One last thought - make sure when you do start working again that your employer is paying into the unemployment system (most do, but some small businesses or contractors don't). You want to make sure you're building up that work history properly in case you ever need benefits in the future.

Emma, I went through something very similar when I returned to work after staying home with my kids for 3 years. The unemployment system definitely won't work for your situation, but I found some really helpful resources that made the transition easier. Your local library often has free resume workshops and computer classes that can help you get back up to speed with job applications. Also, consider reaching out to temp agencies - they're often more understanding of employment gaps and can help you ease back into the workforce while you look for something permanent. Many temp positions also convert to full-time roles. Don't let this discourage you - there are definitely paths forward even without unemployment benefits!

Had a friend who got fired and was told by her employer she couldn't get unemployment. She didn't apply for 3 months because she believed them. When she finally did apply, she lost out on all those weeks of benefits. Don't make the same mistake!

I went through something similar when I was terminated for "not meeting goals" even though I was never given clear performance metrics or coaching. The key thing is that Washington ESD distinguishes between misconduct (which disqualifies you) and just being a poor fit or not meeting expectations (which usually doesn't). Since you mentioned lack of proper training and feedback, that actually works in your favor - it shows the employer didn't give you adequate support to succeed. Apply immediately and be honest about the circumstances. The worst case is they deny you and you can appeal, but given what you've described, you'll likely be approved.

I work in HR and manage our company's WorkShare program. To answer your question about company participation levels - yes, companies need to maintain at least 50% of employees participating in the program for it to remain active. However, temporary fluctuations in hours don't affect this calculation as long as employees remain enrolled. For individual weeks where an employee falls below the hour threshold, they typically default to regular UI for that week only. Our company had this exact situation last quarter during a supply chain disruption. As long as we properly documented it, our employees continued receiving benefits without interruption.

I'm dealing with a similar WorkShare situation right now and found this thread really helpful! Just wanted to add that when I called ESD (finally got through after using that Claimyr service someone mentioned), they told me that the system is actually designed to handle these temporary hour drops automatically. The agent said as long as your employer properly certifies that work wasn't available, you shouldn't have any gaps in benefits - it just switches you between WorkShare and regular UI seamlessly. The key is making sure your employer knows to select "insufficient work available" or whatever the exact wording is on their weekly certification. My HR person didn't know about this initially, so it's worth having a conversation with them to make sure they're reporting it correctly.

Update: I tried a few of the suggestions here - I called early Wednesday morning, specifically asked about expediting for hardship, and contacted my state rep's office. The rep's office got back to me quickly and said they'd send an inquiry to their ESD liaison. Not resolved yet but at least feeling like I'm making progress. Thank you all for the advice - will update when I hear more!

I'm dealing with a similar situation right now - been waiting 5 weeks for identity verification and getting the same runaround. One thing that helped me was filing a complaint through the Washington State Auditor's office whistleblower portal. They have a section specifically for government agency performance issues. It's not a quick fix, but it creates an official record and they do follow up. Also, if you haven't already, try reaching out to local legal aid organizations - some have unemployment specialists who can advocate on your behalf. The Northwest Justice Project has a hotline specifically for unemployment issues. Hang in there, I know how stressful this is!

Bottom line: in your first 13 weeks, you can generally decline work that pays significantly less than your previous job (like the $15-16/hour offers you mentioned vs your $28/hour previous wage). After that, expectations become more flexible but there's still protection against having to accept inappropriate work. Document your job search thoroughly and don't hesitate to contact Washington ESD for guidance on specific situations.

I went through something similar a few months ago - was making $30/hour before layoff and getting offers around $18/hour. I documented each declined offer with reasons like "salary 40% below previous wage" and "would result in net income loss after work expenses." Washington ESD never questioned it during my first 3 months. The key is showing you're actively applying to appropriate positions while documenting legitimate reasons for declining unsuitable ones. Keep detailed records of everything - job applications, offers received, and reasons for any declines. This protects you if they ever review your claim.