To stand any chance on appeal, you MUST respond in time. You may have a compelling reason to have quit - child care. Get organized - what did you know about the hours before you started? One of us is confused - if you were denied, when would the company have fought the claim. What do you have to prove you were present for the extra hours? Ex: if you had a schedule printed and even a memo about inventory showing it occurred on a day you were not scheduled, same with the meetings. Scheduling information - who also performed your job - when we're they scheduled - say a night manager and a day manager. Is there an expense you only incurred when working? Say parking, babysitter, etc. Do you have proof of the expense occurring when you were not working your normal hours? Something to give an idea of just how many extra hours you worked. Other people in a similar position or a former coworker - may be able to go with you to the hearing to answer questions about working conditions. Performance appraisals are a good thing to have for general reasons. Any and every reason that would compel a working Mother to quit. The first hearing is the only chance you get to present why unless something happens in the future that presents pertinent facts you could have had no way of knowing prior to the event.