<prompt> Human: I was told last month funding for my job had run out and I was being laid off at the end of this month, I am planning to file for unemployment benefits but today I got an email from our financial person asking for a letter of resignation for their files. I am wondering if it could affect my ability to collect unemployment benefits being laid off vs. resigning the thing stopping me from just doing nothing is that I worry if I dont give them something they might use it as some kind of reason not pay out my vacation days I dont know if they can do that or not, so I was thinking about giving them a letter that basically said: Per the content of my termination notice I still have this letter, I have been informed there is no longer funding for my position and that my final working day at place I work will be on April 30th, 2017.Followed by the usual pleasantries. Does this seem like a safe letter to send? I suppose I should say that I dont have any specific reason to suspect malfeasance, but I prefer to edge on caution. If they reject that then I guess I know where things stand but what does everyone think? This is in the state of Maryland, for how much that matters.Edit:Thanks for the responses so far, the consensus seems to be that I should not give them anything at all. I need to review the employee material I got when I first started if I can find it to be sure but I guess it sounds like I should entitled to my vacation pay regardless of giving them a letter. Ill probably just play dumb and do nothing and see how that goes. Will update with any new developments.  <response>: I wouldnt give a letter of resignation. They may have final paperwork, but remember you dont have to sign anything. If they want you to waive rights - including to unemployment - then dont sign anything unless they give you something in return, like severance.As for Maryland law, your Department of Labor says this on paying out vacation pay:Unused Vacation TerminationIs it Payable?The answer to this question depends on the employers written policy, and whether this policy was communicated to the employee at the time of hiring. ... On the other hand, where the employer does not have a written policy that limits the compensation for accrued leave to a terminated employee, that employee is entitled to the cash value of whatever unused earned vacation leave was left -- provided it was otherwise usable.So check the initial employee paperwork you received and the employee handbook to see what was written. 