One thing that really helped me when I was in a similar situation was creating a simple spreadsheet to track my weekly earnings vs. the benefit threshold. I put in columns for hours worked, hourly rate, gross earnings, the 25% allowance ($106.25 in your case), and calculated reduction. It made it so much easier to see exactly where I stood each week and plan my hours accordingly. Since you're looking at $18/hr, you could work about 29.5 hours before hitting that $531.25 cutoff where benefits stop completely. Also, make sure you're reporting earnings for the week you actually worked, not when you got paid - that tripped me up initially and caused some confusion with my payment requests.

Just wanted to add something that might help - I found out the hard way that TWC also counts tips, commissions, and any other income (like freelance work) toward your weekly earnings limit. So if your part-time job involves tips or if you do any gig work on the side, make sure to include ALL of that income when calculating whether you'll go over the $531.25 threshold. Also, keep detailed records of everything - pay stubs, tip logs, etc. TWC can audit your earnings at any time, and if they find unreported income, they can make you pay back benefits AND add penalties. I've seen people get hit with huge overpayment bills months later because they forgot to report cash tips or a small side job. The good news is that $18/hr for 22 hours puts you right in the sweet spot where you'll still get partial benefits plus be earning more overall than just unemployment alone. Just stay organized and report everything accurately!

This whole conversation has been such a lifesaver to read! I'm currently on unemployment too and honestly had no idea about the Thursday backup system until stumbling across this thread. It's amazing how TWC has this safety net built in but it's not really advertised anywhere obvious. All the practical tips shared here - the timing advice, documentation preparation, holiday considerations - are pure gold. Charlotte, huge thanks for asking the question so many of us needed answered and for coming back with the successful update! It's that kind of real-world confirmation that makes this community invaluable. I'm immediately going to set up those email reminders Admin_Masters mentioned and keep this thread saved. Knowing there's a backup option if something unexpected happens on my regular request day has taken away so much anxiety about the whole process!

This thread has been absolutely invaluable! I'm also currently receiving unemployment benefits and had no idea about the Thursday backup option until reading through everyone's detailed experiences. It's such a relief to know that TWC actually has this safety net in place - I was under the impression that missing your assigned day meant you were just out of luck until the next payment period. The wealth of practical knowledge shared here is incredible: the timing recommendations to avoid system glitches, the importance of having work search documentation ready, and even the heads-up about holidays potentially affecting Thursday availability. Charlotte, thank you so much for asking this question that clearly resonated with so many of us, and for following up with your successful outcome! It really validates that the advice here works in practice. I'm definitely going to set up those TWC email reminders and bookmark this thread for future reference. This community is proving to be such a valuable resource for navigating these complex systems with real-world insights you just can't find in the official documentation!

I just wanted to jump in and say how incredibly helpful this entire thread has been! I'm not currently dealing with an unemployment appeal myself, but I'm bookmarking this for future reference because the level of detailed, practical advice here is amazing. A few things that really stood out to me from everyone's experiences: 1. The consistent theme that employers often can't back up "misconduct" claims with actual documentation - this seems to be their biggest weakness in these cases. 2. The importance of filing the appeal quickly rather than waiting - several people mentioned filing within 2-3 days rather than using the full 14-day window. 3. How valuable that Claimyr service seems to be for actually getting through to TWC when you need to speak with someone urgently. 4. The fact that "misconduct" has a very specific legal definition in Texas that requires willful wrongdoing, not just poor performance. For anyone else reading this thread in the future - it looks like the key factors for winning these appeals are: lack of progressive discipline/warnings from the employer, recent positive feedback that contradicts their claims, and being able to present your case factually and chronologically during the hearing. @Jessica Suarez @Emma Wilson - wishing you both the best with your appeals! Based on everything shared here, you both have really strong cases. Please update us with your results!

As someone who works in HR (at a different company), I wanted to add some perspective from the employer side that might help with your appeal strategy. What I'm seeing in your case - and many others shared here - is a classic example of employers conflating "at-will termination" with "termination for cause." Many companies don't realize that just because they CAN fire someone without warning (at-will employment) doesn't mean they can successfully claim "misconduct" for unemployment purposes. In my experience, here's what typically happens: A manager decides they want to let someone go for performance reasons, HR processes it as a standard termination, and then when the unemployment claim comes in, someone in payroll or benefits (who wasn't involved in the actual termination) checks a box for "misconduct" without understanding the legal implications. The fact that you received positive feedback just a week before termination is a huge red flag that this was likely an impulsive management decision rather than a documented performance issue. Most legitimate misconduct cases have extensive paper trails - written warnings, performance improvement plans, documented policy violations, etc. For your hearing, emphasize these points: - Ask them to specify exactly what policy you violated - Request they provide documentation of progressive discipline - Point out the timeline inconsistency between positive feedback and sudden "performance issues" Based on the patterns I see, employers who can't produce this documentation usually lose these appeals. Your case sounds very strong. Good luck!

