Can teachers get TWC unemployment after termination? HR didn't explain my options

Yes, teachers CAN qualify for unemployment in Texas after termination, but there are some education-specific rules you need to know. I went through this last year when my teaching contract wasn't renewed. The key is whether you were fired 'for misconduct' or just let go for other reasons. Based on what you described - no prior warnings and just 'performance concerns' - you should definitely apply! TWC considers this a termination without cause which typically qualifies for benefits. Make sure to apply right away through the TWC website and be 100% honest about why you were let go. When they ask about separation reason, select 'discharged' and explain exactly what happened. Don't say you quit if you didn't! TWC will contact your school district to verify, so accuracy is important. Also, be prepared for possible 'reasonable assurance' questions. This is a special rule for education employees that can affect eligibility between school years. Since you've been told your contract isn't being renewed, you should be clear of this issue.

teachers get screwed on unemployment alot. my sister teaches and got laid off during covid and TWC kept denying her claim because of some rule about summer breaks and reasonable assrance or something. fight for your benefits!

I'm currently going through almost the EXACT same situation! I taught history for 4 years and my principal decided not to renew my contract citing 'not a good fit for school culture' - whatever that means. When I applied for TWC, I did get benefits BUT the district tried to fight it claiming I had 'reasonable assurance' even though they literally told me they weren't bringing me back! TWC initially denied me but I appealed and won. The key was proving I had no reasonable assurance of employment for the following year. I had to submit the non-renewal letter and attend a phone hearing. SAVE EVERY EMAIL and document from your district!! One thing that helped me was calling TWC directly to explain my situation, but it took me 3 DAYS of constant calling to get through. I was about to give up but then tried this service called Claimyr (claimyr.com) that got me connected to a TWC agent in about 20 minutes. They have a video showing how it works: https://youtu.be/V-IMvH88P1U?si=kNxmh025COIlIzKh. It was a lifesaver because the agent helped me understand exactly what documentation I needed for my appeal.

I work in HR (not for a school though) and just wanted to add that you should apply for benefits ASAP but understand that you can't actually receive benefits until after your last day of work/pay. If your contract runs through June 30th, you'll need to complete your work obligation and then you can start receiving benefits if approved. Also, when TWC contacts your employer, they'll be looking at whether your termination was for misconduct. 'Performance concerns' without documented warnings usually doesn't meet TWC's definition of misconduct, which typically requires willful disregard of employer interests or policies. Based on what you've shared, you have a good chance of qualifying, but be prepared that the school district might contest it.

apply NOW! dont wait. the system takes time to process and u want to get in line. tell them ur last day is june 30 when u fill out the app. i waited to apply when i lost my job and regretted it big time bc it took like 6 weeks to get my first payment!!!

Texas Education Agency employee here. A few important points about teacher unemployment in Texas: 1. Teachers CAN receive unemployment if their contract is not renewed and they don't have reasonable assurance of employment for the following year 2. You need to wait until after your last day of work to apply (after June 30th in your case) 3. 'Performance concerns' without documented progressive discipline rarely meets the standard for misconduct under TWC rules 4. The 'reasonable assurance' rule only applies if you have been told you'll have a job next year 5. School districts often contest teacher unemployment claims automatically, so be prepared for a possible appeal process 6. You'll need to meet the regular TWC requirements including work search (minimum 3 work search activities per week) Keep all documentation related to your non-renewal. If you receive a formal letter stating your contract isn't being renewed, that's extremely valuable evidence for your claim.

Be prepared for a possible denied claim at first. TWC often sides with employers initially, but the appeal process is actually pretty fair. I got denied unemployment after teaching for 7 years (program cuts), but won on appeal. The big issue for teachers is the 'reasonable assurance' rule, which can deny benefits during normal breaks (summer, winter) if you have a reasonable expectation of returning. Since you've been told you're not coming back, that shouldn't apply to you. Also, when you do your work search activities, consider looking at other districts or private schools. Some of them hire mid-year and that counts for your work search requirements.

