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I've been following this thread closely because I'm in a nearly identical situation - just got approved for PFML to care for my spouse after their surgery, and my employer is also saying I can use sick leave during the same period. Reading everyone's experiences here, especially the detailed explanations from Carmen and the real-world examples from people like Ethan, Nina, and Zane, has been incredibly valuable. What I'm taking away is that the "hour-by-hour" rule is absolutely critical to understand. It sounds like as long as you're transparent about reporting ANY employer payments on your weekly certifications and you're not claiming benefits for the exact same hours twice, you should be okay. But the horror stories about surprise overpayment notices months later are definitely motivating me to be extra cautious. I'm planning to call ESD this week using the tips shared here (8-8:15 AM on a Tuesday, or possibly trying Claimyr) to get crystal clear guidance for my specific situation before I submit any claims. I'm also going to follow Nina's advice about documenting everything and taking screenshots of all my submissions. One question for those who've been through this successfully - when you reported employer payments on your weekly certification, did ESD automatically reduce your PFML benefits for those specific hours, or did you have to calculate the reduction yourself? I want to make sure I understand exactly how the system works to avoid any mistakes. Thanks to everyone who shared their experiences - this community support is invaluable when navigating these confusing benefit programs!
Great question about how the system handles the calculations! From my experience with PFML last year, ESD automatically calculates the reduction when you properly report employer payments on your weekly certification. You don't have to do the math yourself - their system is actually pretty smart about it. When I reported my employer's sick leave payments, I just entered the total dollar amount and the specific days/hours it covered in the "other income" section of the weekly claim. ESD's system then automatically reduced my PFML benefit payment accordingly. For example, if I was supposed to get $400 in PFML for the week but reported $150 in sick leave for 2 days of that week, my PFML payment would be reduced to account for those overlapping hours. The key is being very specific about which days and hours the employer payment covers. The weekly certification asks for details like "dates covered" and "hours covered" - don't just put the dollar amount. The more detail you provide, the more accurately their system can calculate the proper PFML amount. I'd still recommend calling ESD to walk through your specific situation before submitting, especially since spouse care might have some nuances I'm not familiar with. But in general, their automated system handles the calculations once you provide accurate information. Much easier than trying to figure out the math yourself and potentially getting it wrong!
This thread has been incredibly helpful! I'm actually dealing with a very similar situation right now - just got approved for PFML for my own medical recovery, and my employer mentioned they might pay out some of my accrued vacation time during the same period. After reading through all these experiences, especially Ethan's overpayment nightmare and the detailed explanations about the hour-by-hour rules, I'm definitely going to be proactive about this. The key takeaways I'm getting are: be completely transparent on weekly certifications, document everything, and call ESD BEFORE accepting any payments to clarify the rules. One thing I'm curious about - has anyone dealt with vacation pay specifically rather than sick leave? I'm wondering if the same hour-by-hour rules apply, or if there are any different considerations for vacation vs. sick leave when it comes to PFML overlap. My HR department seems just as confused as everyone else's, so I definitely want to get official guidance from ESD directly. Thanks to everyone who shared their real experiences here - you've probably saved a lot of people from serious financial headaches! I'm going to try the 8:15 AM Tuesday call strategy, and if that doesn't work, I'll definitely consider using Claimyr to get through faster.
Great question about vacation pay! From what I understand, the same hour-by-hour rules apply regardless of whether it's sick leave, vacation pay, or any other type of employer compensation. The key principle is that you can't receive PFML benefits for hours where you're also receiving other wage replacement payments. I actually had a similar situation with vacation pay last year during my PFML claim. When I called ESD (definitely try that 8:15 AM Tuesday strategy - it worked for me!), they confirmed that vacation pay is treated exactly the same as sick leave for PFML purposes. You just need to report the specific dates, hours, and dollar amounts on your weekly certification, and their system will automatically adjust your PFML benefits accordingly. The rep I spoke with emphasized that it doesn't matter what TYPE of employer payment it is - vacation, sick leave, personal days, etc. - what matters is that you're transparent about reporting any overlapping hours where you're receiving pay from your employer while also claiming PFML benefits. I'd definitely recommend getting that clarification from your HR in writing before proceeding. After reading all these experiences, especially Ethan's situation, it's clear that being overly cautious upfront is way better than dealing with overpayment issues later. The documentation and screenshot tips from others here are solid advice too!
