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Just an additional piece of information that might be helpful - when your husband does apply, make sure he has the birth certificate ready to upload, and also be prepared that they might ask for additional documentation to verify the birth date since it's been several months. I've seen ESD be more thorough with verification when applications come in later within the 12-month window.
That's really helpful to know! We do have the birth certificate and I think we still have hospital discharge papers too. I'll make sure we have all that ready before he applies. Thanks for the heads up!
I'm so glad you found this helpful information! Just wanted to add one more thing - when your husband does start his leave and applies, make sure he applies for the full amount of time he wants to take right away. You can't extend PFML claims later if you decide you want more time off. The maximum for bonding leave is 12 weeks, and it has to be taken within that first year after birth. Also, if his employer offers any kind of supplemental paid leave that works with PFML, definitely look into that too since PFML only covers a percentage of his wages. Good luck with everything!
This is such great advice about applying for the full amount upfront! I had no idea you couldn't extend it later. That's definitely something we need to think through carefully before he applies. Do you happen to know if the 12 weeks has to be taken consecutively, or can it be broken up? His work might be more flexible if he could take it in chunks, but I want to make sure that's even allowed under PFML rules.
@Freya Collins Great question! PFML bonding leave can actually be taken intermittently, which is really helpful for families. You can break it up into smaller chunks as long as your employer approves the schedule. Some people do a few weeks right after birth, then save some time for later, or even do part-time schedules. Just make sure when your husband applies that he indicates he wants intermittent leave if that s'the plan, and coordinate the specific dates with his HR department. The key is that all 12 weeks have to be used within that first year after birth, but they don t'have to be consecutive at all!
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This thread has been incredibly helpful! I'm new to this community and currently on unemployment myself, so reading about situations like this really prepares me for what I might face during my own job search. It's eye-opening to learn that eligibility is based on hours worked rather than when you actually get paid - that's definitely not intuitive. What really stands out to me is how this discussion evolved from identifying the problem to finding practical solutions. The suggestion about asking employers for payroll advances seems like such valuable advice that I never would have thought of on my own. It's encouraging to see that many employers actually have policies in place to help with these exact transition challenges. Thanks to everyone who shared their knowledge and experiences here - this is exactly the kind of real-world guidance that makes navigating these systems so much easier!
Welcome to the community, Fiona! You're absolutely right about how valuable this thread has been - it's such a perfect example of how sharing real experiences can help everyone prepare for these tricky situations. I'm also relatively new here and have been following unemployment discussions closely. What I found most surprising was learning that the timing of pay doesn't matter for benefit eligibility - it really is all about the work status itself. The employer advance solution that GamerGirl99 discovered is definitely something I'm filing away for future reference. It's amazing how many resources and programs exist that we just don't know about until we're in a specific situation. This community does such a great job of turning individual challenges into collective learning opportunities. Best of luck with your job search - hopefully you'll have an even smoother transition when the time comes!
As someone new to this community and currently navigating unemployment myself, this thread has been incredibly educational! I had no idea that unemployment eligibility was based on hours worked rather than payment received - that's such an important distinction that isn't immediately obvious. What really impressed me was how quickly this discussion shifted from identifying the problem to finding real solutions. The success story with the employer payroll advance gives me hope that there are more support systems out there than we realize. I'm definitely going to keep this approach in mind during my own job search - being proactive about discussing transition challenges with potential employers rather than just assuming I'll have to struggle through any gaps. It's threads like this that make me grateful to have found such a supportive and knowledgeable community. Thanks to everyone who shared their experiences and advice!
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btw if u do decide to switch from direct deposit to the card or vice versa you can do it online through ur eServices account. go to UI claim > settings > payment options. takes effect for the next payment after u make the change.
This is really helpful information, thank you! I might give the card a try since I'm currently in a situation where getting paid a few days earlier would make a big difference.
Just wanted to add another perspective - I've been using the ReliaCard for about 6 months and while the speed is great, there are some hidden costs to consider. The "free" ATM withdrawals are only at specific ATMs (mostly 7-Eleven and some bank ATMs), and if you need cash elsewhere you're looking at $2.50+ fees. Also learned the hard way that international transactions (even online purchases from some foreign websites) get blocked automatically and you have to call to unlock your account. The 2-3 day wait for direct deposit might be worth it if you do most of your banking online and don't need immediate cash access.
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Glad we could help! Temp workers definitely have the same unemployment rights as everyone else in Washington.
This forum is great for getting real answers. Going to file my claim right now!
Just wanted to add that when you file, make sure to report any severance pay or final paychecks you received from the temp agency. Washington ESD needs to know about all compensation to properly calculate your benefits timing. Also, keep records of when each assignment ended in case they ask for details later.
That's really helpful advice about the severance and final paychecks - I hadn't thought about that. I did get a small payout when my last assignment ended so I'll make sure to include that information. Thanks for mentioning the record keeping too, I'll write down the exact end dates for my assignments just in case.
A Man D Mortal
my freind did appeal in january took almost 10 weeks!! but she won and got all back pay. bring all ur evidence to hearing they wont believe u otherwise
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Diego Castillo
•That's so long! Glad she eventually won though. What kind of evidence did she bring that helped her case?
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A Man D Mortal
•she had emails showing when she worked and bank statements. judge was impressed she was so organized. make sure u have everything in order by date!
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Ana Rusula
I'm in a similar boat right now - filed my appeal 2 weeks ago for a disqualification and still waiting to hear back from OAH. The stress is killing me! Reading through everyone's experiences here is both helpful and terrifying. Some people got hearings in 3-4 weeks, others waited months. I've been keeping meticulous records of everything since filing the appeal and continuing to file my weekly claims like everyone suggests. Does anyone know if the current wait times are longer than usual because of the holidays or is this just the normal pace? Also wondering if anyone has tips for staying sane during this waiting period - the uncertainty is the worst part.
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