Great update! One additional tip: When you apply for PFML, be prepared with documentation from your healthcare provider. They'll need certification of your pregnancy/birth. Also, take screenshots of all your submissions and keep track of claim numbers for both systems. Documentation has saved me multiple times when there were mix-ups between systems. Good luck with your delivery and congrats on the baby!

Congratulations on your upcoming arrival! I'm a new member here but went through a similar situation with my second child last year. One thing I wish someone had told me earlier is to start gathering all your employment documentation NOW while you still have energy - pay stubs, your separation notice, any correspondence with your former employer, etc. Both ESD and PFML will want detailed employment history, and it's so much easier to organize this stuff before you're sleep-deprived with a newborn! Also, if you haven't already, consider setting up direct deposit for both systems to avoid any mail delays. Sounds like you're getting great advice here and making good progress with ESD. Wishing you a smooth delivery and hassle-free benefits process!

Bottom line for the OP: no unemployment taxes if you're truly self-employed with no employees. But as soon as you hire anyone, even part-time, you need to register and start paying. It's actually one of the more straightforward business requirements once you understand it.

Just want to add that if you're planning to incorporate your business (LLC, Corp, etc.), you'll still follow the same rules - no unemployment taxes until you have employees. But once you do incorporate and start paying yourself a salary, you might need to treat yourself as an employee for unemployment purposes depending on your ownership structure. Something to keep in mind as your business grows!

I was skeptical about those calling services at first, but when I was stuck trying to reach ESD for weeks about my claim, I finally tried Claimyr. Honestly wish I had done it sooner. Got connected to an actual human who could help resolve my adjudication issue instead of just getting hung up on over and over.

Thanks everyone for all the detailed advice! This has been really helpful. I think my next steps are going to be: 1) Start documenting everything more thoroughly with dates and details, 2) Send a formal email to my supervisor and HR outlining the issues and requesting they be addressed, 3) Look into filing a complaint with the state labor department, and 4) Consult with an employment lawyer for a free consultation. If I do end up having to quit, at least I'll have built a strong case for unemployment benefits. I really appreciate everyone sharing their experiences - it's good to know I'm not alone in dealing with ESD bureaucracy!

Congratulations on landing the billing specialist position at Cascade Health Systems! You're doing everything right by reporting your employment on your weekly claim with the start date. Just to add one more piece of advice - once you stop filing weekly claims, I'd recommend keeping a record of when you stopped filing and why (new employment) in case you ever need to reference it later. Some people keep a simple note in their files with the date they stopped claiming and their new employer info. It's probably overkill, but with government systems you can never be too careful about documentation. Best of luck with the new job!

Congrats on the new job at Cascade Health! You're handling this correctly - reporting your new employment on your final weekly claim is exactly what you need to do. No need to formally close your claim by calling ESD. Once you stop filing weekly claims, your benefits automatically stop but your claim remains open for the full benefit year in case you need it again. Just make sure you accurately report any partial week earnings if you work part of the week before your claim week ends. Keep copies of your final claim submission for your records - screenshot everything! Your claim will go dormant but stay available if circumstances change during your probationary period. Good luck with the billing specialist role!

One more thing - if you do end up needing to contact Washington ESD about your claim, that Claimyr service someone mentioned earlier really does work. I used it when I had questions about my own good cause resignation and actually got through to talk to someone.

I went through something similar last year with a hostile manager situation. The key thing Washington ESD looks for is whether you made reasonable efforts to resolve the issue before resigning. Start documenting everything now - dates, times, what was said or done, any witnesses. Also, try to address it with your manager or whoever is above them first, and document that conversation too. If you do end up resigning, make sure your resignation letter clearly states it's due to the hostile work environment and references specific incidents. The good cause standard is pretty strict, but with proper documentation showing you had no reasonable alternative, it's definitely possible to get approved. Don't give up hope - your mental health and safety matter.