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This is such a complex and frustrating situation, and I really feel for you having to navigate this with a newborn! I went through something similar last year and learned the hard way that there are actually THREE different sets of requirements you might be dealing with: federal FMLA (1,250 hours + 12 months employment), Washington state's own family leave job protection (which I believe has slightly different criteria), and the PFL benefits eligibility (820 hours in qualifying period). What really helped me was requesting a meeting with HR rather than just email - it's harder for them to brush you off in person, and you can ask questions in real time about their calculations. When I did this, I discovered they had miscounted several pay periods where I had worked split shifts, and they hadn't properly included some holiday hours I'd worked. Also, if you do find out you don't qualify for job protection, don't panic yet. Some employers will still work with you on returning to a similar position, especially if you've been a good employee. And like others mentioned, if you suspect any discrimination or if they're treating you differently than other employees in similar situations, document everything and consider contacting the EEOC or a labor attorney for a consultation. Many will give you a free initial consultation to tell you if you have a case. You're not powerless here - keep fighting for what you deserve!
This is really helpful advice about requesting an in-person meeting with HR! I hadn't thought about how split shifts and holiday hours might get miscounted - that could definitely make a difference in my situation since I picked up a lot of extra holiday coverage shifts last year. The point about there being three different sets of requirements is eye-opening too. I'm going to schedule that HR meeting this week and come prepared with my own hour calculations. It's reassuring to know that even if I don't technically qualify for job protection, some employers will still work with you. Thanks for the encouragement - I really needed to hear that I'm not powerless in this situation!
I'm so sorry you're dealing with this stressful situation! As someone who works in employment law, I want to add that you should also check if your employer is subject to Washington's Pregnancy Discrimination Act, which provides additional protections beyond FMLA. Even if you don't meet the federal hour requirements, Washington state law may still protect your position. One thing I haven't seen mentioned yet is that you should also verify whether your employer correctly calculated your "qualifying period" for the 1,250 hours. Some employers mistakenly use the wrong 12-month period - it should be the 12 months immediately before your leave started, not a calendar year or fiscal year. If you discover your employer made calculation errors and you actually do qualify, they could be in serious legal trouble for denying your return. Document every conversation about this in writing and keep copies of all your timesheets. Many employment attorneys will take these cases on contingency if there's clear employer wrongdoing. Don't let them make you feel like you don't have options - Washington has some of the strongest worker protections in the country!
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I'm going through the exact same thing right now - pending resolution for about 10 days with absolutely no explanation. It's so frustrating because you can't plan anything or know when (or if) you'll get the money you're counting on. I've tried calling multiple times but like everyone else, I just get stuck on hold forever. Reading through all these responses, it sounds like the Claimyr service might be worth trying since so many people have had success actually getting through to a real person who can explain what's happening. The not knowing is honestly the worst part - I'd rather know there's a problem I need to fix than just sit here wondering if my claim is even being processed.
You're absolutely right about the limbo feeling - it's like being stuck in this endless waiting game while bills keep piling up. I've checked my correspondence section multiple times and there's nothing there, which makes it even more maddening. At least if they told me "we need X document" I could do something about it. The Claimyr service is starting to look like the only real option to get answers. It's frustrating that we have to pay a third party just to talk to our own state agency, but if it works it might be worth it for peace of mind alone.
I'm in the exact same boat - 16 days of pending resolution now and it's driving me crazy. The financial stress is bad enough without the added uncertainty of not knowing what's happening. I've been following this thread and I think I'm going to bite the bullet and try Claimyr too. At this point paying for the service seems worth it just to get some clarity on what's actually going on with my claim. The fact that so many people here have had success with it gives me hope that it's legitimate. Has anyone had luck with the state representative suggestion mentioned earlier? I'm willing to try anything at this point.
I'm dealing with the exact same frustrating situation - my claim has been stuck on "pending resolution" for almost 3 weeks now with zero explanation. Like everyone else here, I've tried calling countless times only to wait on hold for hours before getting disconnected. What's really getting to me is the complete lack of transparency - how are we supposed to fix whatever the issue is if they won't even tell us what it is? I've checked my correspondence, looked for pending items, verified all my information, and there's absolutely nothing indicating what they need from me. The financial stress of waiting indefinitely while bills pile up is honestly taking a toll on my mental health. Based on all the positive feedback in this thread about Claimyr, I think I'm going to give them a try. It's ridiculous that we have to pay a third-party service just to talk to our own state agency, but at this point I desperately need answers. Has anyone tried contacting their local legislator's office like someone mentioned? I'm willing to explore every option because this waiting game is unsustainable.
