I had this exact same issue a couple weeks ago and it was driving me crazy! Turns out I was overthinking it completely. Like others have mentioned, you only need the 4-digit PIN if you want to file your weekly claims by phone through their automated system. If you're comfortable using the online portal (which sounds like you are since you're trying to access your account online), you can just keep filing through your SAW account without ever needing that PIN. I ended up never even bothering to get my PIN reset because the online system works so much better anyway. Don't stress yourself out over it - just file online and you'll meet your deadline no problem!

I just want to echo what everyone else is saying here - you really don't need to stress about the PIN if you can file online! I made the same mistake a few weeks ago and spent way too much time worrying about it. The 4-digit PIN is only for the telephone filing system, which honestly isn't as convenient as the online portal anyway. As long as you can log into your SAW account on the website, you can file your weekly claims there without any PIN required. Save yourself the headache of trying to get through on those phone lines and just stick with online filing. The most important thing is meeting your deadline, and you can absolutely do that through the website!

I went through something similar when my husband got a job offer in Colorado. One thing that really helped my case was getting a letter from HR at my company stating that they had no remote work options or transfer opportunities available. ESD wants to see that you explored all reasonable alternatives before quitting. Since your situation involves family caregiving, you might also want to get documentation from Montana's caregiver program showing that your wife is in the approval process - even if she doesn't have the job yet, it demonstrates this isn't just a casual move. Also, keep in mind that Montana has a lower cost of living than Washington, so if you do get approved, your benefit amount might go further there than it would here.

I've been following this thread and wanted to add something that might help. I work in HR and have dealt with several employees who needed to quit for family caregiving situations. From what I've seen with ESD cases, the timing of your wife's employment status is crucial, but don't overlook the caregiving aspect itself. Washington does recognize family caregiving responsibilities as potential "good cause" for quitting, especially when it involves relocating to care for an elderly parent or in-law who needs assistance. My suggestion would be to gather documentation on multiple fronts: 1) Medical documentation of your mother-in-law's need for care, 2) Official correspondence from Montana's caregiver program showing your wife is in the approval process, 3) A letter from your current employer confirming no remote work or transfer options, and 4) Any timeline information from the Montana program about when approval is expected. Even if your wife doesn't have the job "secured" yet, if you can demonstrate this is a legitimate family caregiving situation with a high likelihood of employment (not just speculation), you might have a stronger case than initially thought. The key is showing ESD this isn't just a voluntary move but a necessary one for family care responsibilities.

OMG I had almost EXACT same thing happen!!! Got hired at hotel front desk, then they wanted me to deliver alcohol to rooms which is against my faith too! I quit and got denied but didn't know I could appeal and just gave up. Don't make my mistake!!! APPEAL APPEAL APPEAL!!!

I'm so sorry you're going through this - it sounds incredibly stressful! As someone who's navigated ESD appeals before, I wanted to add a few practical tips that helped me. When you write your appeal letter, be very specific about the timeline - mention that alcohol service wasn't disclosed until your first day, that you immediately sought accommodation, and that your supervisor explicitly refused. Also, if you can get anything in writing from the employer (even an email confirming they won't accommodate), that's gold for your case. The religious accommodation angle is really strong here since they had zero mention of alcohol in the original posting. Keep copies of EVERYTHING you submit and send your appeal via certified mail if possible. You've got a solid case - don't let ESD's automatic denial discourage you!

Make sure you register with Washington ESD as soon as you hire your first employee. There are penalties for late registration and you'll be liable for back taxes from the date you should have registered.

Thanks everyone for all this detailed info! This thread has been incredibly helpful. Just to summarize what I've learned: new tech businesses typically start around 1.5-2.7%, there's an additional 0.02% surcharge, taxes are paid quarterly on wages up to $68,500 per employee, and rates can drop significantly over time with good experience ratings. The hardest part seems to be actually reaching Washington ESD when you have questions - definitely going to check out that Claimyr service several people mentioned. Really appreciate this community sharing real-world experiences!

Late to this thread but wanted to mention that Washington state also has resources through WorkSource for people dealing with workplace issues. They might be able to help you navigate both the job search and benefits aspects of your situation.

I've been in a similar situation and wanted to share some additional perspective. While the good cause exceptions do exist, I'd strongly recommend trying to resolve the issues through your company's HR department first if you haven't already. Washington ESD will often ask if you attempted to use internal processes before quitting. Even if HR doesn't fix the problem, having that documentation of your attempt to resolve it internally can significantly strengthen your case. Also, consider reaching out to an employment attorney for a consultation - many offer free initial consultations and can help you understand both your unemployment eligibility and whether you might have other legal options regarding the harassment. Sometimes just having that legal perspective can help you make a more informed decision about your next steps.