I'm a former Texas teacher who went through a similar situation 2 years ago. Here's what I learned that might help you: First, definitely apply for unemployment - teachers absolutely can qualify in Texas when terminated without cause. The fact that you received no formal warnings and your letter doesn't say "for cause" works in your favor. However, wait until AFTER June 30th (your contract end date) to apply. I made the mistake of applying early and had to restart the whole process. TWC won't process claims until after your actual last day of work. When you do apply, be very specific about your separation reason. Select "discharged" and explain exactly what happened - no prior warnings, just sudden performance concerns, contract non-renewal. Don't embellish, just stick to facts. The school district will likely contest your claim (mine did), but don't panic if you get an initial denial. I won my appeal by showing the inconsistency between years of satisfactory evaluations and sudden termination without progressive discipline. Start gathering your documentation NOW: all performance evaluations, any emails about your termination, the non-renewal letter, anything showing lack of prior warnings. This paperwork will be crucial if you need to appeal. One last tip - consider looking into substitute teaching positions while you job search. Many districts need subs and it counts toward your work search requirements while keeping you in education. Good luck! The system can work for teachers when we know our rights.

I'm a former TWC claims examiner and wanted to add some insight about teacher unemployment claims specifically. Teachers absolutely CAN qualify for unemployment benefits in Texas after termination, and your situation sounds very favorable for approval. The key factors working in your favor: (1) No formal warnings or progressive discipline, (2) Contract non-renewal rather than mid-contract termination "for cause," and (3) No reasonable assurance of future employment. TWC looks at whether the separation was due to "misconduct connected with work" - vague "performance concerns" without documented warnings typically don't meet this standard. A few important procedural points: - Apply online through WorkInTexas.com AFTER your contract ends (June 30th) - When selecting separation reason, choose "Discharged/Terminated" not "Quit" - Be prepared to provide detailed explanation of events leading to non-renewal - Upload all relevant documentation (evaluations, termination letter, emails) Expect your former employer to contest the claim - it's almost automatic for school districts. If initially denied, don't panic! The appeal process is where many teacher claims are ultimately approved. You'll have 14 days to appeal and can present your case during a phone hearing. Start organizing your documentation now: performance evaluations showing satisfactory work, the non-renewal letter, any emails about the decision, and evidence of lack of progressive discipline. This paper trail will be crucial if you need to appeal. You've got a strong case based on what you've described. Don't let anyone tell you teachers can't get unemployment - we absolutely can when separated without cause!

I'm currently dealing with a very similar situation as a former elementary teacher in Dallas! My contract was also not renewed this year after 5 years with only vague "performance" reasons given, despite never having any formal write-ups or improvement plans. I want to echo what others have said - teachers CAN absolutely get unemployment in Texas when terminated without cause. I successfully received benefits last year when my previous district let me go due to "budget cuts" (which turned out to be BS since they hired new teachers the next month). A few things I learned that might help: - Document EVERYTHING now while it's fresh in your mind. Write down exactly what was said in meetings, who was present, dates of conversations, etc. - If you haven't already, request copies of your personnel file from HR. They're required to provide it and you want to see if there's anything in there you weren't aware of - When you apply after June 30th, emphasize that you received no progressive discipline or opportunity to correct any alleged performance issues - Don't be discouraged if the district fights it - they almost always do, but appeals often go in the teacher's favor when there's no documented misconduct The waiting period between application and first payment can be stressful, but hang in there. Start looking at other districts now too - many are still hiring for fall and getting back into a classroom will help both financially and emotionally. You've got this! The system isn't perfect but it does work for educators when we know our rights.

I went through a very similar situation two years ago when my contract wasn't renewed after 8 years of teaching high school math in San Antonio. Like you, I had "performance concerns" cited but no formal documentation or progressive discipline. I was terrified about applying for unemployment because I thought teachers couldn't qualify, but I'm so glad I did! Here's what I wish someone had told me: YES, teachers absolutely can and should apply for TWC unemployment when terminated without cause. The key is understanding that TWC looks at whether your separation was due to "misconduct" - and vague performance issues without proper documentation rarely meet that standard. My biggest mistake was waiting too long to gather documentation. Start NOW collecting everything: all your performance evaluations (especially the good ones from previous years), any emails about your termination, the non-renewal letter, and anything showing you weren't given chances to improve. This paper trail saved me during my appeal process. Also, don't let anyone pressure you into thinking you "quit" or "resigned." You were terminated/discharged, period. Be clear about this when you apply after June 30th. The process can be stressful and your district will likely contest it, but stick with it. I ended up getting full benefits and it was a lifeline while I found a position with a much better district. Sometimes these forced changes end up being blessings in disguise. You've got a strong case based on what you've described. Don't give up - you've earned these benefits through years of paying into the system!

