u/katolini

I’m preparing for a [Washington] unemployment OAH hearing and looking for advice from anyone familiar with WA unemployment appeals, especially voluntary quit/good-cause cases.

I accepted a PEP/separation agreement after being placed on a final written warning. My concern is that my case will be viewed simply as “she voluntarily quit,” without considering the circumstances that led to the separation.

Relevant timeline:
\*\*May 2022:\*\* Started employment after being recruited for the position.
\*\*November–December 2023:\*\* My husband experienced a severe medical crisis. I was his \*\*only caregiver\*\*. I was taking him to appointments, coordinating his care, trying to get him appropriate treatment, and managing crises when he was disconnected from reality. I took FMLA and then returned to work.
\*\*2024–2025:\*\* His medical crisis continued. I continued working full-time while being solely responsible for his care. I was functioning in survival mode and experienced significant physical and emotional effects. I was also seeing a therapist during this period.
\*\*August 2025:\*\* Received my first written warning for performance. I met with HR afterward and explained the circumstances and my commitment to improving.
\*\*August 2025–March 2026:\*\* Continued working and trying to improve rather than leaving.
\*\*March 31, 2026:\*\* Received a final written warning. HR explained the progression from written warning to final warning and then termination if performance did not improve. My manager also told me that he didn’t think my strengths aligned with the role. I was offered a PEP/separation plan.
\*\*April 3:\*\* Accepted the PEP.
\*\*April 17:\*\* Employment ended pursuant to the PEP.
\*\*May 3:\*\* Moved to Michigan.
\*\*July 6:\*\* Started a new job.

I understand that accepting the PEP makes this a voluntary-separation issue, and I’m not trying to claim that I was literally fired. My question is whether the circumstances potentially qualify as \*\*good cause under Washington law\*\*, particularly because my husband’s illness and my caregiving responsibilities were a major part of what was happening during the deterioration of my employment.

I also previously described myself as “laid off.” I did not intend to deceive ESD. At the time, I understood the PEP as an employer-driven separation because I was on a final warning, my manager had said my strengths didn’t align with the position, and the employer presented me with the exit plan. I now understand that “laid off” may not have been technically accurate.

I have documentation including the PEP, written/final warnings, HR documentation, and a statement from my therapist.

I’m especially interested in advice on:

\- Whether accepting a PEP after a final warning affects the good-cause analysis.
\- Whether taking FMLA, returning to work, and continuing to work for years while being my husband’s only caregiver supports the argument that I made reasonable efforts to preserve employment.
\- How the caregiving circumstances should be presented at the hearing.
\- How I should address having previously said I was “laid off.”
\- What questions I should be prepared for from the OAH judge.
\- I’m not looking for validation. If the facts don’t support my position under Washington law, I’d rather know that. I’m trying to understand what argument I actually have and how to present the facts accurately.

Thanks.

I’m preparing for a Washington unemployment OAH hearing and looking for advice from anyone familiar with WA unemployment appeals, especially voluntary quit/good-cause cases.

I accepted a PEP/separation agreement after being placed on a final written warning. My concern is that my case will be viewed simply as “she voluntarily quit,” without considering the circumstances that led to the separation.

Relevant timeline:
May 2022: Started employment after being recruited for the position.
November–December 2023: My husband experienced a severe medical crisis. I was his only caregiver. I was taking him to appointments, coordinating his care, trying to get him appropriate treatment, and managing crises when he was disconnected from reality. I took FMLA and then returned to work.
2024–2025: His medical crisis continued. I continued working full-time while being solely responsible for his care. I was functioning in survival mode and experienced significant physical and emotional effects. I was also seeing a therapist during this period.
August 2025: Received my first written warning for performance. I met with HR afterward and explained the circumstances and my commitment to improving.
August 2025–March 2026: Continued working and trying to improve rather than leaving.
March 31, 2026: Received a final written warning. HR explained the progression from written warning to final warning and then termination if performance did not improve. My manager also told me that he didn’t think my strengths aligned with the role. I was offered a PEP/separation plan.
April 3: Accepted the PEP.
April 17: Employment ended pursuant to the PEP.
May 3: Moved to Michigan.
July 6: Started a new job.

I understand that accepting the PEP makes this a voluntary-separation issue, and I’m not trying to claim that I was literally fired. My question is whether the circumstances potentially qualify as good cause under Washington law, particularly because my husband’s illness and my caregiving responsibilities were a major part of what was happening during the deterioration of my employment.

I also previously described myself as “laid off.” I did not intend to deceive ESD. At the time, I understood the PEP as an employer-driven separation because I was on a final warning, my manager had said my strengths didn’t align with the position, and the employer presented me with the exit plan. I now understand that “laid off” may not have been technically accurate.

I have documentation including the PEP, written/final warnings, HR documentation, and a statement from my therapist.

I’m especially interested in advice on:

- Whether accepting a PEP after a final warning affects the good-cause analysis.
- Whether taking FMLA, returning to work, and continuing to work for years while being my husband’s only caregiver supports the argument that I made reasonable efforts to preserve employment.
- How the caregiving circumstances should be presented at the hearing.
- How I should address having previously said I was “laid off.”
- What questions I should be prepared for from the OAH judge.
- I’m not looking for validation. If the facts don’t support my position under Washington law, I’d rather know that. I’m trying to understand what argument I actually have and how to present the facts accurately.

Thanks.

My husband and I are planning to (finally) take our honeymoon - thinking late January / February. We are sold on Mexico and thinking the Cancun area because we love the ocean. Our goal is to swim in the pool / ocean as much as possible. We love animals / nature and eating is especially important to us.

My dream is to have access to a sun shelf or in-pool lounger. We are trying to vibeeee.

Thank you in advance!

Edit: we’d like to do 8-9 days and hoping to stay under $8000.