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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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I was having the same issue last month - couldn't get through on phones, no response to messages, and my claim was stuck in limbo. I ended up using the Claimyr service someone else mentioned above and it actually worked. Got through to an agent in about 40 minutes who was able to see that there was a flag on my account that needed to be removed. She fixed it while I was on the phone and my payment was processed the next day. If your issue is that your claim is in adjudication (saw you mention this in another comment), unfortunately even getting through to someone may not speed things up much. Adjudication has its own timeline and even ESD phone agents can't always expedite it. But at least they can tell you exactly what's happening and what to expect.
That's a good point about adjudication having its own timeline. Maybe just getting clear information about what's happening and how long it typically takes would help ease my anxiety about it. At this point, just knowing what's going on would be better than this complete information vacuum. I'm definitely going to try Claimyr based on the recommendations here - seems worth it to actually get through to someone who can at least see what's happening with my claim.
Following up on your mention of quitting due to unsafe working conditions - this type of claim almost always requires adjudication because ESD needs to determine if your reason for quitting qualifies as "good cause" under Washington law. The standard adjudication time for voluntary quit cases is currently 4-6 weeks (though it can sometimes take longer). Your best course of action is to: 1. Continue filing your weekly claims while waiting for adjudication 2. Make sure you've uploaded all documentation about the unsafe conditions to your eServices account 3. Be available for when they call for your adjudication interview (they often don't schedule these in advance) 4. Contact your state representative if it goes beyond 6 weeks Driving to an office won't speed up this particular type of issue since it's in a specialized adjudication queue. Focus your energy on making sure your documentation is thorough and continuing to file weekly claims.
Thank you so much for explaining this! No one had told me the typical timeframe for adjudication on voluntary quit cases, so knowing 4-6 weeks is normal actually helps me feel a bit better. I've been continuing to file my weekly claims and I've uploaded everything I could think of related to the safety issues (photos, emails to management, doctor's note about my related injury). I'll keep an eye out for a call from them - good to know they might not schedule it in advance. Really appreciate your expert advice on this!
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For anyone else waiting on adjudication: Keep detailed records of all your interactions with ESD. Write down the date and time of any calls, the name of the person you spoke with, and what was discussed. This information can be invaluable if there are any discrepancies later. Also, make sure that your contact information is up-to-date in your eServices account. Adjudicators often try the phone number listed there first, and if it's outdated, they may move on to another claim after failed contact attempts. You can update your profile information by logging into your account and selecting "Update Contact Information" from the menu options. In my experience working with unemployment claimants, those who maintain organized records tend to have smoother experiences resolving claim issues.
I wish I'd known this sooner! I never wrote down the adjudicator's name when she called, which probably wasn't smart. Thankfully everything worked out, but I'll definitely keep better records if I ever need to file another claim.
Did the adjudicator talk to you about why your claim was held up for so long? I'm going crazy trying to figure out why mine is taking forever when I submitted everything correctly!
She actually did explain! In my case, there was confusion about my last day worked. I put the last day I physically went into the office, but my employer reported my last paid day (which included vacation payout). The dates were about 2 weeks apart, so that flagged my account for manual review. Seems like even small inconsistencies can send you to adjudication purgatory.
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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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