One final tip: When you restart your UI claim, in the "reason for separation" section, select "Not working - still attached to employer" and then in the details mention you were on PFML and are now able to work again. This helps prevent the system from thinking you have a new job separation issue that needs adjudication. You've already been approved based on your original job separation (the potentially illegal termination due to pregnancy), so you want to make it clear you're just continuing that same claim.

Just wanted to add that you should also check if your employer reported your termination correctly to ESD. Since you mentioned it might have been illegal termination due to pregnancy, make sure they didn't report it as "quit" or something that could affect your benefits. You can check this in your eServices account under claim details. If they reported it wrong, you'll want to contact ESD to correct it before any issues come up when you restart your claim. Also, keep any documentation about the pregnancy-related termination - you might need it later if there are any questions about your eligibility. Good luck with everything! 🍀

Thanks everyone for all the input! This has been really helpful. I think I'm going to take the severance package and file for unemployment right after my last day. I'll make sure to document everything and be completely honest about the circumstances on my application. Fingers crossed Washington ESD sees it as involuntary separation!

I went through this exact situation in Washington about 6 months ago. The key thing that helped my case was getting a letter from HR stating that the severance was offered as part of a "workforce reduction program" rather than just calling it voluntary separation. Even though I chose to take the package, Washington ESD approved my claim because they recognized it was essentially a layoff with the option to take severance or wait to be terminated. I'd suggest asking your HR department for documentation that clearly states this is related to company downsizing/layoffs, not just a voluntary departure program. That documentation made all the difference for me.

For future reference for anyone reading this thread - always request a copy of your complete case file if you're going through an appeal. The full decision letter (usually 3-5 pages) will have a section called "Conclusions of Law" that explains the reversal in detail and specifically states whether benefits are allowed or denied. That's much clearer than just looking at the "Reversed" header. You're entitled to this information as part of your appeal rights.

Just want to add that after you get a "Reversed" decision in your favor, make sure to keep documenting your job search activities extra carefully. Sometimes ESD does random audits after appeal reversals to make sure you're still meeting all the ongoing eligibility requirements. I learned this the hard way when they asked for my job search log 2 months after my successful appeal. Also, if you had any overpayment issues before the appeal, the reversal should clear those up too, but double-check your account to make sure the overpayment balance goes to zero.

Thanks everyone for all the helpful info! I'm going to try calling the main number tomorrow morning at 8am sharp, and if that doesn't work I'll look into the Claimyr option. Really appreciate all the suggestions.

I've been dealing with the same exact problem! Spent weeks trying different numbers I found online and most of them were either disconnected or led to automated systems that hung up on me. The 833-572-8400 number that others mentioned is definitely the correct one - I finally got through last week after calling at exactly 8:02 AM. Still took about an hour and a half on hold but at least I didn't get disconnected. Make sure you have your SSN, claim number, and any correspondence from ESD ready before you call. The agents move pretty quickly once you get connected and you don't want to waste time searching for documents. Good luck!

Just be prepared for this to potentially take MONTHS to resolve. The appeals backlog at OAH is ridiculous right now. Make sure you have a plan for how to stay afloat financially in the meantime. Not trying to be negative, just realistic based on current timeframes I've been seeing.

I work in HR (not for your company obviously) and this kind of situation is unfortunately common. The good news is that you have strong documentation with your call records. A few practical tips for your appeal: 1. Request your complete personnel file from Brookfield Manufacturing - they're required to provide it within 14 days in WA. This will show if there were any prior attendance issues documented. 2. If possible, get the employee handbook section on attendance policy in writing. Companies sometimes claim different policies during hearings. 3. Consider requesting phone records from your carrier as backup to your screenshots - Verizon, AT&T, etc. can provide detailed call logs that are harder to dispute than phone screenshots. 4. Document EVERYTHING - dates, times, who you spoke with, what was said. The more detailed your timeline, the better. The fact that you were only there 4 months and this was allegedly your first "no call no show" actually works in your favor. Most misconduct cases require a pattern of behavior, not a single disputed incident. You've got this!