I'm so sorry you're going through this - it's incredibly stressful to lose your teaching position, especially after 6 years of service. The good news is that teachers absolutely CAN qualify for unemployment benefits in Texas when terminated without cause. Based on your description, you have a strong case. The fact that you received no formal warnings and your termination letter doesn't specify "for cause" works heavily in your favor. TWC looks at whether separation was due to "misconduct connected with work" - vague "performance concerns" without documented progressive discipline typically don't meet this standard. Here's what you need to do: 1. WAIT until after June 30th (your contract end date) to apply - you can't receive benefits while still employed 2. Apply online through WorkInTexas.com and select "Discharged/Terminated" as your separation reason 3. Be completely honest about what happened - no formal warnings, just sudden performance concerns 4. Gather ALL documentation NOW: previous evaluations (especially positive ones), the non-renewal letter, any emails about the decision Expect your district to contest the claim - it's almost automatic, but don't panic. Many teachers win on appeal by showing the inconsistency between satisfactory evaluations and sudden termination without proper documentation. You've paid into this system for years - don't let anyone tell you teachers can't access these benefits. You absolutely can and should apply. Start organizing your paperwork now so you're ready to file a strong claim on July 1st. Hang in there - you've got this!

I'm a substitute teacher who has worked in several Texas districts and wanted to add some perspective on the unemployment process for educators. You definitely have a strong case for benefits based on what you've described! A few additional points that might help: The "reasonable assurance" rule that some people mentioned is key to understand. Since your contract is explicitly NOT being renewed and you have no guarantee of employment next year, you should be clear of this obstacle. This rule typically only affects teachers who have been told they'll have a position waiting for them after breaks. When you apply after June 30th, make sure to emphasize the lack of progressive discipline in your application. TWC specifically looks for patterns of documented warnings, improvement plans, or corrective actions that would indicate misconduct. "Performance concerns" that appear suddenly without this paper trail rarely qualify as misconduct under their guidelines. Also, start thinking about your work search strategy now. You'll need to document at least 3 work search activities per week once benefits begin. Consider expanding beyond just traditional school districts - private schools, tutoring companies, educational nonprofits, and even corporate training roles can count toward your search requirements. One practical tip: if you do get initially denied (which happens often with teacher claims), don't wait to appeal. File your appeal immediately and continue documenting your job search activities. Many successful teacher unemployment cases are won at the appeal level rather than the initial determination. You've earned these benefits through years of contributions to the system. Don't let anyone make you feel like you don't deserve support during this transition!

I'm a former Texas teacher who successfully received unemployment benefits after a similar termination situation. You absolutely have a strong case! Here's what helped me the most: First, don't let anyone convince you that teachers can't get unemployment - that's completely false. I was terminated after 4 years for alleged "classroom management issues" with no prior documentation, and I received full benefits after winning my appeal. The most important thing is to frame your separation correctly. You were DISCHARGED/TERMINATED, not terminated "for cause" and definitely not a resignation. The lack of formal warnings or progressive discipline is actually your strongest asset here. Start preparing your evidence package now: - All performance evaluations (especially the positive ones from previous years) - The non-renewal letter - Any emails about the termination decision - Documentation showing no prior warnings or improvement plans were given When you apply after June 30th, be very specific in your narrative: "I was discharged after 6 years with no prior warnings or formal discipline. Principal cited vague 'performance concerns' but provided no opportunity for improvement or corrective action." The district will almost certainly contest your claim - mine did too. But TWC looks for "misconduct connected with work" and sudden termination without proper documentation rarely meets that standard. I won my appeal by showing the stark contrast between years of satisfactory evaluations and an abrupt termination. Don't give up if you get an initial denial - that's where many teacher cases are actually won. You've paid into this system and you deserve these benefits during your transition. Good luck!

