I went through this exact same process about 6 months ago and completely understand your anxiety! When I got that "something that can make you ineligible" message after reporting my $4,800 severance, I was convinced I'd somehow messed up my claim. But it really is just standard procedure when any severance is reported - their system automatically triggers the interview requirement. During my phone interview, the EDD representative was actually pretty straightforward and professional. They asked: 1) Why I was separated from work (layoff vs. firing vs. quitting), 2) Whether my severance was paid as a lump sum or ongoing payments, 3) If there were any work restrictions in my severance agreement, and 4) Whether I was available for full-time work and actively job searching. The whole interview took about 20 minutes, and I had my benefits approved within 2 business days afterward. My biggest advice is to have your termination letter and severance agreement documents ready to reference, and keep your answers clear and direct. Since you were laid off due to position elimination and received a lump sum payment, you should be in good shape. The fact that you reported everything honestly from the start definitely works in your favor!

I'm a former EDD claims specialist and can confirm that reporting severance automatically triggers an eligibility interview - it's completely normal and doesn't mean you did anything wrong. The interview is mainly to distinguish between severance that counts as "wages" (which could delay benefits) versus a lump sum payment for past service (which typically doesn't affect eligibility). Since you mentioned your position was eliminated and you received a one-time payment, you should be fine. The key things they'll verify: your separation was involuntary, the severance structure, and that you're available for work. Have your layoff documentation ready and answer their questions directly without over-explaining. Most people in your situation get approved within a few days after the interview. You did the right thing by reporting everything honestly!

This is exactly the kind of confusion I had when I first moved to California! The abbreviations on paystubs are so confusing. One thing that helped me understand it better was thinking of it this way: SDI is like insurance YOU pay for (disability/family leave), while UI is like insurance your EMPLOYER pays for (unemployment). Both protect you, but they're funded differently. Also, if you want to double-check that your employer is legit and paying their taxes properly, you can look up their business on the California Secretary of State website to make sure they're in good standing. I learned this the hard way after working for a sketchy company that wasn't paying their employment taxes! Your wages won't count toward UI eligibility if your employer isn't properly registered and paying their obligations.

This thread has been incredibly helpful! I've been working in California for about 6 months and always wondered about this exact thing. I kept seeing SDI on my paystub and assumed that was covering unemployment too. It's actually kind of genius that employers pay the UI portion - means we don't have to worry about budgeting for it or accidentally underpaying. Quick question for anyone who knows - is there a minimum amount of time you need to work before you're eligible for UI benefits? Like do you need to work a full quarter or can you file after just a few weeks if you lose your job? I'm hoping I never need it but good to know just in case!

I'm going through the same thing right now - got my appeal hearing scheduled for next month after being wrongfully disqualified. Reading through everyone's experiences here is both terrifying and helpful at the same time! From what I've gathered from all the comments, it sounds like the key things are: - Yes, your employer will be on the call (unfortunately) - Have all your documentation ready and organized - Stay calm and factual even if they lie - Remember the burden of proof is on THEM to prove misconduct That company-wide downsizing email you mentioned sounds like golden evidence! I wish I had something that clear-cut. My situation is messier - they're claiming I was "unreliable" but really they just wanted to get rid of higher-paid employees. Has anyone here had success when it's more of a he-said-she-said situation without as much documentation? I have some emails showing my good performance but nothing as definitive as a downsizing announcement. Thanks to everyone who shared their experiences - it's helping me feel less alone in this stressful process!

Just wanted to add my experience since I see a lot of people are going through this same stressful situation. I had my EDD appeal hearing about 6 months ago after being disqualified for "misconduct" - which was complete garbage because I was actually laid off when my company eliminated my entire position. Yes, your former employer will definitely be on the call. In my case, it was my old supervisor and someone from HR. The hearing lasted about 40 minutes total. Here's what I learned: The judge was actually pretty fair and asked tough questions to BOTH sides. When my employer claimed I was fired for poor performance, the judge asked them for specific examples and documentation. They couldn't provide much beyond vague complaints, which worked in my favor. What really helped me win was: - I had saved the job posting where they reposted my position at a lower salary 2 weeks after letting me go - I brought up that they had eliminated similar positions in other departments around the same time - I stayed calm and answered questions directly without rambling The decision came in the mail 10 days later - I won! Got all my back benefits plus the ongoing payments. It was such a relief after months of stress. My advice: gather every piece of evidence you can, even small things like emails or meeting notes. And remember, they have to prove you did something wrong ON PURPOSE. Being downsized or eliminated due to budget cuts is NOT misconduct, no matter how they try to spin it.

Hi everyone, just made a video about how to call the EDD and reach a live human agent: https://youtu.be/-R4SqP7_JUA

Hey Rhiamae, I was in a similar situation last year. Even if you didn't receive a formal Notice of Overpayment, you can check your EDD account online to see if there's any outstanding balance. Log into your UI Online account and look for any overpayment information in your account summary. If there's nothing showing there and you got the Notice of Determination saying you're not qualified, you're probably in the clear. The interview was likely just to confirm your employment status. I'd recommend taking a screenshot of your account showing no overpayment balance just for your records. Good luck!

Just wanted to add another perspective as someone who went through a similar situation. I had my hours cut from 38 to 22 due to childcare restrictions (couldn't work evenings anymore after my daycare situation changed). EDD approved my partial benefits without any issues once I clearly explained that I was still available for full-time work during daytime hours. The key thing that helped me was keeping detailed records of every conversation with my manager about getting more hours during my available times. I also saved screenshots of my old schedules vs. new schedules to show the dramatic reduction. When I certified each week, I always included a note that I remained available for additional hours during my specified availability window. One tip: if your employer ever tries to claim you're "refusing shifts" in any documentation, make sure you respond in writing clarifying that you're unable to work certain hours due to medical restrictions but remain available for all other shifts. This creates a paper trail showing you're not voluntarily limiting your work. Good luck with your claim - it sounds like you've handled everything perfectly so far!

I'm going through something very similar right now! My hours got reduced from 35 to 20 per week because I can't work weekends anymore due to caring for my elderly parent. Reading through all these responses has been incredibly helpful - I had no idea partial unemployment was even an option. From what everyone is saying, it sounds like the key is documenting everything and being clear about your continued availability during your unrestricted hours. @Omar Fawzi - your approach of emphasizing the 60 hours of weekly availability you have is really smart. I'm going to use that same strategy when I file my claim. Thanks to everyone who shared their experiences and advice. This community is amazing for helping people navigate these complicated situations!