How to quit and get unemployment in Washington - is it possible?

Thank you! How detailed does the documentation need to be? I've been keeping notes but they're pretty basic.

The more detailed the better. Include dates, times, what was said/done, witnesses present, and how it affected your ability to do your job. Also document any attempts you made to resolve the situation internally.

How long did the investigation take for your claim?

About 6 weeks total. They interviewed me twice, contacted my old supervisor, and talked to one of my coworkers. It was stressful but worth it when I finally got approved.

6 weeks is actually pretty fast for Washington ESD adjudication these days. Some people wait months for good cause determinations.

I talked to HR once but they basically said it was a 'personality conflict' and didn't do anything. Should I try again?

Yes, and document that conversation too. Get the HR person's name, date, what you told them, and their response. The fact that they dismissed legitimate harassment concerns could actually help your unemployment case.

How much does something like that cost? I'm already stressed about money if I quit.

It's worth checking out their site for current info. For me, the value was huge because I needed to talk to someone who understood the good cause requirements before I made my decision to quit.

I've heard of Claimyr but never tried it. Did they actually help you get approved or just connect you to Washington ESD?

They got me connected to Washington ESD agents who explained exactly what evidence I needed. The actual approval was still up to Washington ESD, but having that guidance made all the difference in how I prepared my case.

What if talking to management just makes things worse? I'm afraid my supervisor will retaliate.

That's a valid concern, but retaliation after you raise legitimate workplace issues can actually strengthen your good cause argument. Document everything - the original complaint, their response, and any retaliation that follows.

That's awful! I'm sorry you went through that. Did you end up getting back pay for those 3 months?

yeah eventually but it was hell waiting. had to borrow money from family just to survive. the whole system assumes people are lying about workplace abuse.

Sexual harassment definitely qualifies as good cause, but you're right that the process can be traumatic. The key is having documentation and witnesses when possible.

Washington's good cause standard includes things like: harassment or discrimination, unsafe working conditions, significant changes to job duties or pay, domestic violence situations, or employer violations of labor laws. It has to be connected to the work and something that would cause a reasonable person to quit.

Thanks, that's helpful. So it's not just 'I didn't like my boss' - it has to be something substantial.

Exactly. And you have to show you tried to resolve it or that resolution was impossible. The burden of proof is on you to demonstrate good cause.

Wait, so if they deny my good cause claim, I can't get unemployment at all? Even if I get fired later?

If you quit without good cause, you're disqualified. If you later get fired from a different job, that would be a separate claim. But the quit disqualification can affect your benefit amount based on your base year wages.

That's why documentation is so critical. You don't want to quit and then realize you can't prove your case to Washington ESD.

Start keeping a detailed log of every incident - date, time, what was said/done, any witnesses. Even if there's no written evidence from your supervisor, your contemporaneous notes can be powerful evidence.

Should I try to record conversations? Is that legal in Washington?

Washington is a two-party consent state, so you generally can't record conversations without the other person's consent. Stick to detailed written documentation instead.

Constructive discharge is definitely recognized in Washington, but it's very hard to prove. You have to show that working conditions were so intolerable that any reasonable person would have quit. It's an even higher standard than regular good cause.

Yeah, I looked into it but decided to stick with the good cause argument instead. Seemed more straightforward.

You don't have to quit immediately, but there should be a reasonable connection between the good cause incident and your decision to quit. If you wait months after a harassment incident with no follow-up incidents, it's harder to argue good cause.

That makes sense. So if it's an ongoing pattern of behavior, you'd be better off than if it was just one incident?

Generally yes, a pattern of behavior is stronger evidence than a single incident, unless that incident was extremely severe.

I work for a small company so there's really nowhere else to go. It's basically just me and my supervisor in our department.

Ah, that's tough. Small companies definitely present fewer options for internal solutions.

Did you use them before or after you quit?

Before. I wanted to understand exactly what evidence I needed before I made my decision. Turned out I needed more documentation than I thought, so I spent another month gathering everything before I actually quit.

How long is the waiting period typically?

There's usually a one-week waiting period for all unemployment claims in Washington, regardless of why you separated from work. But if there's an adjudication process for good cause, that can add weeks or months to the timeline.

Good point. I was thinking I should get all my documentation together first, but I guess I can submit that during the investigation process?

Exactly. File the initial claim right away, then provide documentation when they request it during the adjudication process.

I've been at this job for 2 years full-time, so I think I should be okay on the work history requirement?

Two years full-time should definitely meet the wage and work requirements. The good cause determination will be the main hurdle for your claim.

I know someone who won on appeal after initial denial. The key was getting additional witness statements that weren't included in the original determination. The appeals process gave them a chance to present their case more completely.

Appeals are definitely worth pursuing if you believe you truly had good cause. Sometimes the initial adjudicator misses important details or doesn't properly weigh the evidence.

That's really smart about keeping the notebook in your car. I should start doing that instead of trying to remember everything later.

Exactly! Memory fades but written records from the time are hard to dispute. Even if your employer denies things happened, your detailed notes can be compelling evidence.

That's exactly what I'm struggling with - I can find general information online but I don't know how it applies to my specific circumstances.

Right, and every situation is different. What constitutes good cause for one person might not for another, depending on the specific facts and circumstances.

You're absolutely right about backing up everything! I made the same mistake early on - kept all my documentation on my work computer thinking I'd have time to gather it later. When things got really bad with my supervisor, I ended up having to quit suddenly and lost access to months of email evidence. Now I tell everyone to start building their personal file from day one. Also, if you can get any coworkers to be potential witnesses, make sure you have their personal contact info too, not just work numbers. The isolation these toxic managers create is real, but having your evidence secured gives you so much more confidence when dealing with Washington ESD's investigation process.