SoThenIThought_ Free Outreach Availability - 8am to 9pm, [5/21/2026]

[u/SoThenIThought_]

It's easiest to work on your issues from a post as compared to chat.

Please make a post and we'll begin

[u/Muted_Quality_965]

Hi,

I have been on the adjudication status since 5/2. I was terminated from my position on April 17th, and was told that it was for performance related issues, no gross misconduct and what not. I was wondering why my claim was taking so long to process if the termination reason was within the guidelines to receive unemployment benefits?

[u/SoThenIThought_ → u/Muted_Quality_965]

TL:Dr: Often both the claimant and the employer don't give enough info or just crap info and it makes it very hard - Or they have all necessary info for you to be found eligible/ineligible and haven't made a decision

----- ** Full Explanation** -----

Would be happy to go over this - most of these are best done as phone calls since there is a lot of info and a robust confirmation.

Notwithstanding

1. In all states but Colorado, being fired for purely performance is eligible

Due diligence: Need to confirm if in writing, if other issues, etc Clarify if needs initial eligibility package to bolster claim, 2. Clarify/Teach/Explain nature of our Misconduct law, [i.e. ](RCW 50.04.29))[https://app.leg.wa.gov/RCW/default.aspx?cite=50.04.294)

• ESD takes information given to them by the employer and the claimant to make a determination, so if any of these are happening, it makes it super difficult to come to a determination

• Claimant did not supply enough/any documentation to show its a performance term

• Claimant gave no documentation/ if no documentation exists, a template/affidavit

• Employer did not supply enough/any documentation to show if it's a performance term

• Employer did not respond

------ Misconduct: Providing the Negative** -----

You are proving that you were not fired for any other reason - Just performance - nothing else was going on

You are not proving the reason/That the company was ran poorly/ Either party if wrong/right/morality

((3) "Misconduct" does not include: (a) Inefficiency, unsatisfactory conduct, or failure to perform well as the result of inability or incapacity; (b) Inadvertence or ordinary negligence in isolated instances; (c) Good faith errors in judgment or discretion; or 4. If needed, match to existing templates (I have many preexisting templates for a very large amount of performance termination. 4A - Adapt to template

Review applicable templates and adapt. Revise together. submit. Check for any other issues, then escalate

Total process is between 15-45min

I'm around all day.

[u/ApprehensiveAd8870 → u/SoThenIThought_]

Would it be helpful to submit the PIP paperwork at the time of application?

[u/SoThenIThought_ → u/ApprehensiveAd8870]

it really depends on the nature of the job separation:

Certainty there is a general rule of thumb "don't submit docs from the opposing party that don't help your case"

1: What really happened

1. What does the Pip say

2. Clarify the actual separation type

3. Determine veracity of previously provided info

4. Create from template what would best bolster your eligibly case

Easiest to do this issue type as a phone call if you're willing, we use my work phone

I would be offering and doing the initial eligibility builder. Have templates for this issue type. All Free

[u/ApprehensiveAd8870 → u/SoThenIThought_]

Wow, that would be awesome!

[u/SoThenIThought_ → u/[deleted]]

Yes,

FIRST: IF THIS IS THE FIRST HEARING, YOU CAN DELAY THIS HEARING BY APPEARING AND ASKING FOR A "POSTPONEMENT PENDING LEGAL REPRESENTATION"

For Hearing

Provide a robust job search log for the time you were in school (all affected weeks)

Describe that it was a mistake given the job search log - You authentically misunderstood the question

Delay this and I will personally make you appeal package and we can have this reviewed for free by the law firm I work For