TWC called about my termination - employer added extra firing reasons - what does this mean?

This is actually pretty common with employers. They often try to stack the deck against you by adding additional reasons after the fact. The TWC calling you is a GOOD sign - it means they're doing their due diligence and giving you a chance to tell your side.\n\nThe process is called a fact-finding interview. TWC does this when there's conflicting information between what you reported and what your employer reported. Since you were fired, TWC needs to determine if it was for misconduct connected with the work (which would disqualify you) or not.\n\nStick to the facts, provide any documentation you have about the approved time off. The silver lining is that your employer changing their story or adding reasons can actually make them look less credible to TWC. Did you get the TWC investigator's direct number in case you remember additional details?

I didn't get their direct number, unfortunately. The call came from a blocked/unknown number, and I was so caught off guard I didn't think to ask for contact info. Do you think I should try calling the main TWC line to follow up? I do have screenshots of the approved time off in our scheduling app. Should I send those somehow?

THEY DO THIS ALL THE TIME!! My employer did the EXACT same thing to me last year. First they said I was fired for being late, then suddenly they told TWC I was stealing and being rude to customers which was TOTAL BS!!! The system is rigged against us regular people. Your employer is 100% trying to block you from getting benefits by making up extra stuff. Companies do this because they don't want their unemployment insurance rates to go up.\n\nThe call means TWC hasn't decided yet, but in my experience, they usually side with employers because they accept whatever garbage the company tells them. Fight hard and document EVERYTHING. The whole system is a joke honestly.

While it's true employers sometimes add reasons, TWC doesn't automatically side with them. They investigate both sides. I've seen plenty of cases where claimants win despite employer objections. The key is documentation and clear communication during the fact-finding process.

They called u cuz ur employer is contesting ur claim, that always hapens when they dont agree with u getting benefits. My boss tried 2 say i stole stuff when really they fired me for missing sales targets lol. but dont freak out, if u didnt do the extra stuff and can prove it u might be ok. the TWC ppl arnt dumb they see this alllll the time

Thanks for the reply. Yeah they're definitely contesting it. I'm just worried because it's my word against theirs. I can prove I had approved time off, but how do I disprove the new accusations they're making about insubordination? You can't really prove a negative...

As someone who's helped multiple people navigate TWC claims, I can tell you exactly what's happening. Your employer is contesting your unemployment claim, and they're throwing in additional reasons to strengthen their case. This is a standard tactic for employers trying to avoid a successful claim because approved claims affect their unemployment tax rate.\n\nThe silver lining is definitely that TWC called you. In TWC terminology, you're going through a \

Thank you so much for this detailed explanation! I'm going to gather all my documentation tonight. One quick question - if they do rule against me based on my employer's claims, can I appeal that decision? How does that process work?

Yes, you absolutely can appeal if the determination goes against you! Here's how the appeal process works:\n\n1. You'll receive a determination letter by mail (also viewable online in your TWC account)\n2. You have 14 calendar days from the date on that letter to file your appeal\n3. You can file online through your TWC account, by fax, by mail, or rarely in person\n4. Your appeal must explain why you believe the determination was incorrect\n5. Eventually, you'll have a telephone hearing with an Appeal Hearing Officer who will make a new decision\n\nThe appeal hearing is quasi-judicial - you can present evidence, give testimony, and even have witnesses. Your employer will likely participate too. It's much more formal than the fact-finding interview.\n\nIf you do need to appeal, make sure you continue requesting payment every two weeks during the appeal process. If you win on appeal, you'll only get paid for weeks you properly requested payment, even retroactively.

This is super helpful information. I'll keep requesting payments no matter what happens. I really hope it doesn't come to an appeal, but at least I know what to expect if it does. I appreciate the detailed explanation!

im going through something similar rn! my company said i was fired for performance but then told twc i violated safety protocols?? like make up ur mind lol. anyways the twc lady told me they call BOTH parties to get both sides of the story so don't stress too much. my neighbor says as long as u didn't do anything really bad like steal or threaten someone you'll probably get benefits. fingers crossed for both of us!!

Thanks for sharing your experience! It's nice to know I'm not alone in this situation. Let me know how yours turns out if you don't mind. Wishing you luck too!

I went through the EXACT same thing last month! Got super stressed about reaching TWC for follow-up after my interview. Kept hitting busy signals for 3 days straight. Finally used this service called Claimyr and got through to a TWC agent within 30 minutes. They helped me add additional details to my statement and I ended up getting approved despite my employer throwing in extra termination reasons.\n\nTheir website is claimyr.com and they have a video showing how it works: https://youtu.be/V-IMvH88P1U?si=kNxmh025COIlIzKh\n\nRegarding your actual question - the call is usually neutral, not necessarily good or bad. But it DOES mean they're taking time to investigate rather than just accepting your employer's claims at face value. My TWC agent told me they see employers add reasons all the time, and they're trained to spot that tactic.

Thanks for the tip! I might check that service out if I need to reach TWC again. It's reassuring to hear they're aware of employers adding reasons. Just hoping they see through it in my case.

I don't think anyone's mentioned this, but save ANY text messages, emails, or written communications about your termination. In my experience, employers often tell you one reason in person but document something totally different in your personnel file. If you have anything in writing about the original termination reason, that could really help your case. Also, write down exact dates and details of the termination conversation while it's fresh - who was there, what exactly was said, etc.\n\nHave you checked your TWC account online to see if there are any new messages or status updates after the call?

