I've been helping people navigate this exact issue through my work with job seekers, and I want to emphasize something that hasn't been mentioned yet - the unemployment question can actually be a conversation starter that works in your favor during interviews. When employers ask about it, it gives you an opportunity to talk about how you've been strategic about your job search, perhaps mentioning specific steps you've taken like networking, skill development, or industry research. I've seen candidates turn this question into a chance to demonstrate their thoughtfulness about career decisions rather than just taking any available position. The key is preparation - have a brief, positive explanation ready that shows you're being intentional about finding the right fit while properly managing your Washington ESD benefits.

This whole conversation has been incredibly enlightening! I came here with the same worries about that unemployment question, but now I understand it's really just standard administrative information that employers need for various legitimate reasons - tax credits, hiring timelines, payroll setup, etc. What really stands out to me is how many people have shared positive experiences or explanations from the employer side. It's clear that being on Washington ESD while job searching is completely normal and nothing to be ashamed of. I'm definitely going to approach future applications with more confidence and stop second-guessing myself every time I see that question. Thanks to everyone who shared their insights - this community is such a great resource for navigating these unemployment-related concerns!

Just wanted to add that if you're having trouble getting through to ESD by phone, you can also try using the secure messaging system in your online account. I've had better luck getting responses that way, especially for status changes like requesting StandBy/union dispatch status. It usually takes 3-5 business days to get a response, but at least you don't have to sit on hold forever. When you message them, be sure to include your husband's social security number, claim confirmation number, and specifically mention that he needs "StandBy status for union member with exclusive hiring hall dispatch system" and reference his Local 41 membership. Attach any union documentation you have right in that first message. Also, while waiting for resolution, make sure he's checking in with the hall daily if possible - not just weekly. The more documentation of his availability through the proper union channels, the stronger your appeal case will be.

As someone who just went through this exact same situation with my spouse (also a union carpenter), I can confirm everything everyone is saying here is spot on. The key is getting that StandBy status established ASAP. One thing I'd add - when your husband calls or messages ESD, have him mention that he's "subject to recall" by his union. That's another phrase they recognize that helps clarify the union dispatch situation. Also, if Local 41 has an ESD liaison or unemployment coordinator (many locals do), definitely reach out to them. Our local had someone who knew exactly how to handle these situations and could even conference call with ESD if needed. The whole system really is designed around non-union job searching, which is why this happens so frequently to union members. But once you get the right status code in the system, future claims should go much smoother. Hang in there - this will get resolved!

I'm dealing with a very similar situation right now - my former employer just filed an appeal last week after my benefits had already been approved for almost a month. Like you, I was laid off due to "company restructuring" but there were some tense conversations during my final days that I'm worried they might try to twist into misconduct allegations. The uncertainty is killing me, especially since I've already started budgeting around those benefit payments. Has anyone heard how long Washington ESD is currently taking to schedule appeal hearings? I'm trying to plan ahead but the waiting is the worst part. Thanks for posting this - it helps to know I'm not alone in dealing with this stress!

I just went through a similar employer appeal situation a few months ago and wanted to share some practical tips that helped me get through it. First, don't panic - I know it's easier said than done, but the majority of these appeals fail when there's legitimate documentation of a layoff. Since your separation notice clearly states restructuring, you're starting from a strong position. Here's what I wish I had known: start preparing now even before you get the hearing notice. Create a timeline of events leading up to your termination, save any company-wide communications about restructuring or budget cuts, and if possible, connect with former coworkers who can verify the layoff was part of broader company changes rather than individual performance issues. The verbal comments your manager made are concerning, but they'll need concrete documentation to prove misconduct - not just opinions or offhand remarks. Keep filing your weekly claims religiously and treat this as business as usual until you hear otherwise. The whole process took about 6 weeks for me from appeal to final decision, and I kept receiving benefits throughout. You've got this!

Just wanted to share some encouragement for everyone in this thread! I'm a graduate student who successfully received UI benefits last year after losing my research assistant position. The process definitely felt overwhelming at first, but it's absolutely doable. A few things that helped me: 1) I applied online late at night when the system was less busy, 2) I was completely transparent about being a student from day one, and 3) I emphasized my willingness to work around my class schedule. The weekly job search requirement actually helped me stay motivated to find new employment. For those worried about the financial aid impact - yes, UI counts as income on FAFSA, but for me it was the difference between staying in school or dropping out, so it was worth it. The financial aid office was understanding when I explained the circumstances during my aid review. Don't let fear of the unknown keep you from applying if you need the support!

When I lost my server job in 2018, I was taking full time classes, but had been working for 30 hours a week for three years. I went through three months of fighting the unemployment department for not being “eligible” for unemployment. They said that because of my class schedule I was considered “not available for work” and I would only be approved for it if 1. I dropped out of school so my schedule was wide open or 2. I enrolled in a commissioner approved training program (CAT), which is like a tech school program. I was 8 months away from graduating with my four year degree, so I couldn’t do either of those things. I even showed them data on the projected annual job growth in the field I was getting a degree in and my consistent work history. It’s a huge flaw in the system that leaves university/college students vulnerable.

I'm sorry you're going through this - workplace harassment is so draining. One thing I'd add to all the great advice here is to keep a detailed journal of incidents with dates, times, and what exactly happened. Even if you don't have emails or texts for everything, your own contemporaneous notes can be valuable evidence. Also, if you have any performance reviews or previous positive feedback from before this supervisor started targeting you, gather those too - they can help show that the problems aren't with your work performance but with the hostile treatment you're receiving.

I went through something similar with a toxic manager who was trying to force me out. The key thing that saved my UI claim was creating a paper trail - I started sending follow-up emails after every verbal conversation summarizing what was discussed. Like if she gave you that ultimatum verbally, send an email saying "Just to confirm our conversation today, you mentioned that I need to 'figure out how to make this work' regarding the scheduling conflicts we discussed, or find another job. I want to make sure I understood correctly." This forces them to either confirm it in writing or correct the record, and either way you have documentation. Also, when you do talk to the owner, do it in writing if possible or follow up with an email summary. Washington ESD really values that paper trail in constructive dismissal cases.