Just wanted to say thanks to everyone who contributed to this discussion. The Washington ESD website really doesn't explain the waiting week clearly and this thread probably saved me hours of confusion and worry.

For what it's worth, some states have eliminated their waiting weeks entirely. Maybe Washington will eventually follow suit, but for now we're stuck with it.

Ugh this whole system is so unnecessarily complicated. Just deposit the money when you say you will, how hard is that??

I've been filing on Sundays too and noticed the same inconsistency! What I've learned is that it also depends on if there are any flags on your account that need manual review. Even something small like a slight discrepancy in your work search log can push your payment back a day or two while they verify everything. I always check my ESD account the day after filing to make sure there aren't any pending issues that could delay the deposit.

Bottom line for new employers: budget around 2.7% of your first $68,500 per employee for unemployment taxes, plus a small amount for social costs. Your actual rate will be determined after you have some experience in the system.

One thing that might help is to get your UBI number registered as early as possible - there can be delays in processing and you'll need it before your first employee starts. I made the mistake of waiting until the last minute and had to scramble to get everything sorted out. Also, consider signing up for Washington ESD's online employer portal right away so you can file quarterly reports electronically and track your account status.

Yes, absolutely mention that! When filing your new claim, there should be a section asking about the reason for separation. Select

I'm in a similar situation and just wanted to share what worked for me last year. When I filed my new claim on the Sunday after my benefit year ended, I made sure to have ALL my paperwork ready - W2s, pay stubs from the last quarter, and a detailed list of all my employers with exact dates. The key thing that helped me avoid delays was being super specific about my separation reason (seasonal layoff) and including a brief note about the cyclical nature of my industry. One thing I learned the hard way: even though you CAN file on Sunday, I'd recommend doing it early in the day before the system gets overloaded with weekly claims. The portal tends to be slower and more glitchy on Sunday evenings. Good luck with your transition - sounds like you're being really proactive about planning for it!

One more important point: in your appeal, use the specific language from the law that works in your favor. RCW 50.04.294(2)(b) specifically states that "inability to meet the minimum job performance standards or requirements of the position" is NOT misconduct when it's about capability rather than attitude. Quoting the exact legal statute that supports your case can be very effective in these hearings, as it shows you understand the legal basis for your appeal. The judge will be evaluating your case based on these specific legal definitions.

I went through something very similar when I was let go from a data entry position for not meeting their speed requirements. Like you, I was accurate but just couldn't work as fast as they wanted despite genuinely trying my best every day. ESD initially denied me too, citing the same performance standards reasoning. The good news is I won my appeal! The key was demonstrating that I was making a good faith effort and that my "poor performance" was about capability, not willful misconduct. I brought documentation showing my accuracy rates were actually above average and that I had never been disciplined for anything other than speed. During the hearing, I emphasized that being "too methodical" (which sounds exactly like what your boss said about you) isn't misconduct - it's actually trying to do quality work! The judge agreed that struggling with speed while maintaining accuracy doesn't constitute willful disregard of the employer's interests. Make sure to appeal within the 30-day deadline and gather any evidence that shows you were trying to do good work. Performance reviews, emails about your accuracy, anything that demonstrates good faith effort. You've got a strong case here!