What reasons can an employer deny unemployment benefits in Washington ESD?

Employers can protest unemployment claims for several reasons in Washington state. The main ones are: misconduct (like stealing, fighting, or repeated policy violations), voluntary quit without good cause, failure to accept suitable work, or not being able and available for work. They have to provide documentation to Washington ESD proving their case though.

same thing happened to me last year, employer said I quit but I was actually fired. took forever to get through to someone at washington esd to explain my side

I used Claimyr.com to get through to a Washington ESD agent when my employer protested my claim. They have this system that calls you back when an agent is available instead of waiting on hold forever. There's a video demo at https://youtu.be/7DieNd3C7zQ that shows how it works. Really helped me explain my situation directly to someone who could actually do something about it.

The Washington ESD adjudication process looks at whether the separation was due to misconduct connected with work or voluntary quit without good cause. Employers have to prove misconduct was willful and substantial. Simply being laid off due to lack of work, company downsizing, or performance issues that don't rise to misconduct level shouldn't disqualify you.

EMPLOYERS WILL LIE THROUGH THEIR TEETH to avoid paying higher unemployment taxes!!! They know most people won't fight back and just give up. Document EVERYTHING and don't let them intimidate you!!!

For Washington ESD adjudication, make sure you respond to any fact-finding questionnaires they send you. Provide detailed explanations of your side of the story and include any documentation like emails, medical records, employee handbook sections, etc. The adjudicator will review both sides before making a determination.

My brother went through this last month - his employer claimed he was fired for poor performance but he was actually just not a good fit for the role. Washington ESD approved his claim because performance issues alone don't equal misconduct unless there's willful negligence or refusal to follow instructions.

Another option for getting help with Washington ESD adjudication issues is calling their customer service line early morning or during lunch breaks when call volume might be lower. But honestly, after dealing with this system for months, I'd recommend trying Claimyr if you need to reach someone quickly. The peace of mind of knowing you'll actually talk to an agent is worth it.

also make sure to keep filing your weekly claims even during adjudication. if you win the appeal you'll get back pay for all the weeks, but if you don't file them you lose those weeks permanently

been there. employer said I was insubordinate but really I just questioned a safety violation. took 2 months but I won because I had email evidence

Common employer defenses that usually don't hold up: attendance issues with medical documentation, personality conflicts, performance issues without progressive discipline, company policy changes after the fact, or claims of insubordination without clear evidence. Washington ESD looks for patterns of willful misconduct, not just isolated incidents or circumstances beyond your control.

Whatever you do, don't admit fault or apologize for anything in your statements to Washington ESD. Just stick to facts and explain your side objectively. Employers count on people feeling guilty and saying things that hurt their own case.

The burden of proof is on the employer to show misconduct. They can't just say you were fired for cause without documentation. If they don't have progressive discipline records, written warnings, or clear policy violations on file, their protest is usually weak.

THE WHOLE SYSTEM IS DESIGNED TO DISCOURAGE PEOPLE FROM FILING! Employers know they can throw up roadblocks and most people will give up rather than fight. Don't let them win!

If Washington ESD initially denies your claim based on the employer protest, you have the right to appeal within 30 days. The appeal goes to an administrative law judge who will conduct a hearing where both sides can present evidence. Many decisions get overturned at this level.

just went through this exact situation. employer claimed misconduct but I had everything documented. won at the appeal level after initial denial

One more thing about getting help during this process - if you need to check on your adjudication status or get updates, Claimyr can help with that too. Sometimes just knowing where things stand can reduce a lot of anxiety while you're waiting for a decision.

Remember that Washington ESD adjudicators are supposed to be neutral. They're not automatically siding with employers. Present your case clearly with documentation and you have a good chance if the employer's claims are weak.

hope it works out for you! keep us posted on how the adjudication goes

Final advice: keep detailed records of all communications with Washington ESD, save copies of everything you submit, and don't be afraid to ask for clarification if you don't understand something in their correspondence. Good luck with your case!

I've been helping people navigate Washington ESD disputes for years and your situation sounds very winnable. Medical absences with proper documentation are one of the weakest grounds for employer protests. The key is showing you followed their policies for requesting time off and had legitimate medical reasons. Make sure to emphasize in your fact-finding response that you provided advance notice when possible and had doctor's notes. Also highlight that you received no progressive discipline - verbal mentions during health crises don't constitute formal warnings. Washington ESD sees right through employers who try to rewrite history after layoffs. Stay strong and don't let them intimidate you into giving up benefits you rightfully earned!

I went through a similar employer protest situation last year and want to share what I learned. The most important thing is that Washington ESD requires employers to prove misconduct was both "willful" and "substantial" - just having attendance issues, even without medical documentation, often doesn't meet that standard if there's no pattern of defiance or repeated violations after formal warnings. In your case, having medical documentation makes their argument even weaker. One thing that really helped me was creating a detailed timeline of events with dates, showing exactly when I provided medical notes and how I followed company procedures. Also, don't forget to mention if you were a good employee overall - length of service, positive reviews, no prior disciplinary actions all work in your favor. The adjudicator will look at the totality of circumstances, not just the employer's cherry-picked complaints. Washington ESD sees these weak protests all the time and knows the difference between legitimate misconduct and employers trying to avoid paying unemployment taxes.