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To answer your follow-up question: When filing weekly claims while waiting for standby approval, you should still report your job search activities until the standby is officially approved. Once approved, you'll see a message in your account indicating you're on standby status and exempt from job search requirements. Standby approval typically takes 1-3 weeks in my experience, but can take longer during busy periods. You can check your account for the status or call ESD directly if you don't see any updates after about two weeks.
That makes sense. I'll start doing my job search activities until I see the standby approval on my account. Really appreciate all the help everyone!
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Anyone else think it's super weird they're making OP train their replacement when they're letting them go for medical reasons? Like, if they can't do an essential job duty because of a medical condition, how are they supposed to train someone else to do it? This whole thing sounds fishy to me.
EXACTLY!!! This sounds like the employer is trying to manipulate the situation! They probably want to claim it was a medical separation for their own liability reasons but are trying to squeeze every last bit of work out of OP before letting them go. Classic corporate exploitation tactic!
That's a good observation. It depends on the situation - it's possible OP can explain how to do the task even if they can't physically perform it themselves. But if there's inconsistency in the employer's reasoning, documenting that could be important if there's ever a dispute about the nature of the separation.
Update for 2025: Just to clarify current ESD practices, when they evaluate a claim where someone quit after being told they would be laid off, they look at several factors: 1. Was there a definite layoff date communicated? 2. Was the reason for the upcoming layoff documented? 3. How long was the employee expected to continue working? 4. Was the work environment hostile or did conditions deteriorate? If you can document that you were told you'd be laid off for medical reasons, but they refused to give you an end date and expected you to continue indefinitely, you might have a case for "good cause" to quit. However, each case is evaluated individually, and having the official layoff on record is always the most straightforward path to benefits.
Thank you for this updated information. I had a meeting with my manager today and asked for a specific end date. They said they expect the hiring process to take "4-6 weeks" but wouldn't commit to an exact date. I got this in an email, so at least I have some documentation of a general timeframe. I think I'll try to stick it out since that's not indefinite, but it's good to know what factors ESD considers if things change.
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Just to update you - I checked the ESD handbook and confirmed that payments generally begin processing within 72 hours of adjudication approval, regardless of the employer appeal deadline. If your payments don't start by early next week, I'd recommend calling ESD directly. Their current call center hours are Monday-Friday, 8am-4pm.\n\nOne thing to watch for: make sure all your weekly certifications are complete and don't have any errors. Sometimes a single error in one week can hold up all your payments.
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my cousin got denied twice even with doctors notes so dont get your hopes up tbh. the system is rigged against workers
While it's true that these cases can be challenging, each case is different. The key is having the right documentation and presenting it effectively. I've seen people win appeals with proper preparation, even in voluntary quit cases involving mental health. The judge will be looking for specific elements that establish good cause, not just general statements about being unwell.
How's your appeal preparation coming along? You have about 48 hours to get everything in order. Here's my final advice based on helping several people through this process: 1. Make 3 copies of everything (one for you, one for the judge, one for employer's rep) 2. Write out answers to likely questions so you don't freeze up 3. Be honest but strategic - focus on how your condition made continuing employment impossible 4. If you stumble or get confused during questioning, it's okay to ask for a moment to collect your thoughts 5. Stick to facts rather than emotions when describing your situation One more thing - if your condition might make it difficult to participate fully in the hearing, you can request reasonable accommodations for the hearing itself. Let us know how it goes on Friday!
Thank you so much! I've been working on gathering everything. My therapist sent over a detailed letter explaining how my condition affected my work and why taking on a high-pressure PIP would have been detrimental to my health. I've also found emails showing I discussed my mental health with my manager months before the severance option. I'm feeling a bit more prepared now, though still nervous. I'll definitely update after the hearing on Friday.
Zoe Papadopoulos
wow so many people dealing with this same issue! what is wrong with companies these days??!! i'm currently fighting with my old job about 120 hours of overtime they won't pay me for. it's been 2 months and they keep
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DeShawn Washington
Overtime violations are actually one of L&I's priorities right now. Make sure you document exactly which hours were overtime (over 40 in a workweek), as the penalties for unpaid overtime can be higher than regular wage violations. The statute of limitations is also 3 years, so you have time to pursue this.
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