As a new bus driver, I really appreciate all the detailed info here! One thing I'm curious about - does it matter if we're part-time vs full-time drivers? I only drive morning and afternoon routes (about 6 hours total per day) and wondering if that affects eligibility or benefit amounts.

Part-time vs full-time status doesn't affect eligibility - what matters is meeting the minimum earnings requirements during your base year. Your benefit amount will be calculated based on your total wages, so part-time drivers typically get lower weekly benefits than full-time drivers, but you can still qualify. The 6 hours daily you're working should be plenty to meet the requirements as long as you've been working consistently during the school year.

Congratulations Anastasia! That's such great news and what a relief that must be! I'm currently waiting for my own appeal decision after a similar situation - my employer also falsely claimed I quit when I was actually terminated. Your post gives me hope that justice can prevail. How many days was it from your hearing to getting the decision? And did you have to provide any additional documentation during the process or was it just based on what you presented at the hearing?

Wow, what an incredible outcome! Congratulations on winning your appeal and getting that back pay - $7,850 is life-changing money when you're struggling with bills. It's so encouraging to see someone fight the system and win, especially when employers try to falsely claim voluntary quit to avoid paying into the unemployment fund. Your case gives hope to others dealing with similar situations. Thanks for updating us with the good news and timeline - 6 days is remarkably fast! Enjoy that well-deserved relief!

Just to provide some additional clarification: The law requires continued job search activities until you're actually employed, not just until you have an offer. This is because offers can fall through, and ESD wants to ensure you remain actively seeking work until you're officially employed. When you file your weekly claim for the week you start working, you'll report your hours and earnings, and if you work full-time that week, that will effectively end your claim. For partial weeks, you may still be eligible for partial benefits depending on your earnings. As others have suggested, utilizing the variety of qualifying activities (workshops, networking, etc.) rather than just job applications can make this requirement more meaningful during your transition period.

Just wanted to add that you should also make sure to keep detailed records of all your job search activities during these last two weeks. ESD can audit your job search log at any time, and having thorough documentation (dates, contact info, method of contact, etc.) will protect you if they ever question your activities. Since you're so close to starting your new job, you definitely don't want any issues that could delay or complicate your final benefit payments. Good luck with the new position!

Smart move keeping it simple with the job searches! Just wanted to add that when you do start your new job, make sure to report your GROSS wages (before taxes) on your weekly claim, not your take-home pay. A lot of people mess that up and it can cause issues later. Also, if your employer gives you any signing bonus or relocation assistance, that might need to be reported too depending on the timing. The ESD website has a good section on what counts as reportable wages. Good luck with the new position!

Congrats on the job offer! I went through something similar last year and here's what worked for me: I continued filing weekly claims and doing my 3 job searches until my actual start date. The key thing is DON'T report the job offer on your weekly claims - you only report actual wages earned. I kept a detailed log of all my job search activities just in case ESD ever audited me later. When I finally started working, I reported my first week's gross wages on that weekly claim. The whole process went smoothly and I never had any issues with overpayments or anything like that. Just stay consistent with your weekly filings and job searches until you're actually earning a paycheck!

One last tip - when you file, be specific about the safety issues you reported and the timeline. Don't just say 'performance problems' if you think it was retaliation. The more context you provide upfront, the better Washington ESD can evaluate your claim.

I went through a similar situation last year - got terminated for "performance issues" but I'm pretty sure it was actually because I had filed a complaint with L&I about workplace safety violations. The timing was just too suspicious. Washington ESD approved my claim without any issues once I explained the full timeline during my initial application. The fact that you reported unsafe conditions and then got fired shortly after is definitely something they'll take into consideration. Make sure to include all those details and dates when you file - it really strengthens your case if they can see a pattern of retaliation rather than legitimate performance concerns.