I'm currently going through a very similar situation in Austin after 8 years of teaching! My contract was also non-renewed due to vague "performance concerns" despite consistently positive evaluations until this final year. Based on my research and conversations with other educators, you absolutely CAN qualify for TWC unemployment as a teacher when terminated without cause. The key factors working in your favor are: no formal warnings, no progressive discipline, and explicit non-renewal (not termination "for cause"). Here's what I've learned so far: - Apply AFTER June 30th when your contract officially ends - Select "Discharged/Terminated" as separation reason - Emphasize the lack of prior warnings or improvement opportunities - The contrast between previous positive evaluations and sudden concerns actually strengthens your case I'm planning to apply on July 1st and have been gathering all my documentation: 7 years of positive evaluations, the non-renewal letter, emails about the decision, and proof that no corrective action was ever offered. The "reasonable assurance" rule shouldn't affect you since you've been told you won't be returning. That rule typically only impacts teachers who have guaranteed positions after breaks. Don't let this shake your confidence - sometimes these situations end up being opportunities in disguise. I've already started looking at other districts and there are quite a few openings for fall. You've got 6 years of experience and a strong case for benefits while you transition to something better! Stay strong and don't let anyone tell you teachers don't deserve unemployment support. We pay into the system just like everyone else!

I'm a former school counselor who went through unemployment after my position was eliminated due to "budget restructuring" (though they hired a new counselor the next year). I wanted to share some practical advice that really helped me navigate the TWC system as an educator. You absolutely have a strong case for benefits! The lack of formal warnings or progressive discipline is huge in your favor. TWC specifically looks for patterns of documented misconduct, and "performance concerns" that appear suddenly without proper corrective action rarely qualify. A few things that made my process smoother: 1. When you apply after June 30th, be very detailed in your separation explanation. Don't just say "performance issues" - explain that you received no prior warnings, no improvement plans, and no opportunity to address alleged concerns. 2. Upload EVERYTHING when you file: all evaluations, the non-renewal letter, any emails about the decision. The more documentation showing your good standing prior to this decision, the better. 3. If you get initially denied (which happened to me), don't panic! File your appeal within 14 days and request a phone hearing. I actually found the hearing officer was much more understanding of the education context than the initial reviewer. 4. Start documenting your job search activities now, even before you apply. You'll need 3 per week once benefits start, and having a head start helps reduce stress later. The hardest part for me was the emotional toll of feeling like I'd failed, but looking back, that termination led me to a much better position in a different district. Sometimes these forced changes really are blessings in disguise. You've earned these benefits through years of contributions. Don't let anyone make you feel guilty for accessing support you've paid for!

I'm a current Texas teacher and wanted to add some reassurance - you absolutely CAN and SHOULD apply for unemployment benefits! Your situation actually sounds very strong for approval. The fact that you had 6 years of service with no formal warnings before this sudden "performance concerns" issue is a huge red flag that this wasn't legitimate misconduct. TWC looks for documented patterns of problems, not vague last-minute complaints. A few practical tips from watching colleagues go through this: - Keep copies of EVERYTHING - your evaluations, the non-renewal letter, any emails about meetings or decisions - When you apply after June 30th, be very clear this was a discharge/termination, not a resignation - Don't let the district's HR department intimidate you - they often don't explain unemployment options because they don't want to deal with claims - If denied initially, absolutely appeal! Many teacher cases are won at the appeal level The "reasonable assurance" rule that trips up some educators won't apply to you since you've been explicitly told you won't be returning next year. I know this feels overwhelming right now, but you've paid into the unemployment system through your paychecks for 6 years. You've earned the right to these benefits during your job transition. Don't let anyone make you feel like teachers don't deserve the same safety net as other workers. Start looking at other districts too - many good schools are still hiring for fall, and sometimes a forced change leads to finding a much better fit. You've got this!