Thanks everyone for all the detailed responses. I think I'm going to contact a disability advocate first, then maybe use that Claimyr service to talk to Washington ESD if needed. This is definitely not something to rush into without expert guidance.

I've been through a similar situation and wanted to share some additional perspective. While everyone's covered the technical aspects well, I'd also suggest looking into whether your state has any disability employment programs that could help you increase your work hours instead of pursuing unemployment. Washington has the Division of Vocational Rehabilitation (DVR) that works with SSI recipients to expand employment opportunities. Sometimes they can even provide job coaching or help negotiate with employers for more stable hours. This might be a less risky path than navigating the unemployment/SSI intersection, especially given how little extra income you'd actually receive after the benefit reductions.

Update us on how it goes! I'm sure other people will end up in similar situations and your experience might help them.

I went through this exact situation with Adecco last year. You're absolutely right to file for unemployment - the temp agency is your employer, and "no available assignments" is a legitimate layoff reason. One thing I'd add is to keep checking in with Staffmark periodically while you're collecting benefits. They might get new assignments, and Washington ESD expects you to maintain contact with your former employer. Also, when you file your weekly claims, make sure to report any days you might work if Staffmark does call you back with short-term assignments. You can still collect partial benefits on weeks when you work reduced hours.

Just to clarify the terminology - Washington ESD uses 'good cause' for voluntary quits and 'misconduct' for involuntary terminations. Your situation falls under good cause since you voluntarily quit due to substantial changes in working conditions.

I went through something very similar with Washington ESD last year. The term you're looking for is "good cause" - that's the legal standard they use to determine if you had a valid reason to quit and still qualify for benefits. A reduction from $18 to $12 per hour (33% cut) combined with cutting your hours from 40 to 15 per week is absolutely textbook good cause. Your total weekly pay dropped from $720 to $180 - that's a 75% reduction! No reasonable person could be expected to continue working under those conditions. The adjudicator clearly made an error. File your appeal immediately and gather all documentation showing the wage and hour changes. This should be an easy win on appeal.

Just remembered - if you do end up calling ESD and they tell you that you might qualify, make sure to get the agent's name and reference number for your call. That documentation could be helpful if there are any issues with your claim later.

I'm in a similar boat with my retail job cutting my hours from 35 to about 12 per week over the last month. Reading through all this advice, it sounds like partial unemployment might be the way to go while documenting everything. Has anyone here actually applied for partial benefits in Washington? I'm curious about how the process works and if it's worth the hassle.

Just wanted to add that you should also prepare for questions about why you didn't file a police report for the assault. I went through something similar and the employer's lawyer kept pushing on that point. Have a clear answer ready - maybe you trusted your company's process initially, or you were focused on resolving it internally first. Don't let them make you feel like not involving police somehow invalidates what happened. Also, practice explaining the constructive dismissal concept in simple terms. I found it helpful to say something like "They made my work environment so hostile and unbearable after I reported illegal activity that any reasonable person would have felt they had no choice but to resign." The judge needs to understand you didn't just quit on a whim - you were essentially forced out through their actions. You've got this! The fact that ESD already sided with you shows your case has merit.

I went through an ESD appeal hearing last year after quitting due to workplace retaliation, and I want to share some practical tips that really helped me: 1. **Practice your opening statement** - You'll likely get 2-3 minutes at the start to tell your story. Practice a clear, concise summary hitting the key points: assault → proper reporting → retaliation → constructive dismissal. 2. **Organize evidence by theme, not just chronology** - I had folders for "Initial Incident," "Company Response," "Retaliation Evidence," and "Attempts to Resolve." Made it easier to find documents when the judge asked specific questions. 3. **Prepare for the "why didn't you just find another job?" question** - They often ask this. Good answer: "I tried to resolve the situation internally first because I valued my position and wanted to give my employer a chance to address the illegal activity properly." 4. **Those HR callbacks are GOLD** - Seriously, this is probably your strongest piece of evidence. Companies don't ask people back if they legitimately had cause to terminate or if the resignation was voluntary in the way they claim. The hearing itself was less scary than I expected. The judge was professional and asked fair questions to both sides. Trust that ESD already found in your favor for good reason - now you just need to reinforce that decision. You've got strong facts on your side!