Update: I tried the Claimyr service that was recommended, and I actually got through to ESD! The agent told me my employer DID respond and said I was terminated for "failure to meet performance expectations" but they didn't provide any documentation to back it up. The agent said without documentation, it would likely be decided in my favor, but the adjudication could still take 4-6 more weeks due to backlog. I explained about the lack of write-ups and the positive meeting two weeks before termination, and she added notes to my claim. She also suggested I upload a written statement explaining this in detail, which I just did. Frustrated that my employer wasn't honest with me about not contesting, but at least now I know what I'm dealing with. Thanks everyone for your help!

Really glad you were able to get through to ESD and find out what your employer actually said! It's unfortunately very common for employers to tell terminated employees they won't contest the claim, then turn around and provide reasons that could potentially disqualify you. At least now you know exactly what you're up against. The fact that they claimed "failure to meet performance expectations" but provided zero documentation is actually a good sign for your case. ESD typically needs to see a clear pattern of documented poor performance and warnings for that to constitute misconduct. One unsigned probation notice from January with positive interactions since then doesn't meet that bar. 4-6 weeks is still a long time to wait when bills are piling up, but it sounds like you're in a strong position for approval. Make sure you keep filing those weekly claims - you can't get back pay for weeks you didn't file even if you're eventually approved. Hang in there! The waiting is the worst part, but it sounds like you've done everything right.

Based on all the responses here, it's clear that you'll be eligible for unemployment benefits even if you volunteer for the layoff. The consensus from people who've actually gone through this with Washington ESD is that voluntary layoffs are still considered involuntary separations since your employer is the one eliminating positions. I'd recommend taking the severance package if it looks good - you can have both the severance pay and then transition to unemployment benefits afterward. Just make sure to keep all the documentation about the company-initiated workforce reduction and file your UI claim promptly after your last day. Sounds like a win-win situation if the severance is decent!

I'm a former Washington ESD claims examiner and can confirm what everyone here is saying - voluntary layoffs absolutely qualify for unemployment benefits. During my time there, we processed hundreds of these cases and the key factor we looked at was whether the employer initiated the workforce reduction, not whether the employee volunteered to be selected. The legal distinction is clear: layoff = employer eliminates position due to business needs, quit = employee chooses to leave for personal reasons. When you file your claim, select "laid off" as your separation reason and explain in the comments that you were selected from volunteers during a company-initiated downsizing. Keep documentation from your employer about the layoff announcement and you should have no issues with approval.

One more thing - if you need to reach Washington ESD before your hearing to clarify anything, I had success using Claimyr after weeks of trying to call on my own. Worth checking out their website at claimyr.com if you're having trouble getting through.

I went through a similar hearing last month where my employer disputed my claim saying I was fired for tardiness when I was actually terminated due to company restructuring. My employer didn't show up either, and while the hearing was much easier without them there, the judge still made me walk through the entire situation step by step. Make sure you have all your dates straight and can clearly explain the timeline of events leading to your layoff. The judge will want to understand exactly what happened and why you believe it was a layoff rather than misconduct. Having that email about budget cuts will definitely help your case - anything that shows the company was having financial issues supports your version of events. You've got this!

For what it's worth, 8 months of consistent part-time work should definitely be enough to qualify, especially if you were working regular hours. You're probably worrying for nothing!

Last bit of advice - apply as soon as you're unemployed, don't wait. There's a waiting week, and benefits are calculated from when you file, not when you lost your job. Time matters!

This whole discussion shows how complicated unemployment can be for school employees. Really appreciate everyone sharing their experiences and knowledge!

I'm a cafeteria worker too and just went through this exact situation last month! I ended up calling Washington ESD using that Claimyr service someone mentioned - it really does work. The agent told me that even with a contract, if your hours can change significantly or if there's any uncertainty about your actual position (like budget cuts, enrollment changes, etc.), you might still qualify. She said the "reasonable assurance" rule isn't as black and white as it seems. Definitely worth applying even if you think you might get denied initially. The worst they can say is no, but you might be surprised! Also keep all your employment paperwork - contract, job description, anything showing how your hours might vary.