Updates to existing Roadmap Material

[u/SoThenIThought_]

One of the oldest, unrefined and unedited sections from the original archive (from 2020) has been substantially improved and added to the adjudication megapost, specifically this section:

• Where do I find Adjudications or Open Cases?

Also this new guidance for when to start an escalation...

• When do I start an escalation? A checklist

Added to this well traveled post

• ADDED 12/16/2022 Adjudication/Pending? Resolved by an Escalation, Examples and Explanations from the Roadmap

Separately:

For the eligibility megapost, information about multiple eligibility issues, some basics about documentation and affidavits, and information about laws related to school/attendance and working for a school at which You are currently enrolled in taking classes, has been added.

Added to this post:

• Added 2/2/2022 General FAQ: WA ESD "Am I eligible?"

[u/SoThenIThought_]

Multiple Eligibility Issues

• Every job separation has to be adjudicated as eligible and the employer is always asked about the job separation and given 10 business days to respond; this is why it is important to provide some kind of documentation show that you were laid off/temporary layoff/furlough/fired for a reason other than misconduct under state law, reach out and we can make a plan.

In addition to the job separation there are almost always multiple eligibility issues; job separation reason, identity verification, among others, That's why there are multiple sections to this eligibility megapost.

There is a simple way to find if there are multiple eligibility cases open related to your claim, by following this guidance..

If there are multiple eligible issues you should not start an escalation until you are competent that necessary information has been provided before asking ESD to make a decision without such - reach out to me and I can help you understand and make a plan.

How to upload a document or send a message is a simple process but, you need to make sure that what you're including is productive and not counterproductive because you cannot take it back once you've sent it. That's why it is important to reach out to the moderator to be confident and competent in what you're providing.

[u/SoThenIThought_ → u/SoThenIThought_]

---What Are you Providing? Evidence and a Statement---

• The two categories of things that need to be included are 1) Actual evidence such as text messages or emails or information from medical providers, etc >>>AND<<< 2) some kind of a document / affidavit/statement that describes how the evidence fits into what happened related to previous events related to the job separation and the immediate event that led up to the job separation and how those events are or are not affected by existing/known/unknown company policy. We are intending the document to be very accurate and precise and include a significant amount of detail; The names and titles and contact information of people with whom you spoke, their relationship to you in the workplace, the expected outcome of certain events or conversations, the actual outcome of those events or conversations, and how you were impacted by those events or conversations especially as they relate to existing/known / unknown company policy, which governed those conversations or events and/or the events that led up to the separation.

I am here to help walk you through what and how we're going to substantiate/create both. In many cases I may already have a template. Once we have a game plan about >>>both the evidence and the affidavit<<<, and at least a reasonable rough draft is created for both, then we will schedule a free consultation with the affiliated law firm.

Other Resources

It is possible that in some cases you can just simply not be determined to be eligible based on how it went down with your last job or some monetary determination issue. If you are not found eligible there are other resources