Washington ESD good cause for quitting - what qualifies for unemployment benefits?

I have screenshots of text messages and emails, plus I reported it to HR twice with no response. Should I file a final complaint before quitting to strengthen my case?

Absolutely file one more formal complaint and document their response (or lack thereof). It shows you tried to resolve the issue before quitting.

What about if they cut your hours drastically? My employer reduced me from full-time to 15 hours a week.

Major reduction in hours can qualify as good cause, especially if it's more than 25% reduction. You'd need to show it significantly affected your ability to earn a living wage.

I had the same problem until I found Claimyr - it's a service that helps you get through to Washington ESD agents. Check out claimyr.com, they have a video demo at https://youtu.be/7DieNd3C7zQ showing how it works. Finally got answers about my claim status.

Is that legitimate? Seems too good to be true with how impossible it is to reach them normally.

Yeah it's real. They basically handle the waiting and calling for you. Was skeptical at first but it actually worked and I got to talk to an actual Washington ESD rep.

How long does the adjudication process usually take for good cause quit determinations?

Can take 4-6 weeks or longer depending on how complex your case is. They have to investigate and sometimes contact your former employer.

Did you have to provide witness statements or did Washington ESD contact them directly?

I provided written statements from coworkers who witnessed incidents. Washington ESD also called one of them during their investigation.

That sounds like textbook constructive discharge. Document all the changes they've made and how they're forcing you out. Washington ESD treats constructive discharge similar to being terminated.

Should I wait for them to fire me or is it better to quit and claim constructive discharge?

Honestly, if you can afford to wait, it's usually easier to let them fire you. But if the situation is unbearable, constructive discharge claims can work with proper documentation.

What if my employer lies about the reasons for my quitting? I'm worried they'll make up stories.

That's why documentation is so important. If you have emails, texts, witness statements, etc., it's your word plus evidence versus their word alone.

Medical reasons can qualify but you'll need documentation from your doctor stating that continuing work would be detrimental to your health. Just having anxiety/depression isn't enough - it has to be work-related and severe.

My doctor is willing to write a letter explaining how the workplace harassment has worsened my condition. Would that be sufficient?

That would definitely help, especially if it ties the medical issues directly to workplace conditions. Combined with harassment documentation, it strengthens your good cause argument.

What were the extra job search requirements? I'm scared about that part.

They made me apply to 5 jobs per week instead of 3 and attend extra WorkSource workshops. Plus I had to wait those 7 weeks with no benefits at all.

Should you also record conversations if it's legal in Washington?

Washington is a two-party consent state so you'd need permission to record. Safer to stick with written documentation and witness statements.

Yes, Washington ESD will contact your employer as part of their investigation. They'll know you're claiming good cause and will have a chance to respond to your allegations.

Ugh, that's what I was afraid of. But I guess if I'm quitting anyway, it doesn't matter much.

Domestic violence is specifically recognized as good cause in Washington. You'll need documentation like police reports, restraining orders, or statements from domestic violence counselors.

I have a restraining order and my supervisor witnessed one of the incidents. Should be enough documentation I hope.

Three weeks isn't unusual unfortunately. Mine took almost 6 weeks because they had to interview multiple people. Stay patient and keep checking your account.

I keep trying to call for updates but can never get through. This whole system is broken.

That's exactly why I mentioned Claimyr earlier - they can help you get through to check on your adjudication status. Saved me so much frustration.

Yes, violation of labor laws can qualify as good cause. You'll want to show you tried to address it first and that the violations were significant enough to make continuing employment unreasonable.

I filed complaints with L&I but nothing happened quickly enough. The wage theft was getting worse.

Yeah, I learned this the hard way. Got approved for good cause quit but then got in trouble for not doing enough job searches while waiting for the determination.

Exactly! You have to keep filing weekly claims and doing job searches even during adjudication unless they specifically tell you otherwise.

Major schedule changes that create hardship can qualify, especially when childcare is involved. Document that you requested to stay on day shift and that overnight work is impossible with your family situation.

I asked HR if I could stay on days and they said no, take it or leave it. Seems pretty unreasonable to me.

I think they have to be skeptical because so many people try to claim good cause when they really just didn't like their job. But yeah, it sucks when you have legitimate reasons.

I get why they have to investigate but the process takes forever and you're left with no income while they decide.

Really? I didn't know you could get benefits while it's under review. How do you request that?

You have to specifically request it and they'll warn you about the payback risk. Not everyone gets approved for benefits pending determination.

How long did the appeal process take? I'm worried about being without benefits for months.

My appeal hearing was scheduled about 6 weeks after I filed it, then I got the decision a week later. So about 7-8 weeks total but I was approved and got all my back benefits.

Agreed. It's definitely not easy but if you truly have good cause and can prove it, the benefits are worth the hassle. Just be thorough with your documentation.

This is incredibly helpful, thank you for sharing your experience! I'm especially glad to hear that submitting documentation upfront made a difference - I was wondering whether to wait for them to request it or be proactive. The email-to-yourself tip is brilliant for creating timestamps. Did you have any issues with your employer disputing your claims during the investigation, or did the documentation speak for itself?

Thank you for sharing such detailed advice! I'm currently documenting incidents but wasn't sure about the email-to-yourself strategy - that's genius for creating a paper trail with timestamps. Did Washington ESD ask for any specific types of witness statements, or were informal written accounts from coworkers sufficient? I'm worried about asking colleagues to get involved since they still work there and might face retaliation.