I'm going through this exact situation right now too! My benefits just expired last Friday and I've been frantically trying to figure out what my options are. Reading through this entire thread has been such a relief - I had no idea that working even part-time during your benefit year could qualify you for a new claim. I'm also in healthcare (phlebotomist) and have been struggling to find a permanent position despite having 3+ years of experience. The competition is insane right now! I did work about 6 weeks at a temp agency covering different labs during my benefit year, so based on everyone's advice here, I'm definitely going to file a new claim today. For other phlebotomists out there - don't overlook mobile phlebotomy companies like Any Lab Test Now or Bioreference. They're always looking for experienced phlebs for home draws and workplace screenings. The scheduling can be unpredictable but it's decent pay and keeps your skills sharp while searching for something permanent. Also wanted to mention that Quest Diagnostics and LabCorp often have openings that aren't posted on their main career sites - try calling individual lab locations directly and asking if they need per diem or part-time help. Sometimes managers have immediate needs that haven't made it through corporate HR yet. This thread has been such a lifesaver during what felt like the most hopeless week ever. Thank you to everyone who shared their experiences and advice - it's amazing how much better I feel knowing there are still options and that we're all going through this together!

I'm going through the exact same thing right now! My TWC benefits just ran out yesterday after 26 weeks and I was honestly panicking until I found this thread. I'm a medical technologist and have been searching for lab positions for months with very limited success. Reading through everyone's experiences has been incredibly reassuring - I had no idea that part-time work during your benefit year could qualify you for a new claim! I worked about 9 weeks covering shifts at a hospital lab during my benefit year, so it sounds like I should definitely file a new application based on what others are sharing here. For fellow lab professionals, I wanted to mention that reference labs like ARUP, Mayo Medical Labs, and Sonic Healthcare are often hiring remote positions for specimen processing coordinators and lab information specialists. The work might be different from bench work, but it's a way to stay in the field while searching for your ideal position. Also, don't overlook smaller independent labs - they often have faster hiring processes than the big hospital systems and sometimes offer more competitive pay to attract experienced techs. Check with medical office buildings in your area since many have on-site labs that need coverage. This thread has been such a godsend during what felt like the most stressful week ever. Thank you to everyone who shared their knowledge and experiences - knowing that we're all navigating this together makes such a difference!

I went through this same stressful situation about 6 months ago here in Irving (Dallas area). My ReliaCard took exactly 7 business days to arrive, which was right in the middle of the timeframe everyone quoted me. A few things that really helped me during the wait: - I called US Bank at 1-800-657-6343 on day 4 and they confirmed my card had been mailed and gave me a rough delivery estimate - The envelope is SO plain - literally just a white envelope with tiny "US Bank" text. I was expecting something official looking with TWC branding - I was able to use the card at an ATM immediately when it arrived, even before completing the phone activation process Since your payment processed yesterday, you're looking at getting it early to mid next week, which should work for your rent timeline. Definitely call your landlord proactively - I wish I had done that instead of stressing until the last minute. Most property managers have dealt with this situation before and are surprisingly understanding. Also, once you get the card, you can transfer funds to your regular bank account through the US Bank app if your landlord doesn't accept debit card payments. The transfer takes 1-2 days but it's free. The waiting is brutal but hang in there - it WILL arrive! Irving and Dallas have pretty reliable mail service so you should be on the faster end of the delivery timeline.

I just went through this exact situation last month in Mesquite (Dallas area) and wanted to share my experience to hopefully help ease your stress! My ReliaCard took exactly 6 business days from when my first payment was processed to when it arrived in my mailbox. Here's what I learned that might help you: - The card comes in a completely plain white envelope that honestly looks like junk mail - just tiny "US Bank" text in the corner - You can call US Bank at 1-800-657-6343 to check on shipping status, they're way more helpful than TWC - Once it arrives, you can use it immediately at ATMs even while still doing the phone activation - USPS Informed Delivery is a lifesaver for tracking what mail is coming each day Since your first payment processed yesterday and you're in Dallas, you'll likely get it by early next week. That should work for your rent deadline! I'd definitely recommend calling your landlord now rather than waiting - I did this and they were totally understanding about the delay. The waiting is nerve-wracking but Dallas area mail delivery is pretty reliable. You've got this! Keep checking every piece of mail carefully and don't throw away those plain white envelopes. Good luck! 🤞