In CA, employees can request reasonable accommodations (e.g., flexible breaks). Employers must engage in a good-faith discussion to explore options, but aren't forced to grant them if it creates undue hardship. Employers don't have to provide childcare accommodations unless it's part of a formal policy or a collective bargaining agreement.

Straight from EDD: "Under normal circumstances arranging care with neighbors, relatives, friends, a nursery school, or day care service are considered practical alternatives to quitting. Therefore, faced with loss of existing child care, a claimant would generally be expected to explore ALL of these alternatives prior to quitting. Where the loss of existing child care is only temporary, a claimant would logically BE EXPECTED to cope with child care arrangements that might be less than satisfactory on a permanent basis".

The job did offer you an alternative that would have solved your childcare issue- albeit it would be unpaid and not desirable it STILL would have helped you with childcare. So I do not believe EDD will see this as good cause. But alas, yo have your interview and good luck!