I went through this exact same ID.me verification nightmare back in November and it was absolutely infuriating! The good news is it's definitely fixable, but TWC makes you jump through ridiculous hoops to resolve THEIR system error. Here's what worked for me: I immediately filed an appeal online to protect the 14-day deadline (this is crucial - don't skip this step!), then I used that Claimyr service someone mentioned to actually get through to a human. It took about 45 minutes of waiting but I finally got connected to a claims specialist who could see that ID.me had verified me but their system never received the token. She fixed it manually in about 5 minutes and all my back payments processed within a week. The key things to remember: keep requesting payments every two weeks even while denied (you'll lose those weeks forever if you don't), document absolutely everything with screenshots, and when you do get through ask specifically about your "identity verification token status" - that's the exact term they use internally. Also bring all your documents if you go to a workforce center in person. This system is completely broken but don't let them wear you down - you WILL get your benefits once you get past their technical incompetence!

I'm dealing with the exact same ID.me verification issue right now and this thread has been incredibly helpful! I completed my ID.me verification three weeks ago and got the confirmation email, but TWC is saying I never verified. After reading everyone's experiences, I'm realizing this is a widespread system problem, not something we're doing wrong. I'm going to follow the multi-step approach that several people have outlined: file an appeal immediately to protect the 14-day deadline, use the Claimyr service to get through by phone, send a portal message with the specific "ID.me Verification Confirmation Not Received by TWC" title, and keep requesting payments every two weeks even while denied. The "identity verification token status" terminology that Jamal mentioned is gold - I'll definitely use that exact phrase when I get through to someone. It's frustrating that we have to become experts in navigating TWC's broken systems, but this community has provided more useful guidance than anything on their official website. Thanks to everyone who shared their experiences - knowing there's a clear path to resolution makes this so much less stressful!

I've been lurking on this thread and wanted to share my perspective as someone who went through an almost identical situation about 8 months ago. Reading your story brought back all those same feelings of panic and dread I had when I got that appeal hearing notice months after being approved. Here's what I wish someone had told me then: You are NOT in a weak position here. Your employer is essentially trying to have it both ways - they documented your separation as "position elimination due to departmental restructuring" (which is exactly what happened), but now they want to claim it was misconduct to avoid higher unemployment insurance premiums. The timeline alone works heavily in your favor. If there was legitimate misconduct serious enough to deny unemployment benefits, why wasn't that mentioned in your termination paperwork? Why didn't they present this "evidence" to the initial TWC investigator who interviewed both parties? The fact that they waited until AFTER you were approved to suddenly claim misconduct is going to look extremely suspicious to the hearing officer. During my hearing, my employer tried similar tactics - bringing up minor issues that were never documented or addressed during my employment. The hearing officer asked them directly why these alleged problems weren't in my personnel file or addressed through progressive discipline if they were serious enough to constitute misconduct. That really hurt their credibility. Your termination letter is pure gold in this situation. "Position elimination due to departmental restructuring" is the exact OPPOSITE of misconduct - it's a legitimate business decision that has nothing to do with your performance or conduct. Stay strong, organize your documents, and remember that you've already won this fight once. The burden of proof is entirely on them to demonstrate misconduct occurred, and your documentation directly contradicts their new narrative. You've got this!

I've been following this thread and wanted to add some encouragement from someone who works in employment law. Your situation is actually much stronger than you realize, and here's why: The legal standard for "misconduct" under Texas unemployment law is very specific - it requires willful or deliberate violations of company policy, not legitimate business decisions like position eliminations. Your termination letter stating "position elimination due to departmental restructuring" is essentially ironclad evidence that this was NOT misconduct. What your employer is doing is unfortunately common but rarely successful. They're trying to retroactively reframe a legitimate layoff as misconduct to avoid higher unemployment insurance rates. The problem for them is that they already documented the real reason for your termination. The fact that there was a 6-month delay before your hearing actually works in your favor - it shows they didn't have urgent concerns about misconduct, otherwise they would have presented that evidence immediately to the initial investigator. A few key points for your February 12th hearing: - Bring multiple copies of your termination letter for everyone involved - If they claim misconduct, ask specifically what company policy was violated and when it was documented - Point out that the initial investigator already heard both sides and approved your claim - Stay factual and don't get drawn into arguments about unrelated issues Remember: they have to PROVE misconduct occurred with documented evidence. Your paperwork directly contradicts their new narrative. You've already won this once - you can absolutely do it again!

