Just wanted to update that I went through my records from when this happened to me. My timeline was: - Filed claim: June 3 - First certification: June 17 - Eligibility interview notice: June 29 (letter arrived July 3) - Interview conducted: July 12 - Determination letter: July 18 (approved) So from filing to interview was almost exactly 5.5 weeks for me. Hope that helps give you some idea of timeline.

I'm going through a similar situation right now - my former employer is claiming I quit when they actually just stopped scheduling me after promising to keep me on permanently. Reading through everyone's experiences here is really helpful and reassuring that EDD does seem to side with employees when there's good documentation. @Sara I think you have a really strong case based on what you've described. The emails showing they promised to keep you on and your attempts to get clarification about your status should definitely work in your favor. I'm keeping detailed records of everything too after seeing how important that seems to be. Has anyone here dealt with an employer that tries to claim "job abandonment" instead of voluntary quit? That's what I'm worried my former company might try to argue since there was a gap between when my hours got cut and when I finally gave up trying to get them restored.

@originalPoster The guidance document is on the EDD website under "Information for School Employees" - it's not very prominently displayed. If you search "EDD Reasonable Assurance" it should come up. One more thing - when you do reach a representative, ask them to check if your previous benefit year is causing any issues. Sometimes there's a glitch where the system thinks you're still in your previous benefit year even though it's been years.

I finally got my issue fixed! For anyone else with similar problems: 1. Called at 8:12am exactly (right after the initial rush) 2. Explained I was laid off from teaching position (permanent separation) 3. Rep transferred me to claims specialist who manually verified my wages 4. Had to submit layoff documentation by fax (yes, fax in 2025 🙄) 5. Took about 10 days for everything to process The key was getting to the right department - regular reps can't override the system for education employees.

I'm a newcomer here but dealing with something similar! I just got my interview notice last week after 6 months on partial unemployment (restaurant industry - hours are super unpredictable). Reading through everyone's experiences here is making me feel so much better. I was convinced I had messed something up, but it sounds like these random reviews are just part of the process. @Carmen Ruiz - have you had your interview yet? I'm scheduled for next Friday and getting nervous. Going to follow all the advice here about having my work calendar and pay stubs organized. Thanks everyone for sharing your experiences - this community is a lifesaver when dealing with EDD stress!

I'm new to this community but wanted to share my recent experience since it sounds so similar to yours! I just went through an EDD eligibility interview last month after being on partial unemployment for about 8 months (I work in retail with fluctuating hours). Like you, I got the notice out of nowhere with no explanation. The interview ended up being totally routine - the representative just wanted to verify that I was still available and actively searching for full-time work, and she asked me to walk through a few of my recent certifications to make sure my reported hours matched my actual work schedule. She was actually really professional and understanding about the nature of part-time/inconsistent work. The key things that helped me were: having my work schedule/calendar handy, keeping my job search log up to date (even though it wasn't perfect), and just being completely honest about everything. The whole thing took maybe 25 minutes and my benefits continued without any interruption. It definitely seems like they do these random check-ins more frequently with partial claims since our work patterns can look "irregular" to their system. Try not to worry too much - it sounds like you've been doing everything by the book! Good luck with your interview!

As someone who recently went through the EDD certification process while genuinely job hunting, I can confirm that the system is pretty much honor-based right now. You just check "yes" to looking for work each week without having to provide any details unless you get randomly selected for an eligibility interview. What really bothers me about the no-show issue is that it makes legitimate job seekers look bad. When I was unemployed, I treated every interview as an opportunity, even for positions I wasn't initially excited about. Some of my best jobs came from interviews I almost didn't take seriously at first. I think part of the problem is that people are applying to jobs way outside their skill level or interest just to hit their weekly application quota. Then when they actually get called for an interview, they realize they don't want the job but are too cowardly to just decline professionally. For employers dealing with this - maybe try asking during initial contact something like "On a scale of 1-10, how interested are you in this specific role and why?" It might help you gauge who's actually serious versus just going through the motions for EDD requirements.

I'm a hiring manager at a mid-size company and we've implemented a few strategies that have helped reduce our no-show rate from about 50% to around 15%. Here's what worked for us: 1. **Pre-interview questionnaire**: We send a short 3-question form asking why they're interested in the role, what their salary expectations are, and when they'd be available to start. People who are just applying to meet EDD requirements rarely fill this out properly. 2. **Video screening first**: We do a quick 10-minute video call before any in-person interviews. This weeds out people who aren't serious, and it's much less time investment if they no-show the video call. 3. **Clear expectations upfront**: We explicitly tell candidates that we're a small team and no-shows waste significant time and resources. Most legitimate candidates appreciate the transparency, while it seems to discourage people who aren't serious. 4. **24-hour confirmation with consequences**: We require confirmation 24 hours before and clearly state that failure to show up without 2+ hours notice will result in being blacklisted from future opportunities with our company. The combination has really helped us focus our time on candidates who actually want to work. It's sad that we have to put these barriers in place, but it's become necessary given the current situation with unemployment requirements.

I'm a former EDD caseworker and want to clarify something important that might give you hope. While regular UI benefits require you to be available for work, California does have some lesser-known programs that might apply to your situation. First, there's the Disability Insurance (DI) program for caregivers who become unable to work due to their own health conditions that arise from caregiving stress - this is separate from PFL. Some caregivers qualify if they develop anxiety, depression, or physical ailments from the stress of caregiving. Second, and this is crucial - if you can demonstrate that you're able to do ANY work (even just a few hours per week of remote work), you might qualify for partial unemployment benefits under the "work sharing" provisions. The key is showing you're available for SOME work, not necessarily full-time work. I'd strongly recommend calling EDD directly and specifically asking about these scenarios. Don't let the first representative dismiss you - ask to speak with a specialist about caregiver situations. Document everything in writing. Also check if your county has a "Caregiver Support Specialist" - it's a newer position some counties created specifically to help people navigate exactly this type of situation.

I'm going through something very similar right now with my grandmother who has Alzheimer's. The financial stress is overwhelming when you're doing the right thing for family but can't access traditional support systems. One resource that's been helpful for me is the National Family Caregiver Support Program - it's federally funded but administered locally, so the benefits vary by area. In my county, they provided some respite care hours and even small emergency cash assistance when I was behind on utilities. Also, since you mentioned your teenage son, don't forget to check if your school district has any resources for families in crisis. Some districts have emergency funds or can connect you with local family support services. Our school counselor actually knew about programs I'd never heard of. The fact that you're managing both elder care AND parenting while dealing with financial stress shows incredible strength. Keep advocating for yourself - there are people and programs out there who understand that family caregivers are essential workers, even if the system doesn't always reflect that.