I'm so glad you were able to get this resolved! This is exactly why I always recommend people get a detailed breakdown of what they owe before making any payments to EDD. The way they structure their notices can be really confusing - they'll show one total amount but not break down what portion is the original overpayment versus penalties and interest. For anyone else dealing with this, always ask specifically: "Does this amount include all penalties and interest that may apply?" when you're setting up payment. It can save you from exactly this kind of surprise later on.

This whole thread is so helpful! I'm dealing with a similar situation right now where I got a notice about additional amounts owed after I thought I had paid everything off. Reading through everyone's experiences, it's clear that EDD's system has some serious communication issues between departments. The advice about requesting a Statement of Account and asking specifically about penalties and interest is gold. It's frustrating that they don't make these breakdowns clearer upfront - it would save everyone so much time and stress. Thanks to everyone who shared their experiences and solutions!

They're only paying me through my new last day, not through my original resignation date. So basically I'm losing 2 weeks of expected pay. Based on everyone's feedback, it sounds like I should apply right away, focus on both aspects (harassment and early termination), and be prepared for a possible initial denial and appeal process. I'm going to gather all my documentation tonight. Thank you all for the guidance!

You're absolutely on the right track! Since they're not paying you through your original resignation date, that definitely strengthens your case for the termination aspect. When you file, make sure to emphasize that timeline - you gave proper notice with a specific end date, and they unilaterally changed that arrangement to your financial detriment. That's textbook employer-initiated separation for those two weeks. Combined with your harassment documentation, you have two solid arguments. One tip: when gathering your harassment evidence tonight, organize it chronologically and include any witnesses or HR correspondence. EDD likes clear timelines. Good luck with your application!

Just want to throw in my experience. I had almost your exact situation back in 2023. Was at a company for 5 years, then took a new job that turned out to be terrible. They let me go after only 2 months. I was worried about qualifying but had no problems getting benefits based on my previous work history. As long as you've earned enough in your base period (which sounds like you would have with 4 years at your previous job), and you're not fired for misconduct, you should be fine.

I went through something similar about 6 months ago! Was at my previous job for 3 years, then started a new position that was clearly not a good fit. Got laid off after just 5 weeks during their "restructuring" (aka they realized they hired too many people). I was panicking about whether I'd qualify for benefits with such a short stint, but it turned out to be no problem at all. EDD calculated my benefits based on my earnings from the previous job that fell within the base period. The whole process was pretty straightforward once I understood that they don't care about tenure at your most recent job - they just want to see that you didn't get fired for cause. One tip: when you file, make sure you have all your wage information handy from ALL employers during the base period, not just your most recent one. They'll verify everything anyway, but having it ready speeds up the process. Hope things work out better at your current job, but if not, you should be covered!

As someone who went through a similar situation with EDD, I want to add that timing is crucial here. Don't wait too long to file your claim once you leave - there's a one-week waiting period before benefits can start, and delays in filing can complicate things. Also, when you do your initial interview with EDD, be very specific about the phrase "good cause connected with work." That's their exact terminology for situations like yours where childcare responsibilities make continued employment impossible. I'd also suggest keeping a detailed log of your current daily schedule showing how the new commute would conflict with your kids' school dropoff - concrete timestamps really help your case. The fact that they gave you an ultimatum rather than trying to work with you on alternatives will also work in your favor.

I'm going through something similar right now with my district! They're trying to transfer me to a site that would add 30 minutes each way to my commute. What really helped me was documenting EVERYTHING in writing. I sent an email to HR specifically outlining how the transfer would create "undue hardship" due to my childcare responsibilities (use those exact words - EDD looks for specific language). I also requested they provide any alternative accommodations in writing. When they couldn't offer any reasonable solutions, I had a paper trail showing they were unwilling to work with me. Haven't had to file yet since my union is still fighting it, but I feel much more prepared now if it comes to that. The key seems to be framing it as the employer forcing you into an impossible situation rather than you choosing to quit.

I went through something similar last year with my elderly father who has Alzheimer's. The PFL option that others mentioned was a lifesaver - I was able to get benefits for about 6 weeks while still working part-time. Just wanted to add that when you apply, make sure the doctor's certification is very specific about the need for intermittent care. My first application got denied because the form wasn't detailed enough about the unpredictable nature of the condition. The second time, his doctor specifically mentioned that emergencies could occur at any time requiring immediate attention, and it was approved. Also, don't get discouraged if it takes a while to process - mine took about 3 weeks but they backdated the payments. Hang in there, you're doing everything you can in a really tough situation.

Also wanted to mention that if you're dealing with medical expenses for your child, you might want to look into the California Children's Services (CCS) program if you haven't already. It covers specialized medical care for children with certain chronic conditions including seizure disorders, and can help with costs that regular insurance doesn't cover. The income limits are pretty generous and it could free up some of your budget while you're working through the PFL application. I know it's a lot to juggle but having that extra medical support might give you more flexibility with work arrangements too.