I've been following this thread and wanted to add something that helped me tremendously in my TWC appeal hearing last year. Beyond all the excellent documentation advice everyone's given, I'd recommend creating a simple one-page timeline that you can reference during the hearing. Mine looked like this: **2021-2023: Consistent good performance reviews (attach copies)** **July 2024: Reported supervisor to HR for unprofessional conduct** **July 2024: Suddenly placed on 90-day PIP (suspicious timing)** **Weekly meetings: Documented completion of all specific PIP requirements** **End of PIP: Manager says requirements were "just guidelines" - goalpost moved** **Termination: Despite meeting all stated requirements** Having this visual timeline helped me stay focused and made the retaliation pattern crystal clear to the hearing officer. The key is showing the dramatic shift from years of good performance to sudden problems right after your protected HR complaint. Also, practice saying this out loud: "I completed every specific requirement outlined in my Performance Improvement Plan, as documented in my emails. When I was terminated, I was told these were just 'guidelines,' which contradicts the purpose of a PIP and suggests the process was not conducted in good faith." You've got this! The fact that you addressed all the specific PIP items with documentation puts you in a really strong position.

I'm a paralegal who works with employment law cases, and I wanted to add a few procedural points that might help you feel more prepared for the hearing: **Technical setup:** - Test your phone/computer connection beforehand - technical issues can hurt your case if you miss key parts - Have a quiet space where you won't be interrupted - Keep water nearby (hearings can be longer than expected and talking gets dry) **Evidence submission:** - Submit your documents 24-48 hours before the hearing via the method TWC specified - Bring backup copies in case there are technical issues accessing submitted documents - Organize everything chronologically - hearing officers appreciate clear organization **What to expect from your employer:** - They'll likely bring HR representatives and possibly legal counsel - They may try to paint a picture of ongoing performance issues (this is why your pre-2024 reviews are crucial) - Stay calm when they present their side - you'll get your turn to respond **Red flags that work in your favor:** - The timing between your HR complaint and the PIP - No documented performance issues for 3+ years prior - Meeting specific PIP requirements but being told they were "guidelines" - No progressive discipline before the PIP The retaliation timeline you described is exactly what hearing officers are trained to recognize. Document everything, stay factual, and remember - they have to prove misconduct, not just poor performance. You're in a much stronger position than you realize!

I'm dealing with a very similar situation right now! Got laid off from my engineering role 3 weeks ago with 10 weeks of severance pay. My TWC claim has been stuck in "pending" status with that same "severance pay investigation" message. It's so frustrating that they don't just tell you upfront how the calculation works or give you a timeline. I've been religiously doing my work searches and submitting payment requests every two weeks like everyone here recommends, but the uncertainty is killing me. Really glad to see your update that you finally got through - gives me hope that I'll eventually get some answers too. The fact that they mailed you a determination letter that you never received is典型 TWC though. I'm going to try calling right at 7 AM like you did. Thanks for sharing your experience!

Just wanted to add some perspective as someone who went through this process twice (unfortunately got laid off again during the pandemic). The severance allocation period is definitely one of the most confusing aspects of Texas unemployment, but there are a few things that might help others in this situation: 1. **Document everything** - Keep copies of your severance agreement, any HR communications, and screenshots of your TWC account status. I had to reference these multiple times. 2. **Set up mail forwarding** - TWC still relies heavily on physical mail for important notices. If you've moved recently or might move during your claim period, make sure your address is updated everywhere. 3. **Consider temporary/contract work** - During your severance allocation period, you can still do temporary or contract work and report that income. It won't affect your future UI benefits once the allocation period ends. 4. **Use this time strategically** - Since you're required to do work searches anyway, treat this period as an opportunity to really focus on your job hunt without the pressure of needing to accept the first offer that comes along. The system is definitely frustrating and poorly designed, but hang in there - once your allocation period ends, the benefits do kick in automatically if you've been keeping up with all the requirements.

For anyone still following this thread, another tip I learned the hard way - if you're expecting your check around a federal holiday or during bad weather, add extra time to your estimates. USPS delivery can get delayed, and TWC doesn't account for that in their 3-5 day estimate. I had a check delayed by 2 extra days during a winter storm last year. Also, if you live in an apartment complex, make sure your unit number is clearly listed in your TWC profile - sometimes checks get delivered to the wrong unit or held at the office if the address isn't complete.

Just wanted to add that if you're really stressed about timing, you can also set up informed delivery through USPS (it's free) so you'll get an email showing what mail is coming that day. That way you'll know if your TWC check is in the mail before you even get home to check your mailbox. I started doing this after my first unemployment payment and it really helped with the anxiety of waiting and wondering. You can sign up on the USPS website and it shows scanned images of your incoming mail each morning.