Final thought - whatever you decide, make sure you're doing it for the right reasons. Don't quit just because you think you'll get unemployment benefits. But if you genuinely have good cause and the situation is affecting your health or safety, then document everything and be prepared to fight for your benefits.

I've been in a similar situation and wanted to share my experience. I successfully got unemployment benefits after quitting due to a toxic work environment in Washington state. The key things that helped my case were: 1) I kept detailed records of every incident including dates, times, and any witnesses, 2) I saved all emails and text messages related to the hostile behavior, 3) I documented my attempts to resolve the issues internally first, and 4) I was able to show how the situation was affecting my health (I had doctor visits for stress-related symptoms). The initial denial was discouraging, but I appealed and won at the hearing. My advice is to be very thorough with your documentation - treat it like you're building a legal case, because essentially you are. Also, consider consulting with an employment attorney for a free consultation to get their opinion on whether your situation meets the "good cause" standard. Don't let a bad employer trap you in an intolerable situation - you have rights, but you need to be strategic about protecting them.

Based on what you've described, this sounds like a standard adjudication process rather than your employer actively contesting your claim. Performance-based terminations (not meeting quotas) are generally different from misconduct terminations, and you should still be eligible for benefits. A few key points for your responses: - Be completely honest about the warnings you received - Emphasize that you were making good faith efforts to meet standards - Clearly explain how the territory reduction impacted your ability to hit quotas - Include any documentation you have about territory changes or delayed training The fact that your company didn't follow their own progressive discipline policy (no formal PIP despite having one) could actually work in your favor. Just stick to facts, avoid emotional language, and provide as much context as possible about external factors that affected your performance. Good luck!

Just wanted to add that when you mention the territory reduction in your responses, be specific about the timeline and impact. For example, if your territory was reduced by 30% in July and you were terminated in August for not meeting quota, that shows a direct causal relationship. ESD adjudicators look for patterns like this that demonstrate the termination was due to circumstances beyond your reasonable control rather than poor work habits or misconduct. Also, if you have any sales data showing you were meeting or close to meeting targets before the territory change, definitely include that as well. It helps paint a clear picture of how external factors affected your performance.

Good luck with everything! The first time is always the hardest but once you get the hang of it, it becomes routine. Don't hesitate to ask questions if you get stuck - this community is pretty helpful.

Just to add to all the great advice here - when you're filling out your initial claim, be really careful with the dates. Make sure you put the actual date you became unemployed, not the date you're filing. And if you worked part-time at multiple restaurants like you mentioned, list ALL of them in your work history for the past 18 months. Missing an employer can cause delays in processing. Also, keep your separation notice or any paperwork from your employer handy - you might need to reference it during the application process.

I went through this exact situation about 6 months ago. Filed for partial benefits while working 20 hours a week. My employer got the form, we had a brief conversation about it, and that was it. No drama, no problems. You'll probably find it's much less stressful than you're imagining.

I just wanted to add that even though your employer will find out through the verification process, most reasonable employers actually appreciate knowing when their part-time employees are struggling financially. Some might even try to help by offering additional hours if they're available. I've seen this happen several times where filing for UI benefits actually opened up a conversation about getting more work. Don't let fear hold you back from getting the support you need!

I'm in a very similar boat - just got hired and have about $2,800 left on my claim with only a few weeks remaining on my benefit year. Reading through all these responses has been really helpful, even though it confirms what I suspected about losing those unused benefits. It's definitely frustrating on a personal level, but I'm trying to reframe it as Isabella and others mentioned - the system worked as intended by providing support while I job searched. Thanks everyone for sharing your experiences and knowledge about this. At least now I know exactly what to expect and can focus on being grateful for my new position rather than dwelling on the unused funds.

I'm dealing with this exact situation right now too! Just got a job offer last week and I have about $4,200 left on my claim with only 3 weeks remaining in my benefit year. It's such a mixed feeling - obviously thrilled to be employed again, but it does sting to think about that unused money just vanishing. Reading everyone's responses here has been really eye-opening though. I had no idea that each benefit year was completely separate or that there was absolutely no way to carry over unused benefits. I guess I was hoping there might be some kind of rollover option like with health savings accounts or something. It's frustrating but I'm trying to focus on the bigger picture - I'm back to work and building up my earnings history again, which will help if I ever need to file a future claim. Thanks for starting this discussion, Malik - it's been really helpful to see I'm not alone in this situation!