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Because it's not just based on annual salary - it's based on your quarterly earnings pattern. Someone making $60K all in one quarter would get different benefits than someone making $15K each quarter.
That's a great explanation of how the quarterly earnings pattern affects benefits! I'm starting to understand why my coworker who made the same annual salary as me got a different benefit amount. She had more consistent quarterly earnings while mine were higher in some quarters due to bonuses and overtime. It makes sense now that they use your highest quarter divided by 13 weeks as the basis for the calculation.
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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 hadn't thought about WorkSource for this. I'll definitely look into what resources they have available.
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.
This is really solid advice, thank you. I haven't gone to HR yet because honestly I was worried it might make things worse, but you're right that it could be important for building my case. Do you know if there's a specific way I should document the HR complaint, or is it enough to just have evidence that I reported it? Also, did you end up qualifying for benefits when you went through this?
When you make the HR complaint, definitely request everything in writing - either email your complaint or follow up any verbal conversation with an email summarizing what you discussed and when. Keep copies of everything including any response (or lack thereof) from HR. If they have an employee handbook with harassment policies, make sure you're following those procedures exactly as outlined. In my case, I did eventually qualify for benefits but it took about 10 weeks and I had to appeal the initial denial. The key was showing that I had documented multiple incidents, reported through proper channels, and that the company failed to take adequate action. Having witness statements from coworkers who observed the harassment also helped my case significantly.
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Thanks everyone for all the advice. I'm going to apply anyway just to see what happens, look into the misclassification angle, and research local assistance programs. Hopefully something will work out.
Rooting for you! The contractor life is tough but don't give up.
Hope you find some relief soon. This system really needs to catch up with reality.
I'm a freelance writer who went through a similar situation last year. While traditional UI doesn't cover contractors, I found a few things that helped bridge the gap: 1) Applied for SNAP benefits (food stamps) - these don't require employment history, 2) Looked into local workforce development programs that sometimes offer emergency grants for self-employed individuals, and 3) Contacted 211 (dial 2-1-1) for a comprehensive list of assistance programs in your area. Also, don't overlook small business emergency loan programs - even as a freelancer, you might qualify for some relief options. The situation sucks, but there are more resources than you might think once you start digging.
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I went through this exact same situation last year when the nonprofit I worked for lost their main grant funding. You're absolutely eligible for unemployment benefits - nonprofits are regular employers for unemployment purposes. The only thing I'd add is to make sure you have all your employment documentation ready when you file, including any severance or final pay information. Washington ESD will need to verify your wages and employment dates. Also, don't be discouraged if the online system seems slow or glitchy - it gets overwhelmed sometimes but your claim will go through. Hang in there!
This is really helpful to hear from someone who went through the same thing! I do have a question about the severance pay - will that affect when my benefits start or how much I get? They're giving me two weeks severance which helps but I want to make sure I understand how that impacts the unemployment claim.
Severance pay can delay when your unemployment benefits start, but it depends on how it's structured. If it's paid as a lump sum, Washington ESD typically considers it "wages in lieu of notice" and may delay your benefits for the period it covers (so 2 weeks severance = 2 week delay). However, if you're receiving it in regular payroll installments, it might be treated differently. When you file your claim, make sure to report the severance accurately - they'll calculate how it affects your benefit start date. The good news is it usually doesn't reduce your total benefit amount, just shifts when payments begin.
I'm so sorry to hear about your job loss at the food bank - those funding cuts are devastating for both the organizations and the people they serve. Your friend is definitely wrong about nonprofit eligibility! I actually used to work in HR for a large nonprofit and can confirm that we absolutely paid into the unemployment insurance system. The key thing to look for on your pay stubs is that SUI (State Unemployment Insurance) deduction - if that was being taken out, you're covered. One tip I'd add is to gather all your employment documents before filing - your offer letter, any performance reviews, and especially your final separation notice. Having everything organized will make the process smoother. Also, don't stress too much about the online system being slow - it's notorious for that, but your claim will get processed. Food banks do such important work, and I hope you're able to find another position in the nonprofit sector soon!
Thank you so much for the detailed response! It really helps to hear from someone with HR experience in the nonprofit world. I do have all my employment documents saved, so I'll make sure to have those ready when I complete my application. You're right about the SUI deductions - I checked my pay stubs and they're definitely there. It's reassuring to know the system will work even if it's slow. I really loved working at the food bank and hope to find something similar once I get back on my feet financially. This community has been incredibly supportive during a really stressful time.
Miguel Castro
The bottom line is yes, you can potentially get unemployment if you resign, but the bar is pretty high for proving good cause. Hour cuts like yours might qualify, but toxic environment alone probably won't unless you have solid documentation of harassment or illegal behavior.
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CyberNinja
•This whole thread has been super helpful. I think I need to focus on documenting the hour cuts and see if I can build a case around that rather than the workplace atmosphere.
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Butch Sledgehammer
Just wanted to add that Washington ESD also considers "constructive dismissal" - where your employer makes working conditions so intolerable that a reasonable person would feel forced to quit. The significant hour reduction from 40 to 25 hours could fall under this category, especially if it wasn't discussed or agreed to beforehand. You might want to look into whether your situation meets the legal definition of constructive dismissal, as that's often treated more favorably than a standard resignation. Keep detailed records of when the hour cuts started and any communication about them.
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