Great advice about documentation. The termination was in person and they didn't give me anything in writing at the time, but I did send a follow-up email asking for clarification that they never responded to. I'll definitely use that! I checked my TWC account but it still just shows

One important thing to remember - during your fact-finding interview, did the TWC representative give you a chance to respond to ALL of the employer's allegations, including the new ones they added? If not, you should definitely try to contact TWC to provide your response to those additional claims.\n\nThe determination letter you eventually receive will be based on whether TWC believes the separation was due to misconduct connected with the work. Even if one reason for termination was valid but others weren't, it can affect your case. The definition of \

Yes, they did ask me about the other allegations and I denied them completely. The TWC rep seemed understanding when I explained I was hearing these claims for the first time. She asked for specific dates when these incidents supposedly happened, and I told her I couldn't address specifics since this was the first I was hearing of these accusations. Hoping that counts in my favor!

That's actually a really good sign that you were able to clearly state you were hearing these allegations for the first time! TWC investigators are trained to recognize when employers are piling on additional reasons after the fact, and your genuine surprise at hearing new accusations likely came through during the interview. The fact that you couldn't provide specific dates for incidents you never knew about actually works in your favor - it shows these weren't ongoing issues that you were aware of or had been counseled about. If these were legitimate performance/conduct issues, there should have been some paper trail or prior discussions. Keep documenting everything while it's fresh in your memory. Write down exactly what the TWC rep asked, what your responses were, and especially note that you expressed surprise at hearing the additional allegations for the first time. This could be important if you need to reference it later. Most determinations come within 1-2 weeks after the fact-finding interview, so you should hear something soon. Try not to stress too much - you've done what you can by being honest and providing your side of the story.

Hey Victoria, I just went through this exact same situation about 6 months ago! My employer initially said they fired me for attendance issues, but then suddenly told TWC I was also "unprofessional with customers" and had "violated dress code policy" - complete news to me! The TWC investigator actually told me during my interview that they see this ALL the time. Employers often panic when they realize their original reason might not be strong enough to deny benefits, so they start adding whatever they can think of. The good news is that TWC investigators are pretty experienced at spotting this pattern. In my case, I focused on providing documentation for what I COULD prove (like you with your approved time off) and was very clear about being blindsided by the new allegations. I ended up getting approved because TWC determined the additional reasons seemed to be added after the fact and weren't credible. The fact that you expressed genuine surprise during the interview and couldn't provide dates for incidents you never knew about is actually really good for your case. Keep all that documentation organized and don't stress too much - sounds like you handled the interview well!

I'm going through something very similar right now! My employer told me I was fired for "poor performance" but then told TWC I was also "disruptive to the workplace" and had "attendance issues" - which is wild because I literally have perfect attendance records that I can prove. The TWC interview process is definitely nerve-wracking, but from what I've learned lurking in this community, the fact that they called you is actually a positive sign. It means they're not just rubber-stamping your employer's claims and are doing their due diligence. One thing that helped me was creating a timeline of events leading up to my termination, including any documentation I had (emails, texts, schedule screenshots, etc.). Even if you can't disprove their new allegations directly, having solid proof of the inconsistency between what they told you vs. what they told TWC can really strengthen your case. Stay strong - it sounds like you handled the interview really well by being honest about hearing these allegations for the first time. That genuine reaction probably came across as very credible to the investigator. Fingers crossed for both of us!

I just wanted to jump in and say how helpful this thread has been! I'm currently dealing with a similar situation where my employer is now claiming things that were never mentioned during my actual termination meeting. One thing I learned from my cousin who works in HR is that employers sometimes get coaching from their unemployment insurance carriers on how to contest claims. They're literally advised to document any possible reason they can think of to strengthen their case, even if those weren't the real reasons for termination. The silver lining for you, Victoria, is that TWC investigators deal with this constantly and they're pretty good at spotting when an employer is "kitchen sinking" their reasons. The fact that you had approved time off and can document it puts you in a strong position. Also, your genuine surprise at hearing the new allegations during the interview probably came across as very authentic. Keep requesting your weekly payments no matter what happens with the determination - if you win later, you'll only get paid retroactively for weeks you actually requested. And remember, even if the initial determination goes against you, the appeals process gives you another chance to present your case in detail. Hang in there - from everything you've shared, it sounds like you're handling this the right way!

I'm really sorry you're going through this stress, Victoria. What you're experiencing is unfortunately very common - employers often add extra reasons after the fact to try to strengthen their case against unemployment benefits. The good news is that TWC investigators are trained to spot this pattern. The fact that TWC called you for a fact-finding interview is actually neutral to positive - it means they're not just accepting your employer's claims at face value and want to hear your side. Since you can document your approved time off and were genuinely surprised by the additional allegations (which likely came across as authentic during the interview), you're in a better position than you might think. Make sure to keep requesting your weekly payments regardless of what happens with the initial determination. If you do get denied and need to appeal, you'll only receive retroactive payments for weeks you actually requested. Document everything while it's fresh - the timeline of your termination, the approved time off screenshots, and especially your reaction to hearing the new allegations for the first time. That genuine surprise is actually evidence in your favor that these weren't real ongoing issues. Hang in there - from what you've shared, it sounds like you handled the interview well and have good documentation to support your case!