Also, make sure you understand how ESD calculates deductions for part-time work. Many people don't realize you can work part-time and still get partial benefits. For every $3 you earn, your weekly benefit amount is reduced by about $1 (after the first $50 which doesn't count against you). So you might not owe back the full amount of benefits you received during those weeks. When you talk to ESD, ask them to explain exactly how they're calculating the overpayment amount.

For future reference (for yourself and others reading this thread), here's how income reporting works with ESD: You must report ANY earnings during the week you earned them, not when you get paid. Even if it's just a few hours or a single gig job. Then ESD applies their formula to determine if you still qualify for partial benefits. This is one of the most common mistakes people make with unemployment claims.

Has your employer been accommodating with your medical appointments at all? if they havent been working with you on your schedule after you provided doctors notes, you might have an ADA complaint too. my sister got unemployment after quitting because her boss refused reasonable accommodations for her medical condition

After reading through this entire thread, I think you have a reasonable case for benefits regardless of whether you quit or are terminated, BUT you need to be strategic in how you navigate this. Here's my comprehensive advice: 1. If you decide to resign, make it explicitly clear in writing that you are resigning due to medical necessity, not to avoid termination. Provide copies of medical documentation with your resignation. 2. When filing with ESD, focus on the medical reasons, not the attendance issues. The attendance problems were a symptom of the underlying medical needs, not misconduct. 3. Be prepared for adjudication - almost all voluntary quits go through this process. During adjudication, provide all documentation showing: - Medical necessity (doctor's notes) - Any attempts to work with your employer on accommodations - The timeline of events including your return from maternity leave - Any evidence that your employer was unwilling to accommodate medical needs 4. Consider also exploring PFML as others have suggested, especially if your or your child's medical issues are ongoing. 5. If denied initially (which happens frequently), immediately appeal and request a hearing where you can present your full documentation. Your situation involves several overlapping areas: maternity leave protections, medical necessity, and potentially ADA considerations. With proper documentation and clear explanation of the medical basis for separation, you have a reasonable path to benefits.

dont forget they take taxes out if u selected that option when u filed! my backdate amount was way less than i expected

mine took 10 days once and only 2 days another time... its totally random lol

Just a quick tip for the future - once you're established in the system, payments usually follow a very consistent schedule. Mine always shows as paid on Tuesdays and hits my account on Wednesdays around 9am. The predictability helps a lot with budgeting. I hope you see your payment soon!

Update: The money hit my account this morning at 6am! You were all right - just needed to be patient. Thanks everyone for the reassurance and helpful info. Definitely less stressed about my future claims now that I know what to expect!

my cousin works at esd and he said they r really backed up right now so even if u report it they might not even look at it for weeks lol

Whether they review it immediately or not is irrelevant - the legal requirement is to report it accurately. If they discover an unreported job refusal during a later audit (which they regularly conduct), benefits can be retroactively denied and overpayments assessed with penalties.