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I had almost the exact same situation in January. Governor's office said I'd get a call the next day, and nothing happened. I waited 3 days, then called the Governor's office back. They apologized and escalated again. Got a call from ESD the next morning at 8:15am, and they resolved my adjudication that same day. My advice: be persistent with the Governor's office. They're actually trying to help, but sometimes your request falls through the cracks on the ESD side. Good luck!
btw if ur really down to ur last $47 u should call 211 right away they can connect u with emergency rent assistance while ur waiting for unemployment to come thru
That's really good advice, thank you! I'll call them tomorrow morning. I've never used 211 before but at this point I need all the help I can get.
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One thing that helped me was gathering evidence that other employees had similar accommodations granted. Do you know if anyone else at your company ever received the same or similar accommodation that you requested? That could really strengthen your case with ESD by showing the company was being discriminatory specifically to you.
That's a really good point! Now that I think about it, there was someone in another department who got a similar accommodation last year. I'm still in touch with a few former coworkers - I'll ask if they'd be willing to provide statements about this. Thank you for the suggestion!
Based on what you've shared, I think you have a strong case. ESD typically considers these factors in determining if you quit or were effectively discharged: 1. Did you take all reasonable steps to preserve your employment? 2. Was the employer's action or inaction the real cause of separation? 3. Would a reasonable person in your situation with your medical constraints feel compelled to leave? The fact that your doctor specifically stated you should seek other employment if accommodations weren't possible creates a compelling argument that you had no reasonable alternative. Just make sure ESD has this documentation clearly spelled out. 8 weeks is unfortunately not unusual for complex adjudication cases, especially those involving medical issues and potential discrimination.
Thank you for laying this out so clearly. I definitely did try to preserve my employment by providing the accommodation request and giving them the chance to work with me. I guess I just need to keep being patient and make sure they have all the documentation. It's just so frustrating being in financial limbo for 8+ weeks while they decide.
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One thing to watch out for - make sure you're still doing your 3 job search activities each week and documenting them properly. I've seen people get denied when applying for a new benefit year because they got sloppy with job search requirements toward the end of their previous claim. ESD sometimes reviews your job search logs when you apply for a new claim.
Oh that's good to know! Yes, I've been diligent about my job search activities. I'm using WorkSourceWA for some of them and keeping detailed notes of everything else. Really hoping something comes through before July, but planning for the worst just in case.
my neibor said you have to wait a week between claims??? is that true?? seems dum if your already looking for work
Your neighbor might be confusing the waiting week with the gap between claims. The one-week waiting period only applies to your initial claim. When transitioning from an exhausted claim to a new benefit year, you should file immediately when eligible. There's no mandatory gap, but processing the new claim might take time, which is why filing promptly is important.
Omar Zaki
There's also a timing factor with strikes that most people don't realize. The labor dispute disqualification has a "waiting week" too - so sometimes very short strikes (under a week) don't even come into play with unemployment because by the time you could file and serve your waiting week, you're back at work anyway. Probably why there's so much confusion about this topic.
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Freya Andersen
•That's a really good point! Our strike lasted 3 weeks, so we definitely hit that threshold. But for shorter actions, it probably doesn't even matter.
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CosmicCrusader
my mom works for esd (not saying this as official advice just what she told me) and she said the big difference is that with strikes theyre looking at if you are "directly involved in the labor dispute" vs if you quit they're looking at if you had "good cause" which is a totally different standard. so its not really a fair comparison to begin with
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Isabella Oliveira
•This is an excellent point. ESD applies different sections of the law to different situations. For voluntary quits, they look at RCW 50.20.050 regarding "good cause" provisions. For labor disputes, they apply RCW 50.20.090 which has completely different criteria. They're evaluated under separate standards.
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