could be really powerful evidence. Many companies are willing to provide a brief letter confirming the nature of severance payments for former employees dealing with unemployment issues. Also, I noticed you mentioned this happened in 2020 - there were specific federal and state provisions during that time period that provided additional protections for claimants who received incorrect guidance from unemployment agencies. The CARES Act and subsequent legislation included "equity and good conscience" waivers that prevented states from collecting overpayments when the error was on the agency's side, not the claimant's. Make sure to specifically mention this timeframe in your hearing and ask about COVID-era protections. From everything you've described - calling first, following their specific instructions, and consistently reporting everything - you have exactly the kind of case these protections were designed for. Document everything, stay focused on the fact that you acted in good faith based on their guidance, and don't let them shift the burden to you for "knowing better" than their own representatives. You've got this!

I just wanted to jump in and add something that really helped me during my TWC appeal hearing last year - make sure you have a backup plan for the phone call! I had my hearing scheduled and my landline went out that morning due to a storm. Luckily I had tested my cell phone connection beforehand and had a quiet backup location ready. Also, I noticed you mentioned your employer is claiming misconduct even though you resigned. This is actually pretty common - some employers will claim misconduct hoping it sticks, but if you have your resignation email and their acknowledgment, that's solid evidence of voluntary resignation. The hearing officer will see right through their attempt to reframe the situation. One thing that really helped me was writing down 3-4 bullet points about why the schedule changes were unreasonable and how they affected your childcare. For example: "March 15th - notified at 4pm that my shift changed from 9-5 to 2-10 the next day, making it impossible to pick up my child from daycare" - specific dates and impacts like that really resonate with hearing officers. You sound incredibly well-prepared after reading through all this advice! The combination of proper resignation notice + documented childcare conflicts + attempts to resolve the issue first is exactly what TWC looks for in good cause cases. Sending you positive vibes for Tuesday - can't wait to hear your success story!

Reading through all these responses, I'm amazed by how supportive and knowledgeable this community is! As someone who went through a similar TWC appeal hearing about 8 months ago (also for a voluntary resignation due to childcare conflicts), I wanted to add a few final tips: **Day of the hearing prep:** - Set multiple alarms and plan to be ready 30 minutes early - Have a pen and notepad dedicated just for taking notes during their testimony - Put your phone on "Do Not Disturb" except for the TWC number - Have a printed copy of your resignation email visible on your desk as a confidence booster **During opening statements:** - Lead with strength: "I was a dedicated employee for [X months/years] with excellent attendance until workplace scheduling became incompatible with childcare responsibilities" - Use past tense when describing your employment: "I WAS terminated for misconduct" vs "I resigned with proper notice due to good cause connected with the work" **If you get flustered:** - Take a slow breath and say "Let me make sure I'm addressing your question correctly" - this buys you time to collect your thoughts - It's okay to say "I'd like to refer to my documentation" and take a moment to find the right paper You've clearly done your homework and have all the right documentation. The scheduling/childcare combination is one of the strongest "good cause" cases for voluntary resignation. Trust your preparation and remember - you followed all the proper procedures, they're the ones who created an impossible work situation. Wishing you the absolute best on Tuesday! This thread will be waiting for your victory update! 🎉

This thread is such a perfect example of how helpful this community can be! I'm someone who's been on TWC for about 6 months now, and I remember that first-time panic so well. What I've learned is that TWC is actually pretty predictable once you understand their system - it's just that nobody really explains the timeline upfront. For anyone new reading this, here's what I wish someone had told me: "processed" means TWC has approved and sent your payment, but then it goes into the banking system which adds 1-3 business days depending on your bank. Weekends and holidays don't count as business days. Most importantly, this timing is consistent - so once you go through it a few times, you can actually plan your budget around knowing exactly when money will hit. The anxiety really does get better once you know what's normal!

This has been such an informative thread to read through! I'm currently in week 2 of my unemployment claim and was getting really anxious about payment timing. Seeing everyone's consistent experiences with the 2-3 business day window after processing is so reassuring. I especially appreciate all the practical tips that have been shared - the bank alerts, separate unemployment account idea, and being proactive with bill collectors are all things I'm going to implement right away. It's clear this community really looks out for each other, and as someone who's never had to navigate unemployment before, having access to real experiences and advice like this makes such a huge difference. Thanks to everyone who took the time to share their knowledge!

I've been through a very similar situation and wanted to offer some reassurance - your case actually sounds really strong! The fact that your termination letter explicitly states "position elimination due to departmental restructuring" is huge in your favor. That's literally the textbook definition of a legitimate business decision, not misconduct. What really stands out to me is the timeline here. Your employer had every opportunity to present misconduct evidence to the initial TWC investigator who interviewed both of you back in August. The fact that they waited until AFTER you were approved to suddenly claim misconduct is going to look extremely suspicious to the hearing officer. I went through my appeal hearing about 10 months ago and the hearing officer was very focused on documented evidence, not just accusations. When my former employer tried to bring up alleged performance issues that were never documented, the hearing officer asked them directly why these weren't in my personnel file or addressed through progressive discipline. For your February 12th hearing, stick to these key points: - Your termination letter clearly documents the real reason (position elimination) - There are no disciplinary actions or performance issues in your file - The initial investigator already evaluated both sides and approved your claim - If they claim misconduct, ask when it was documented and why it wasn't mentioned in your termination paperwork The 6+ month delay is frustrating but totally normal with TWC's backlog. It doesn't reflect anything negative about your case. You've already won this fight once with the same evidence - you can absolutely do it again! Stay organized, stick to facts, and let your strong documentation speak for itself.

I've been following this entire thread and wow - what an incredibly supportive community! As someone who works in workforce development and has seen hundreds of these cases, I wanted to add my voice to the chorus of reassurance. Your situation is textbook strong for the claimant. Here's what jumps out to me professionally: 1. **Documentation is king** - Your termination letter stating "position elimination due to departmental restructuring" is literally bulletproof evidence this wasn't misconduct 2. **Timeline inconsistencies hurt employers** - Waiting 6+ months after approval to suddenly claim misconduct looks terrible and suggests desperation to avoid higher UI rates 3. **Initial investigator approval matters** - They already heard both sides and sided with you based on the same evidence I've seen employers try this exact tactic many times - retroactively claiming misconduct after documenting legitimate layoffs. It almost never works because the documentation contradicts their new narrative. Your February 12th hearing should go smoothly if you: - Lead with your termination letter (make extra copies) - Ask about documentation if they claim misconduct ("When was this documented in my personnel file?") - Stay calm and factual - Remember YOU already won once The stress is understandable but honestly, based on everything you've shared, I'd be shocked if you lose this appeal. Your employer painted themselves into a corner with their own documentation. You've got this! 💪