Just wanted to chime in as someone who's been through this exact scenario! You absolutely made the right choice taking that temp position. I was in a similar situation last year - took a 6-week contract at about 60% of my previous salary. While the immediate pay was lower than my EDD benefits, it ended up being one of the best career moves I made. The temp agency ended up placing me in a permanent role 3 months later that paid even more than my original job! A few practical tips for when you start: Make sure you understand exactly when your last day will be so you can reopen your EDD claim immediately. Also, even though it's temp work, treat it like any other job - show up early, volunteer for extra projects, and network with everyone you meet. You never know which connection might lead to your next opportunity. The financial break-even might seem discouraging now, but having recent work experience on your resume is invaluable, especially in today's competitive job market. Employers definitely notice employment gaps, and being able to say you were working (even temporarily) rather than unemployed for 4+ months can make a real difference in interviews.

As someone who works in HR and has dealt with EDD claims, I wanted to add a few technical details that might be helpful. When you're working the temp job, you have two options for handling your certification: (1) Stop certifying entirely while working full-time, or (2) Continue certifying and report your earnings each week. If you choose option 2 and earn more than your weekly benefit amount + $25, you'll receive $0 for those weeks, which effectively pauses your claim. The key advantage of continuing to certify (even when receiving $0) is that it keeps your claim "active" in the system, which can sometimes make reopening smoother. However, many people just stop certifying to avoid the hassle of reporting earnings weekly. One important note: Make sure the temp agency classifies you as a W-2 employee, not a 1099 contractor. This affects how EDD views your work history and can impact future claims. Also, since you mentioned this is accounts payable work, consider asking if there are opportunities to learn new software or processes that could strengthen your resume for controller positions later. Best of luck with the decision! The fact that you're thinking through all these implications shows you're approaching this strategically.

To all those having trouble reaching a human at California Unemployment. I just ran across this video that gave me a shortcut to reach a human. Hope it helps! https://youtu.be/Ize0EkN4HDI

I'm in a similar situation and was told the same thing about the 4-6 week wait. It's really frustrating having payments held up for that long! I've heard from others that sometimes calling back and speaking to different representatives can yield different information or timeframes. Some people have had luck getting escalated or finding reps who can expedite things. Has anyone else had success with calling multiple times or asking to speak with a supervisor about the phone interview scheduling?

Just want to add - make sure you keep detailed records of your work schedule and pay stubs! I learned this the hard way when EDD asked me to verify my reported earnings from 6 months prior. Having everything documented saved me from a huge headache. Also, if your hours vary significantly week to week (like 10 hours one week, 25 the next), your benefits will adjust accordingly using that same formula everyone explained. The system is actually pretty fair once you understand how it works. Good luck with the new job!

I went through this exact situation 8 months ago when I started part-time at a grocery store! The anxiety was real, but it's actually pretty straightforward once you get the hang of it. Everyone's advice about gross pay is spot on. One thing I wish someone had told me: if you're uncertain about ANY earnings (like if you get tips, bonuses, or your employer pays you for training), always report it. I made the mistake of not reporting a $30 training bonus my first week because I wasn't sure if it counted - EDD caught it later and I had to explain. Nothing major happened, but it was stressful. Also, your retail job might have fluctuating hours during busy seasons (holidays, back-to-school, etc.), so your benefits will go up and down accordingly. That's totally normal! The key is just being consistent with your reporting. You've got this!

Anyone else feel like were playing a game of chance with EDD? One day your fine, the next day BAM! mystery letter 😵‍💫

Hey Oliver! I totally get the stress of getting unexpected letters from EDD. A few things that might help while you're figuring this out: 1. Check if there's a "Notice Type" or code at the top of the letter - this can give you a clue about what it's regarding 2. Look for any dollar amounts mentioned - sometimes it's just a routine notice about benefit calculations 3. See if there's a "Response Required By" date - this will tell you how urgent it really is I've gotten a few confusing EDD letters over the years and most of the time they weren't as scary as they initially seemed. But definitely don't ignore it! If you can share what the subject line or notice type says (without any personal info), we might be able to help you decode it better. Hang in there! 🤞

I'm in a very similar boat right now - came back from maternity leave last month to find my department completely reorganized and my previously flexible schedule now requiring daily office presence. The anxiety about potential termination and financial security is so real. From what I've researched and experienced so far, the key seems to be framing this correctly - you're not refusing to work, you're unable to accommodate a substantial change in working conditions that occurred while you were on protected leave. I've been documenting every email and conversation about the changes, and I'd strongly recommend you do the same. One thing that's helped my peace of mind is knowing that EDD does recognize childcare constraints as legitimate reasons for being unable to meet new job requirements. It's not the same as just "choosing" not to work - it's a practical impossibility given your circumstances. Have you considered reaching out to your HR department to see if there's any flexibility or accommodation they can offer before it gets to the termination stage? Sometimes they're more willing to work with new mothers than the direct supervisor might be.

I'm so sorry you're dealing with this stress while also adjusting to life with a new baby. The timing is just awful. I went through something similar about 18 months ago when my company decided to end remote work arrangements right as I was returning from leave. Here's what I learned: EDD does recognize that a substantial change in working conditions after protected leave can qualify you for benefits, especially when you have legitimate childcare constraints. The key is how you present it - you're not refusing work, you're unable to accommodate the new requirements due to circumstances beyond your control. A few practical tips from my experience: - Save every email about the restructuring and new requirements - If possible, try to get clarification in writing about exactly what the new role requires - Document any attempts you make to find childcare solutions (even if unsuccessful) - If they do terminate you, ask for the termination reason in writing I ended up qualifying for benefits, but it took an eligibility interview where I had to explain the whole situation. The EDD representative was actually pretty understanding about the childcare constraints once I explained that I was willing and able to work, just not under the substantially changed conditions. Hoping things work out for you - whether that's finding a solution with your current employer or successfully transitioning to something that works better for your family situation.