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Remember you have to file your weekly claim every week even if you haven't received your first payment yet. Miss a week and you lose those benefits permanently.
Good to know, I'll set a reminder on my phone if I end up filing. What day of the week do you have to file?
You can file your weekly claim starting Sunday for the previous week. Most people do it Sunday or Monday to stay on schedule.
I was in a similar situation last year - part-time restaurant work and wondering if unemployment was worth the hassle. For someone making $18/hour part-time, you'll probably get somewhere between $250-400 weekly depending on your highest earning quarter. The application process is actually pretty straightforward online, and even if it seems like a lot of work upfront, the benefits can really help while you're looking for something better. Just make sure you have all your employment dates and employer info ready before you start the application. The job search requirements aren't too bad either - 3 activities per week which can include applying for jobs, updating your resume, or even networking. Definitely worth applying if you qualify!
Thanks for sharing your experience! That range of $250-400 weekly is really helpful to know. I was worried it might not be worth it for part-time work, but that could actually cover a decent chunk of my expenses while I look for something full-time. Did you find the 3 job search activities per week requirement hard to meet? I'm wondering what kinds of things count besides just applying to jobs.
The 3 job search activities per week is actually pretty manageable once you get into a routine. Besides applying for jobs, you can count things like attending virtual job fairs, taking online courses related to your field, networking events, even just researching companies and their hiring practices. I used to do a mix - usually 1-2 job applications and then something like updating my LinkedIn profile or taking a free skills course online. The key is just keeping good records of everything you do because Washington ESD can audit your job search log at any time. WorkSourceWA also has tons of free resources that count toward your requirements.
Ava Garcia
I just went through this exact same panic when I started my unemployment claim a few weeks ago! Seeing "WW served" pop up on my account made me think I was in some kind of legal trouble or that there was a major problem with my application. The terminology is so unnecessarily confusing - like others have mentioned, why not just say "Unpaid Waiting Week Completed" or something that actually makes sense to regular people? I spent hours searching through the Washington ESD website trying to find an explanation and came up empty. It's honestly ridiculous that we have to rely on community forums to understand basic unemployment terms that affect literally everyone who files a claim. Thank you to everyone who explained this so clearly - you've saved so many people from unnecessary stress and worry! The waiting week requirement does seem pretty outdated, but at least now I know it's totally normal and not something to panic about.
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Zainab Mahmoud
•I completely relate to that panic! When I first saw "WW served" on my claim, I immediately thought Washington ESD was saying I was being legally served with some kind of violation notice. The terminology they use is honestly terrible - it sounds so much more serious and scary than it actually is. I also spent way too much time digging through their website looking for answers and found absolutely nothing helpful. It's frustrating that something affecting every single unemployment claimant isn't explained clearly anywhere obvious. You're so right that they should just say "Unpaid Waiting Week Completed" - that would save thousands of people from unnecessary anxiety! I'm just grateful for threads like this where real people explain things in plain English instead of confusing government jargon.
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Diego Flores
I'm dealing with this exact same situation right now and was getting really worried! I filed my unemployment claim with Washington ESD about a week ago and just noticed "WW served" showing up on my account status. Like everyone else here, I had no idea what it meant and was starting to think I'd made some mistake in my application or that there was an issue with my eligibility. It's such a relief to read through all these explanations and realize it's just the standard unpaid waiting week that everyone has to go through. The terminology really is awful - "served" sounds so intimidating when you're already stressed about being unemployed! Thank you to everyone who took the time to explain this clearly. It's honestly sad that we have to rely on community forums to understand basic unemployment terms that should be clearly explained on the official website. At least now I know to keep filing my weekly claims and that I'll start getting paid after this first unpaid week. This community is amazing!
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Diego Vargas
•I totally understand that worried feeling! I went through the exact same thing when I first filed my claim a couple months ago. That "WW served" status is honestly one of the most confusing things about the whole unemployment system - the terminology makes it sound like something serious is happening when it's actually just their weird way of saying you completed your required waiting week. I also thought I'd messed something up in my application at first! It's really frustrating that Washington ESD uses such unclear language for something that literally every single person filing unemployment goes through. You're absolutely right that we shouldn't have to hunt through forums to understand basic claim statuses. But you're totally on the right track - just keep filing those weekly claims and you should start seeing payments after that first unpaid week. Welcome to the community and don't hesitate to ask if you have other questions!
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