Boeing employee here - just went through this in December. Make sure you attend the layoff information session HR provides. They'll give you a packet that explains exactly how to handle unemployment with the severance. There's actually a specific code Boeing gives ESD for our layoffs that helps them process everything correctly. Don't skip that meeting!

Another Boeing employee here who went through this exact situation last year. The key thing everyone's mentioned about filing immediately is absolutely correct, but I want to add one more important detail: when you report your severance on the weekly claims, make sure you report it in the week you actually RECEIVE the payment, not spread across the weeks it's meant to cover. ESD will do the allocation calculation on their end. So if Boeing pays your 12 weeks of severance as a lump sum on your last day, you report that full amount in that first week's claim. Then ESD reduces your benefits for the following 12 weeks based on their calculations. This tripped me up initially because I tried to divide it myself across the weeks, which caused delays in processing. Also, keep copies of ALL your Boeing severance paperwork - the calculation sheet, the payment stub, everything. ESD may ask for documentation later and having it ready speeds things up significantly.

I went through almost this exact same situation about 4 months ago! Got terminated after 58 days at a consulting firm during probation - they just said I "wasn't the right cultural fit" but never provided any specific performance feedback or warnings during my entire time there. I was really stressed about applying because I thought being in probation might automatically disqualify me, but I got approved after about 4.5 weeks of adjudication. The key things that worked in my favor were: no documented performance issues, no policy violations, and no misconduct of any kind. During the adjudication phone interview, they asked very detailed questions about whether I had received any formal feedback, warnings, or disciplinary actions - being able to clearly say "no" to all of that really seemed to help my case. Your situation sounds even stronger since your separation letter specifically says "no misconduct mentioned" - that's exactly the kind of language that helps establish it was a discharge for non-misconduct reasons. Definitely apply ASAP and don't let the probation period discourage you. Washington state law really does focus on whether there was misconduct, not how long you worked. One practical tip: start documenting your job search activities right away even before you're approved, because you'll need 3 per week once benefits start and it's easy to forget to track them properly. Good luck - based on everything you've described, you should have a solid case!

I just wanted to add another success story to give you even more confidence! I was terminated after 41 days during probation from a retail management position last December - they said it was due to "different management styles" but never gave me any coaching, feedback, or documented performance issues. I was really nervous about the probation period affecting my claim, but I was approved after exactly 3 weeks of adjudication. What really helped during my adjudication interview was being able to clearly explain that the termination was based on subjective fit issues rather than any concrete performance failures or misconduct. The adjudicator asked if I had violated any company policies, missed work without permission, or received any disciplinary actions - when I could honestly answer no to all of those questions, it seemed to make the decision pretty straightforward. Your case sounds even stronger because you have that separation letter explicitly stating no misconduct was involved. That's going to be really helpful documentation during the adjudication process. Also, having 3 years of work history at your previous job definitely helps with base year earnings, so you should be in good shape there too. I know the waiting period feels stressful (especially with bills), but try to stay positive - based on everything you've shared, you have all the right factors for approval. Just make sure to apply today and start those job search activities right away. You've got this!

As someone who just went through this process successfully, I can share what worked for me. I'm also in tech and was doing mostly LinkedIn applications. Here's what I documented: For LinkedIn apps: "LinkedIn Application - [Company Name] - [Position Title]" and for contact info I used the company's main careers page URL or just "LinkedIn Jobs Portal" For networking: I used work emails or LinkedIn profile URLs, never personal contact info The key thing that gave me confidence was calling ESD directly (used that Claimyr service someone mentioned above - totally worth it to skip the phone queue). The agent confirmed that they're looking for evidence of legitimate job search activity, not trying to catch people on minor documentation issues. I also kept a personal spreadsheet with full details (exact URLs, application tracking numbers, follow-up notes) but only transferred the essential info to the official ESD log. This gave me backup documentation without cluttering the official form. Been doing this for 3 months now with weekly claims approved consistently. The fact that you're being thoughtful about documentation and actually doing more than the minimum required activities shows you're approaching this the right way. Don't let the anxiety get to you - sounds like you're doing everything correctly!

