I'm so sorry this happened to you - what an incredibly frustrating situation! As someone who's navigated the Washington unemployment system before, I can tell you that you absolutely should qualify for benefits. Washington ESD recognizes that leaving a job to accept what you reasonably believed was secure employment constitutes "good cause" when that offer is rescinded through no fault of your own. The fact that you had a formal offer with salary details and a start date shows this was a legitimate employment opportunity, not just informal discussions. File your claim as soon as possible since you can't get retroactive benefits for weeks before filing. Make sure to save all communications about both the original offer and the rescission - emails, letters, anything in writing. During the application process, be completely honest about your employment history including the part-time retail work. Washington ESD will discover this information anyway through wage records, and being upfront helps avoid complications. You might go into adjudication for a few weeks while they review your case, but based on your circumstances, approval seems very likely. Don't let this experience discourage you - you made a reasonable decision based on the information you had, and that's exactly what unemployment insurance is designed to protect against.

I'm really sorry you're going through this - having a job offer rescinded after you've already made major life decisions around it is incredibly stressful. But you should definitely be eligible for unemployment benefits in Washington. The state considers it "good cause" to leave employment when you're accepting another position that then falls through due to circumstances beyond your control. Since you had a formal offer with all the details (salary, benefits, start date), this clearly wasn't just preliminary discussions but a legitimate job commitment from the company. Make sure to document everything - save the original offer, the rescission email, your resignation notice from the retail job, and create a timeline of events with dates. File your claim online as soon as possible since benefits can't be backdated to before you file. Be completely transparent about all your employment history including the part-time retail work. The case will likely go into adjudication for review, but given your circumstances, Washington ESD should approve it. This is exactly the type of situation unemployment insurance exists to protect workers from.

For what it's worth, I used Claimyr when I needed to speak with someone at Washington ESD about appeal timelines and they were super helpful. Worth checking out if you need specific information about your case that you can't find online.

I'm new to this community but dealing with a similar situation. My employer just filed an appeal on what seems like day 29 or 30 - I'm not sure exactly when they received the notice but I've been collecting benefits for about 5 weeks. Reading through all these responses is really helpful, especially knowing that I should continue getting paid during the appeal process. I was panicking thinking the payments would stop immediately. Does anyone know if there's a way to check exactly when the initial determination notice was mailed to my employer? I want to see if they might have missed the 30-day deadline.

Since your situation involves hour reduction rather than a complete separation, be prepared to explain: 1. Your normal/previous work schedule (hours per week) 2. How much your hours were reduced (needs to be at least 40% reduction) 3. Whether you were offered and refused any additional hours 4. Any communication with your employer about the reduction Having documentation like previous schedules, pay stubs showing the change, or any written communication about the reduction will strengthen your case. Hours reduction claims can be more complex than complete layoffs.

Just wanted to add - when you do call back, make sure you have your Social Security card or tax documents handy. They'll likely ask you to verify the last 4 digits of your SSN right away to confirm your identity before connecting you to the adjudicator. Also, if you get disconnected (which happens a lot), don't panic - they should have notes in your file about the callback request. The whole process can be nerve-wracking but it sounds like you're handling it exactly right by being cautious and verifying everything!

This whole discussion shows how complicated unemployment can be for school employees. Really appreciate everyone sharing their experiences and knowledge!

I'm a cafeteria worker too and just went through this exact situation last month! I ended up calling Washington ESD using that Claimyr service someone mentioned - it really does work. The agent told me that even with a contract, if your hours can change significantly or if there's any uncertainty about your actual position (like budget cuts, enrollment changes, etc.), you might still qualify. She said the "reasonable assurance" rule isn't as black and white as it seems. Definitely worth applying even if you think you might get denied initially. The worst they can say is no, but you might be surprised! Also keep all your employment paperwork - contract, job description, anything showing how your hours might vary.

Just an additional piece of information that might be helpful - when your husband does apply, make sure he has the birth certificate ready to upload, and also be prepared that they might ask for additional documentation to verify the birth date since it's been several months. I've seen ESD be more thorough with verification when applications come in later within the 12-month window.

I'm so glad you found this helpful information! Just wanted to add one more thing - when your husband does start his leave and applies, make sure he applies for the full amount of time he wants to take right away. You can't extend PFML claims later if you decide you want more time off. The maximum for bonding leave is 12 weeks, and it has to be taken within that first year after birth. Also, if his employer offers any kind of supplemental paid leave that works with PFML, definitely look into that too since PFML only covers a percentage of his wages. Good luck with everything!