I'm in almost the exact same boat as you - warehouse job, about 2 months in, supervisor keeps moving the goalposts on performance metrics. It's so stressful not knowing if you'll have income next week! Reading through all these responses has been incredibly reassuring though. The key thing I'm taking away is that it's really about your TOTAL work history during the base year, not how long you've been at the current job. Since you worked retail for 10 months before this, you should definitely meet the earnings requirements. One thing that's helped me cope with the stress is focusing on what I can control - I've started keeping detailed notes about every conversation with my supervisor and every time they change expectations. Even if nothing bad happens, at least I feel more prepared. Also wanted to mention - if you're feeling anxious about this whole situation, you're not alone! The uncertainty is really hard to deal with, but at least now we both have a much better understanding of how the system actually works. Fingers crossed things improve for both of us, but if not, we'll be ready.

Just wanted to jump in as someone who's been through the PA UC system twice in the past few years. All the advice here is spot-on, but I wanted to add one more thing that saved me a lot of headaches: when you file your initial claim, be VERY detailed in the "reason for separation" section. Don't just put "fired for performance" - explain the whole situation about constantly changing expectations, lack of clear training, etc. I made the mistake on my first claim of being too brief and it led to weeks of back-and-forth with investigators. The second time I was much more thorough upfront and the process went much smoother. Also, if you have any witnesses to conversations about the changing standards (coworkers, etc.), mention that in your application too. One last tip: if you do file and get an open issue, try calling UC first thing Monday morning at exactly 8:00 AM. I've had better luck getting through then versus later in the week. The whole system is frustrating but it does work if you're persistent and prepared. Hang in there!

I'm going through this exact same situation right now and it's absolutely maddening! Filed my claim in early February after getting laid off from my accounting job, and immediately got hit with the "eligibility review - prior benefits" status. I received PUA in 2020 when my previous employer had to cut hours due to COVID restrictions, but I've been working full-time since late 2020 and paying into the UC system like everyone else. What's so frustrating is that they're essentially penalizing us for using a federal program that THEY told us to use during a national emergency. I've made over 180 calls in the past month and haven't gotten through to a single person - the phone system just hangs up on you after 45 minutes of holding. I finally tried Claimyr after seeing so many recommendations here and actually got through to an agent in about 25 minutes! She confirmed this is happening to thousands of people and said to keep filing weekly claims no matter what. She also mentioned that people with clear work history between their PUA and current claim usually get processed faster. It's been 6 weeks now and I'm running out of savings fast. My landlord is being understanding but that won't last forever. The worst part is explaining to creditors that I can't pay because the state thinks using unemployment during COVID somehow makes me suspicious for needing it again during a legitimate layoff. Thanks to everyone sharing their experiences here - at least we know we're not alone in this bureaucratic nightmare. Going to keep filing weekly and hope this gets resolved soon. Stay strong everyone!

This is happening to me too and it's completely insane! Filed my claim three weeks ago after being laid off from my warehouse job, and immediately got stuck in this "PUA comparison review" because I received benefits in 2020 when my previous job shut down during lockdowns. What makes this even more frustrating is that I worked steadily from 2021-2024, paid into the system, and earned my quarters fair and square. Now they're treating my legitimate use of a federal program during a PANDEMIC like some kind of red flag? It's like they're punishing us for following government guidance during the worst crisis in decades. I've been calling every single day and can't get through - the phone system is completely broken. After reading everyone's experiences here, I'm definitely going to try Claimyr since so many people have had success with it. Also going to contact my state rep's office like @Sophia Clark suggested. The financial stress is unreal - I'm already behind on my car payment and my landlord is starting to ask questions. It's humiliating having to explain that I can't pay bills because the state thinks using unemployment during COVID somehow makes me suspicious. Thanks to everyone for sharing their stories - at least I know I'm not alone in this bureaucratic nightmare. Going to keep filing my weekly claims and document everything. We shouldn't have to go through this but we'll get through it together!

