ESD asking detailed termination questions during adjudication - quota not met

This is pretty standard for ESD adjudication when performance issues are involved. They need to determine if you were fired for misconduct or just for not meeting expectations. There's a big difference! If it was just performance-related (not meeting quota), you should still qualify for benefits in most cases. Just be honest about the warnings you received but emphasize any factors outside your control (market changes, territory adjustments, etc).

i had almost the same thing happen last year!!!! they ask these questions for everyone who gets fired pretty much. took FOREVER to get benefits approved tho like 6 weeks for me

ESD is trying to determine if your separation was due to misconduct or simply performance issues. Based on what you've shared, it sounds like a straightforward case of not meeting sales quotas, which typically doesn't disqualify you from benefits. Here's what you should do: 1. Answer all questions truthfully 2. Mention any external factors that affected your performance (territory reduction is significant) 3. Emphasize that you were making good faith efforts to meet the standards 4. Note any training or support you requested to improve Performance-based terminations usually qualify for benefits unless the employer can prove you were deliberately underperforming.

Had a similar situation. Answer those questions CAREFULLY! My first claim got denied because I wasn't clear enough about the difference between not meeting quota vs. misconduct. They want to know you were TRYING to meet standards, not that you were lazy or breaking company policies. BIG difference in how ESD treats those cases.

If you're having trouble reaching ESD to ask questions about your adjudication, I'd recommend trying Claimyr. I was stuck in adjudication for weeks and couldn't get through on the phone lines at all. Claimyr got me connected to an actual ESD agent in about 25 minutes who could explain exactly what was happening with my claim. Their video shows how it works: https://youtu.be/7DieNd3C7zQ?si=26TzE_zGms-DODN3 and their website is claimyr.com. Seriously saved me weeks of waiting and stressing.

THEY ALWAYS DO THIS!!!! The system is DESIGNED to deny as many claims as possible. They're HOPING you'll say something they can use to disqualify you. I had the EXACT same questions when I got let go from Apex Sales last year and even though I answered honestly they still tried to deny me. Had to go through a whole appeal just to get what I deserved. The whole thing is RIGGED against workers!!!

To answer your question about timing - adjudication typically takes 3-6 weeks right now. If you need to speak with ESD directly about your case, call early in the morning (right when they open at 8am) for the best chance of getting through. Make sure you continue filing your weekly claims during the adjudication period, even if you haven't been approved yet.

When you fill out those questions, stick to facts and don't badmouth your employer. My cousin works at ESD and says people hurt their cases when they get emotional or make accusations. Just say you had warnings about not meeting quota, tried your best, and explain the territory reduction clearly. Short, factual answers are best.

Did your company have a progressive discipline policy? If they didn't follow their own policy before terminating you, definitely mention that in your responses. Also, did they give you a performance improvement plan before letting you go? If not, that might help your case.

After you submit your responses, your claim will likely remain in adjudication until they either hear from your employer or the time for them to respond expires. Make sure to check your ESD account dashboard daily for any new correspondence or document requests. Sometimes they'll need additional information to make a determination.

Yes, ESD will contact your employer for their side of the story. They'll specifically ask about the performance standards, warnings given, and circumstances of your termination. If there are discrepancies between your accounts, an adjudicator may schedule fact-finding interviews with both parties. If you have any documentation of the territory reduction (emails, meeting notes, etc.), submit those with your questionnaire responses as supporting evidence. That could be very helpful for your case.