This is such an important thread for people to see! I had no idea that ESD was supposed to pay interest on money they incorrectly collected during overpayment disputes. I went through an overpayment appeal in 2019 that took over a year to resolve, and I won completely, but I never received any interest payment or was even told that was something I should expect. Reading through everyone's experiences here, it sounds like this is a widespread issue where ESD just hasn't been properly handling these interest payments. I'm definitely going to call them and ask about "post-appeal interest payments" for my case. For anyone else reading this who won an overpayment appeal in the past few years - it might be worth checking if you're owed interest too. Based on what people are sharing, it seems like ESD is finding these cases through their own audit process, but they're not being proactive about notifying people. Thanks to everyone who shared their experiences and especially to Ryan for following up with the resolution!

This thread is a goldmine of information! As someone new to this community, I'm shocked to learn that ESD has apparently been failing to pay interest on money they incorrectly collected during overpayment appeals. It makes me wonder how many other people are walking around not knowing they're owed hundreds or even thousands of dollars. What really strikes me is how this seems to be a systemic issue - multiple people sharing similar stories of winning appeals but never receiving the interest they were legally entitled to. And the fact that ESD is only discovering these cases through their own internal audit rather than having proper systems in place from the beginning is pretty concerning. For anyone reading this who has won an overpayment appeal in recent years, it definitely seems worth making that phone call to ask about "post-appeal interest payments." Based on what people are sharing here, the amounts can be substantial, especially if your appeal process took many months to resolve. Thanks to everyone who shared their experiences - this is exactly the kind of information that can really help people!

UPDATE: I got through to ESD finally! The agent confirmed that yes, I can get backpay for the weeks I was waiting in adjudication IF my appeal is successful. She also said I should definitely keep filing weekly claims until the appeal is decided (even after I start working) and just report any new income accurately. She said the appeal is likely to take 6-8 weeks, which isn't great but at least I know now. Thanks everyone for your help!

Awesome that you finally got through to someone! That's such a relief to get official confirmation. Just wanted to add - when you do start that new job, make sure to keep really detailed records of your hours and pay for those weekly claims. I learned the hard way that being super precise with reporting earnings helps avoid any delays or complications if your appeal goes through. Also, even though 6-8 weeks sounds long, that's actually pretty reasonable for appeals right now. Fingers crossed your interview goes well and your appeal is successful!

This entire thread has been a goldmine of information! I'm actually a former ESD employee who worked in the Training Benefits department for 3 years, and I wanted to add a few insider tips that might help people navigate this process more successfully: 1. **Timing is crucial** - Apply at least 6 weeks before your regular UI ends if possible. The "5-7 week processing time" they quote is conservative, but delays happen during peak application periods (especially fall when schools start). 2. **The magic words** - When writing your justification letter, use phrases like "career transition," "skills gap," and "labor market competitiveness." These are buzzwords the reviewers look for. 3. **Follow up strategically** - Don't call every day, but do follow up every 2 weeks with a polite inquiry about your application status. Squeaky wheel gets the grease. 4. **Appeal process** - If you get denied, don't give up! About 30% of appealed TB denials get overturned if you provide additional documentation or clarification. The program really does work when you understand what they're looking for. It's not designed to fail you - it's designed to ensure training leads to actual employment. Best of luck to everyone applying!

This thread has been absolutely invaluable! I'm currently in my second week of waiting for TB approval for a dental hygienist program, and reading everyone's experiences has really helped manage my anxiety about the process. I especially appreciate the insider tips from @Andre Rousseau - those "magic words" are gold! One thing I wanted to add for future applicants: make sure your training program's accreditation is clearly documented in your application. My program coordinator mentioned that ESD specifically looks for programs accredited by recognized bodies in your field. For healthcare programs like mine, they want to see accreditation from organizations like CODA (Commission on Dental Accreditation). Also, if anyone is applying for healthcare-related training, Washington state has been really prioritizing these programs lately due to worker shortages post-COVID. My WorkSource advisor said healthcare TB applications are getting expedited review. Fingers crossed this helps my timeline! Will update once I hear back from ESD.

The timing of when you file matters too. If you wait too long after becoming unemployed, you might miss out on benefits for those weeks. File as soon as you lose your job, even if you're not 100% sure you qualify.

Just wanted to add that Washington ESD also has an online eligibility screening tool that can give you a preliminary idea of whether you might qualify before you actually file. It's not a guarantee, but it can help you understand the basic requirements. Also, if you're concerned about the layoff timeline, you might want to start documenting everything now - keep records of any company communications about restructuring, your hours worked, and pay stubs. This documentation can be helpful if there are any questions about whether your job loss was through no fault of your own.

As a newcomer to this discussion, I'm really struck by how this situation highlights a fundamental flaw in Washington's PFML implementation. Reading through everyone's experiences, it's clear that the "comparable benefits" exemption is being used in ways that actually undermine the program's core purpose of providing comprehensive family leave protection to all Washington workers. What's particularly troubling is that Boeing IAM members - who should theoretically have strong collective bargaining power - are ending up with objectively worse coverage than individual employees at smaller companies who automatically get state PFML. The fact that Boeing's STD only covers the employee's own medical conditions while completely excluding family care situations makes it fundamentally not comparable to state PFML, regardless of dollar amounts. I think the legislative advocacy angle mentioned by others is crucial here. The current law clearly needs more specific criteria for what constitutes truly "comparable" benefits - perhaps requiring opt-out arrangements to cover the same types of situations (family care, bonding, etc.) rather than just similar payment levels. Thanks to everyone for sharing such detailed real-world experiences. This thread should honestly be required reading for anyone considering employment with companies that have opted out of state PFML. The practical advice about supplemental insurance, FMLA coordination, and checking spouse eligibility has been incredibly valuable!

As a newcomer to this community, I'm really grateful to have found this discussion! I'm currently exploring job opportunities in the aerospace sector and had been specifically looking at Boeing positions, but this thread has completely changed how I'm thinking about evaluating benefits packages. What's most shocking to me is learning that Washington's supposedly universal PFML program isn't actually universal at all. The idea that collective bargaining agreements can opt out with "comparable" benefits that clearly aren't comparable in practice seems like a major loophole that undermines the entire program's intent. The real-world examples shared here - like families having to use vacation time for newborn bonding or being unable to care for sick family members - really highlight how significant these gaps are. It's particularly frustrating that Boeing's STD coverage only applies to the employee's own medical conditions, completely missing the family care aspect that makes PFML so valuable. I'm definitely going to start asking much more detailed questions during job interviews about PFML participation versus opt-out arrangements. And I'll be looking into supplemental insurance options regardless of where I end up, since this thread has shown how important it is to have backup coverage in place before you actually need it. Thank you all for sharing your experiences so openly - this is exactly the kind of community knowledge that helps people make informed career decisions. I hope the 2025 contract negotiations bring positive changes for Boeing IAM families!