Thanks everyone for all the helpful advice! I feel much more confident about filling out this form now. Going to gather my payroll records tonight and submit the response online tomorrow. Really appreciate this community.

One thing I'd add is to make sure you keep detailed records of all your communications with Washington ESD about this claim. Save copies of your response, any follow-up correspondence, and note down dates/times if you speak with anyone by phone. This documentation can be really valuable if there are any issues or appeals down the road. Also, since this is your first time dealing with this, it might be worth reviewing your employee handbook and separation procedures to make sure you're prepared if this situation comes up again in the future.

One thing to watch out for - if you win a wrongful termination lawsuit later, ESD might come back and say you owe some benefits back if you receive lost wages as part of your settlement/judgment. It's not always the case, but worth keeping in mind so you're not surprised.

Congratulations on your win! That's such a relief after 6 weeks of stress. I'm going through something similar right now - my former employer is claiming I was fired for "performance issues" but I have evidence showing it was really retaliation for filing a workplace discrimination complaint. Your case gives me hope since you had solid documentation (those timestamped texts were smart!). I've been collecting everything I can find - emails, witness contact info, even security footage requests. Quick question - did you represent yourself during the ESD process or did you get help from anyone? I'm worried about messing up my case since I've never done this before. The whole adjudication process seems so formal and intimidating. Also totally agree with others about consulting an employment attorney ASAP. The statute of limitations clock is ticking and you want to strike while the evidence is fresh. Best of luck with whatever you decide!

Congrats on getting your first payment sorted out! This is exactly why this community is so valuable - ESD's confusing terminology has stressed out so many people unnecessarily. For future reference, you can also check the "Payment History" section of your eServices account to see a clearer breakdown of what each week's status means. And don't forget to keep track of your job search activities in a spreadsheet or document - it makes the weekly filing process much faster once you get into the routine!

So glad you got it figured out! This is such a common confusion point for new claimants. Just wanted to add - if anyone else reading this is in a similar situation, another way to confirm everything is working properly is to look for the "weekly benefit amount" listed in your claim summary. As long as that shows a dollar amount (not $0), your claim is approved and the "disqualified" waiting week status is just the system's weird way of saying "unpaid waiting period." Keep filing consistently and you should see payments start flowing after that first week!

I was in almost the exact same situation - got fired from a retail job for being late too often because of unreliable public transit. The good news is that Washington ESD approved my benefits because I could prove the transportation issues were beyond my control. Here's what really helped my case: I documented everything with screenshots from the bus tracking app showing consistent delays, saved the official service alerts from the transit authority about route disruptions, and most importantly, I had evidence that I'd tried to work with my manager on solutions (like starting later) but was told company policy wouldn't allow it. The fact that you've been there 2 years with no other issues and that you proactively asked about schedule changes will definitely work in your favor. When you file, be very specific about the circumstances - don't just say "attendance problems" but explain the transportation challenges and your attempts to resolve them. Even if it goes to adjudication, having all that documentation ready will speed up the process. File as soon as possible since benefits only start from when you apply, not when you were terminated.

Don't lose hope - your situation sounds very winnable! I was fired for tardiness due to my kids' school bus being consistently late, and I got approved for benefits after adjudication. The key things that helped my case were: 1) Documenting the transportation issues with screenshots and official alerts, 2) Showing I had tried to work with my employer on solutions (like you did when asking about schedule changes), and 3) Demonstrating that my tardiness wasn't willful misconduct but due to circumstances beyond my control. Your 2-year employment history with no other issues will definitely work in your favor. When you file, make sure to explain in detail about the bus route problems and how you requested accommodation but were denied due to company policy. Keep collecting those bus delay screenshots and service alerts - they're gold for your case. File ASAP since benefits only start from your filing date, and don't let the potential for adjudication scare you. Having solid documentation makes the process much smoother.

As someone who's helped several friends navigate both PFML and workers' comp claims, I want to emphasize what others have said about the workers' comp coordination. Since this was a construction accident, your partner should definitely file a workers' comp claim with L&I if he hasn't already. In Washington, workplace injuries are typically covered by workers' comp first, and it usually provides better benefits than PFML. However, don't stop the PFML process you've already started! Sometimes there are gaps in coverage or timing issues where PFML can bridge benefits while workers' comp is being processed. Both programs have their own weekly certification requirements, so you'll want to stay on top of both if you end up filing with L&I too. One thing to watch out for - if workers' comp approves the claim, they may require you to pay back any PFML benefits received for the same period. But it's better to have some income coming in while everything gets sorted out rather than having no benefits at all. The key is being transparent with both agencies about the other claim. They deal with coordination all the time, so don't try to hide one from the other - that's where people get into trouble.

I went through this exact situation last year after a workplace injury. Definitely file both PFML and workers' comp claims - you're absolutely right to pursue both routes! One thing I learned is that L&I workers' comp claims can take even longer to process than PFML (sometimes 4-6 weeks), so having the PFML claim already in progress is smart. When I filed both, L&I eventually covered most of my benefits, but PFML filled in the gap during those first few weeks while L&I was still reviewing my case. Just make sure when you file the L&I claim, you mention that you've already filed PFML for the same injury. They have a specific form (I think it's called a "coordination of benefits" form) that helps them track overlapping claims. The claims adjusters from both agencies actually communicate with each other to sort out who pays what. Also, workers' comp typically covers more than just wage replacement - it can cover medical expenses, vocational rehabilitation if needed, and sometimes has better long-term disability coverage. So even if PFML gets approved first, the L&I claim is still worth pursuing for the additional benefits. Keep doing those weekly certifications for PFML while you get the L&I paperwork together. You're handling this exactly right!