I'm going through something very similar right now and this thread has been incredibly helpful! I got terminated last month for exceeding my company's 8-point attendance system, mostly due to childcare emergencies and getting COVID twice this winter. My appeal hearing is in two weeks and I was feeling pretty hopeless until I read all these success stories. A few questions for those who won their appeals: 1. How detailed should I get about each absence? Some of mine are kind of personal (mental health days, family emergencies) 2. Did the referee ask your former employer tough questions too, or did they mainly focus on questioning you? 3. For those who had phone hearings - were you able to reference your documents effectively even though the referee couldn't see them? I'm definitely going to use the timeline/spreadsheet approach that several people mentioned. It's so reassuring to see that having legitimate reasons and following proper procedures really does matter in these cases. Omar, I'll be thinking of you at your March 14th hearing - please update us on how it goes!

I went through almost the exact same situation last year at my logistics job - hit 12 points mostly from legitimate emergencies and illness, got denied initially, but WON my appeal! To answer some of Mohammed's questions since I just went through this: 1. **Be detailed but professional** - Even for personal stuff like mental health, you can say "medical appointment for ongoing treatment" without getting too specific. The referee cares more about whether it was unavoidable than the exact details. 2. **They questioned my employer pretty hard** - The referee asked them about their policy exceptions, whether they considered my documentation, and if they followed their own procedures consistently. Don't assume they'll just take the employer's side! 3. **Phone hearings work fine** - I referenced my documents by date and description ("Looking at my doctor's note from January 15th that I submitted..."). Just have everything organized in front of you. Omar, your case sounds really strong! The combination of medical documentation, car repair bills, following call-off procedures, and 2 years of good attendance before these issues is exactly what won my case. The referee specifically said my absences were "involuntary circumstances" not "willful misconduct." One tip nobody mentioned: Practice explaining your situation out loud beforehand. I rehearsed my timeline a few times so I could present it clearly without rambling. You've got this - legitimate emergencies with proper documentation usually win these appeals!

I'm dealing with something similar right now! My former employer tried to appeal my UC determination after 14 months, claiming they had "new evidence" that I was fired for cause instead of laid off. Turns out their "new evidence" was just a different interpretation of the same disciplinary write-up they had during my original claim. The key thing that helped me was understanding that PA UC referees look very carefully at whether the evidence is actually "newly discovered" or if the employer just failed to present it properly the first time. In your cousin's case, personnel files aren't newly discovered evidence - they're records the employer always had access to. I'd also suggest your cousin request a copy of her complete personnel file from the employer before the hearing (she has a right to this under PA law). If there really was a final warning letter, it should be in there. If it's not, that's pretty strong evidence they're fabricating this claim. The referee will also want to know why the employer waited so long to bring this up. "We were reviewing our UC tax rate" isn't a valid legal reason for missing the 15-day appeal deadline, even in fraud cases.

This whole situation sounds like a textbook case of an employer trying to manipulate the UC system after the fact. I work in employment law, and I've seen this exact pattern multiple times - employers wait until their annual UC rate review, realize they're paying higher taxes due to claims, and then suddenly "discover" reasons to contest old determinations. The fact that they're claiming to have just found information in their own personnel files is particularly telling. Personnel files don't magically appear - they either existed during the original claim period or they didn't. If your cousin was truly fired for attendance issues, that information would have been immediately available when her UC claim was first processed. Here's what I'd recommend: 1. Request her complete personnel file immediately (as others mentioned) 2. Gather any emails or communications from around her termination date 3. Prepare a timeline of events leading to her layoff 4. If possible, get statements from former coworkers who were also affected by the restructuring The burden is on the employer to prove both fraud AND that this evidence couldn't have reasonably been discovered within the original 15-day appeal period. "We didn't review our files properly the first time" doesn't meet that legal standard. Your cousin should feel confident going into this hearing with her documentation.

Just to follow up on this thread - it's also worth noting that as of 2025, PA UC has updated some of their processes. You can also email a copy of your waiver request to [email protected] as a backup to your mailed submission. In the subject line, include your name and the last 4 digits of your Social Security Number. This gives you yet another record of submission.

Just wanted to add one more important tip - when you're preparing your financial hardship documentation, include a detailed monthly budget showing your income vs. expenses. I helped my sister with her waiver last year and the caseworker specifically mentioned that seeing the actual numbers laid out month by month really helped them understand why repayment would be impossible. Include things like rent/mortgage, utilities, groceries, medical bills, car payments, etc. The more detailed and realistic your budget looks, the stronger your case will be. Also, if you have any medical expenses or dependents, make sure to highlight those as they carry extra weight in the decision process.