I dealt with the SAME EXACT garbage last year! The standby rules are different from regular UI rules and ESD does a terrible job explaining the transition. My claim got denied for two weeks and I had to appeal and wait THREE MONTHS to get my money back. This system is designed to make people fail, I swear. Just be super careful about documenting EVERYTHING from now on.

For those following this thread: here's what counts as a job search activity for part-time workers still receiving benefits: 1. Applying for a job 2. Attending a job fair 3. Creating a profile on a professional job-matching site 4. Taking a civil service exam 5. Participating in WorkSource workshops 6. Interviewing with potential employers Remember that WorkSource now offers virtual workshops that count toward your activities. This can be easier to fit around a part-time work schedule.

have u checked ur correspondence folder in eservices? sometimes they send questions or need more info but dont email u about it

Update us when you get paid! I'm curious how long it'll end up taking in your case. It really seems to vary person to person.

UPDATE: I talked to my brother again and got more details. He definitely had a 12-month contract with no breaks in service (he even worked through summers doing major maintenance projects). The denial letter specifically cites RCW 50.44.050 about reasonable assurance of returning after breaks. He's going to call ESD tomorrow to try to get this straightened out, then file an appeal if needed. I'll update everyone once we hear something. Thanks for all the advice!!!

One more tip: When your brother appeals, he should specifically request backdating of benefits to his original filing date once the appeal is approved. I've seen cases where ESD only paid from the appeal decision date forward, not from the original claim date. This could be thousands of dollars difference! Good luck!

Just to update - I used Claimyr a few months ago for a different issue (identity verification hell), and I got through to ESD in about 30 minutes after trying to call on my own for two weeks. Not all agents are equally helpful though - if the first person can't help, politely ask to be transferred to a claims specialist or adjudicator who can handle requalification issues.

UPDATE: After trying everything, I finally got through to ESD this morning! The agent confirmed exactly what you all said - I had a disqualification from 2020 that was still in their system, even though I've obviously earned way more than the requalification amount since then. They had to manually override it in the system. All my weeks have been changed from "disqualified" to "processing" and she said I should receive payment for all back weeks within 48 hours. THANK YOU all for your help and suggestions!

Former ESD appeal attorney here. The deadline to appeal is critical - file it even if you're still gathering evidence. You can always withdraw if needed. For your specific situation (alleged unauthorized data access), you'll need to prove: 1. You were authorized to access the systems in question 2. You used them for legitimate work purposes 3. You didn't violate any clearly communicated policies The legal standard for misconduct in Washington requires that your actions were: - Willful or wanton - Deliberately violating employer interests - Showing substantial disregard for your employment obligations If this was simply a misunderstanding about what systems you were allowed to use, that typically doesn't rise to misconduct level. Make sure you emphasize your 4-year positive work history and perfect performance reviews. As for legal representation, the Unemployment Law Project is excellent and offers sliding scale fees. Call them at 206-441-9178 or visit unemploymentlawproject.org.

One thing that really helped me win my appeal was printing out the actual RCW (state law) definition of misconduct and bringing it to my hearing. It's RCW 50.04.294 if you want to look it up. The legal definition is much narrower than what most employers think. Most importantly, if this was just a misunderstanding about which systems you were authorized to use, that's likely NOT misconduct under the law. Misconduct requires you to deliberately disregard your employer's interests. Bring any training materials or emails showing you were given access to these systems. If you have performance reviews showing you were a good employee, bring those too - they help show you wouldn't deliberately violate policy. Oh, and if you decide to get an attorney, many will do a free consultation to evaluate your case. Some work on contingency (only get paid if you win).