Follow Up] For Melissamesq only. 11 Hope you are well. That…

Follow Up]
Customer: For Melissamesq only. 11
Hello again! Hope you are well. That employee got approved . It’s so mind boggling. Reasoning “claimant thought she was being fired when employer asked for parking card back”. They completely disregarded the part in the email I ask her “to let us know if she could still help out”. This ruling makes me so angry. My question is, would she be able to get much from my reserve account considering she only temped 3 days?
Expert: Hi...thanks for the direct request. I will be right with you!
Expert: Also, I'll check back in with you in 1 day on 3/28/2020. I can also answer any additional questions that may arise. Don't worry, there's no additional fee for this follow-up.
Expert: Hello...it is good to hear from you and I sincerely ***** ***** you and your family are well and getting through these unprecedented times. Secondly, this decision is outrageous on its face. I firmly believe that if you were so inclined to spend the time and resources [bigger things in today's world for sure] if the world were still 'normal,' you could get this determination/ruling overturned on appeal to superior court. What I do not understand about this ruling is this:in many cases I can see where the employee's perception in that regard would matter, as that is a critical difference between quitting and being 'fired.' HOWEVER...and this just doesn't make any sense to my legal mind...IF her first work contract with you had ended at this point, which you indicated it had, then her employment was over. The parking issue was moot and irrelevant...it has no probative value because her 3 day contract was over. In that case, if you are then asking her if she can sign A NEW 3 day temp work contract, and she says well I have an appointment and I can't really commit to a hard time this week, then that is a standard offer-no acceptance = NO employment. You offered her a second NEW contract for another 3 day work contract and she waffled and basically said she could not commit then you asked for your parking pass back. How does any reasonable EDD examiner conclude that she was fired when she was not technically employed with you when this conversation went down? The focus on the parking pass is absolutely irrelevant.Someone made a mistake. They simply did not understand the facts here...and that is unfortunate. The upshot, though, is that you will have to pay very little in to her so called unemployment claims period since she ONLY worked for you for 3 days. I wish I could have advocated here...because honestly I want someone to explain how she could have been fired when her first and only 3 day temp work contract had been completed at that point. How does someone who was then no longer employed with you get fired?? This is really a sad and terrible reflection on the examiners at EDD, and I do believe that a superior court judge would overturn this on the facts. It's just not worth the fight, because your share of her approved claim period is so law. Each employer's share is based on the amount of time someone works for you...your proportionate share goes in to determining her base period, so at least you know that she will get a minor amount from you. On principle, though, she deserves nothing on these facts. The only way this makes any sense is IF she were still employed with you when the at issue conversation went down...so if it occurred during her 3 day work contract and before it expired...then I can see this ruling more clearly.Anyway....we are in such unprecedented times that nothing shocks me anymore! Thank you in advance for taking the time to give me a positive rating on these open questions. I really do appreciate it, a always!