I'm a case worker at a local WorkSource office and can confirm what others have shared here. ESD's main concern during job search log reviews is verifying that claimants are making genuine, consistent efforts to find work in their field. For LinkedIn applications, your approach of noting "LinkedIn - [Company Name]" with the position title is perfectly adequate. We don't expect exact URLs - those links often expire anyway. For contact information, the company's main website or careers page URL works fine, or even just "LinkedIn Jobs Portal" as one commenter mentioned. Regarding networking activities, using professional contact info (work email, LinkedIn profile) while protecting personal information is exactly what we recommend. ESD understands the importance of maintaining professional relationships. One thing I always tell clients: the fact that you're doing more than the minimum 3 activities per week shows you're taking your job search seriously. That's exactly the kind of effort ESD wants to see. Your instinct to document your strongest activities is spot-on. Keep doing what you're doing - you're clearly approaching this responsibly and thoughtfully. The anxiety is understandable but unnecessary in your case.

I went through adjudication last year and completely understand the panic you're feeling right now! The waiting is absolutely brutal when you're watching your finances drain away. One thing that really helped me was creating a simple checklist of everything I needed to document before calling ESD. For your situation with the hostile manager and hour cuts, make sure you have: - Screenshots of the original job posting showing your expected hours - Pay stubs from before vs after the hour reduction - Copies of those HR complaint emails you mentioned - Any text messages or emails documenting specific incidents - Names/contact info of coworkers who witnessed the hostile behavior When you call tomorrow at 8 AM, be very clear about BOTH issues - the 40% hour reduction (constructive dismissal) AND the hostile work environment (good cause to quit). Don't let them frame it as just "quitting because you didn't like your boss." You were essentially forced out through both financial pressure and an unbearable work environment. I also want to echo what others said about emergency assistance - I was too proud to apply at first but it literally saved me from eviction while waiting for my claim to resolve. Most programs have much faster approval than ESD! Your case honestly sounds stronger than mine was and I got approved after 6 weeks. Keep filing those weekly claims and don't give up! This community was my lifeline during that nightmare too. 💪

I'm so sorry you're going through this stress! Adjudication is absolutely nerve-wracking when you're already dealing with financial anxiety. From what you've described, you actually have multiple strong arguments for your case. The 40% hour reduction is huge - that's textbook constructive dismissal, which ESD typically treats more favorably than a standard "quit." Combined with your documented HR complaints about the hostile work environment, you have solid evidence for "good cause" to quit. Don't panic about missing that response deadline! When you call ESD tomorrow at 8 AM (best time to get through), explain you just discovered the message and ask them to reopen your response period. Most agents will work with you if you're honest about the timing. Make sure you emphasize BOTH the hour cuts AND the hostile environment - having multiple valid reasons strengthens your case significantly. Keep all that documentation ready: HR emails, pay stubs showing the reduction, any incident records. Most importantly, KEEP FILING your weekly claims during adjudication! You'll receive backpay for all eligible weeks once it's resolved. I know the waiting is excruciating, but based on your documentation and the constructive dismissal angle, you're in a much stronger position than you think. Hang in there! 💪

My cousins worked at Boeing and he had some issue with his back and couldn't work for like 3 months. He said the IAM disability was actually pretty decent for that. Got checks pretty quickly without much hassle. But yeah the family stuff is bad. Good luck with the baby!

As someone who went through this same situation when I started at Boeing IAM two years ago, I totally get your frustration! The family leave benefits are definitely the weak spot compared to state PFML. One thing that might help - you can potentially supplement the 5 days paid parental leave with vacation time and unpaid FMLA if you qualify. Also, if your partner works somewhere with state PFML coverage, they can take the full 12 weeks for bonding leave. It's not ideal having to navigate different systems, but there are ways to make it work. Congrats on the upcoming baby!