u/Better-Shelter9341

California teachers, I could really use some perspective.
I am currently teaching in District C, and my original plan was simply to continue commuting. My current commute is over a nearly an hour and a half each way, which has been difficult but pays the bills. Relocation there was not a good idea for my children and I’ll leave it at that.

About a month ago, I accepted a teaching position with District A. The opportunity became attractive because it is approximately 10 minutes from my house. For the first time, I had the chance to work close to home, spend less time commuting, and have more time available for my children.

I am a single mother with three children, all 13 and under. I do not have family nearby who can help any longer or a support system to help with transportation, school drop-offs, sports, childcare, or emergencies. I am also disabled technically due to an orthopedic history, so relocating my family is not a simple process.

When I accepted the position, HR told me they would bring me in sometime over the summer to sign my contract. Since then, I have completed fingerprints, background clearance, a pre-employment physical, and all onboarding paperwork. Due to delays in receiving the onboarding packet, I was all completed early last week. I followed up and have not received a response.

To complicate matters further, District A recently informed me they may not be granting all of my postgraduate units for salary placement, reducing the salary from what I originally expected.

One thing adding to my anxiety is the pre-employment physical. It is extensively documented so I didn’t feel that it was in my best interest to lie about it. They were aware when they hired me. I disclosed a my orthopedic history, including multiple surgeries and prior injuries. I am fully ambulatory, currently teaching, and capable of performing my job, but I do have documented physical limitations. I have not been told there is any issue, but the lack of communication has me second-guessing everything.

For those familiar with California district hiring:
Is 5-6 days of silence after completing onboarding normal this time of year?
Would you be concerned?
Have you had a district go quiet after onboarding and then continue the hiring process later?
At what point would you start pushing for answers?
I have emailed and left voicemails. No response
At this point, I am less worried about which district is “better” and more worried about making sure I actually have a job while making a decision that is realistic for my family.
It is a very small district and I believe was only hired 3 of us so it’s not like a large district that’s processing a huge amount of on boarding.
Any insight would be greatly appreciated.

(On a sidenote: District B offered me a position. District B pays approximately $12,000 more per year, but it is much farther away (nearly an hour commute each way) and would likely require relocating. I no longer have Help in the mornings with my kids to get them to school so they would need to come with me to make it work. I interviewed with both at the same time and they just now got back to me. The schools in District A generally regarded as better than District B and the kids currently attend. But I almost wonder if I should snatch that one up since the other one isn’t being responsive. I’m afraid not to be employed. I was renewed at my current district, but I just issued my resignation.)

I am looking for advice from California teachers, administrators, HR professionals, CTA representatives, attorneys familiar with education law, or anyone who has been through a similar situation.
I have never been in trouble professionally before, and I am honestly terrified right now.
I am a California teacher and the primary parent of three children. Teaching is how I support my family. I worked very hard to earn my credential after changing careers, completing graduate school, passing my exams, and rebuilding my life after a difficult divorce. The possibility of making a mistake that could jeopardize my credential is keeping me awake at night.
Here is my situation.
I have been teaching in my current district for the past several years. Overall, the district has treated me well, and I have generally had positive relationships there. However, there were significant administrative changes this year. My favorite administrator left, leadership became unstable, and the administrator who replaced him was someone I found extremely difficult to work with. Combined with a very long commute, those factors played a significant role in my decision to explore other opportunities.
I accepted a teaching position with District A. I communicated by email that I intended to accept the position and moved forward with transcript reviews, salary placement discussions, and onboarding conversations. However, I never signed a final employment contract with District A. Have heard very little from them. Until as of late, which is why..

Later, I received an offer from District B. District B offered significantly higher pay, and I signed a Temporary Offer of Employment for a teaching position there. Which I believe was just an acknowledgment that they had offered me the spot but… Apparently it is their contract that they have you sign upfront. The document states that employment is contingent upon Board approval.
At the time, I believed District B was the best financial decision for my family.
Since then, several significant things have changed.
I am dealing with custody and relocation issues involving my children’s father. He strongly opposes moving the children, but he is not involved in the day-to-day logistics of getting them to and from school, activities, sports, appointments, and other responsibilities. Those responsibilities fall primarily on me. This is gonna tie me up in litigation with him.
As a result, commute times, school schedules, transportation, childcare logistics, and after-school activities are not simply theoretical concerns. They directly affect my ability to care for my children on a daily basis.
In addition, my father recently suffered a heart attack and has been hospitalized.
I have realized that relocating would impact my children much more than I initially anticipated. They have established friendships, activities, routines, and support systems where we currently live. One of my biggest concerns is their sports teams. My children have already experienced a great deal of change, and I am struggling with the idea of uprooting them again.
Another factor is that District B requires approximately two weeks of onboarding and training before the school year begins. Unfortunately, I will miss essentially all of that onboarding because of a family trip that was planned and paid for more than a year ago around my children’s schedule. The district was aware that I had this trip planned.
As all of these issues came together, I began questioning whether District B was truly the best fit for my family despite the higher salary.
Because of these changed circumstances, I contacted the HR Director before Board approval and asked whether there was a process by which I could be released from consideration or whether there were alternatives available. I did not resign. I did not refuse employment. I simply asked what my options were before the Board took action.
This is where my confusion begins.
Both verbally and through email communications, I was told that because I signed the Temporary Offer of Employment, the district could still hold me to the position even if the Board had not yet approved it.

That statement appears different from my understanding of the Temporary Offer of Employment on the paperwork, which states that employment is contingent upon Board approval.
Because of that language, I specifically contacted HR before Board approval because I was attempting to address the issue before the process became final.
My understanding was that if the offer was contingent upon Board approval, there might be a meaningful distinction between a temporary offer and a final Board-approved contract. I am now receiving information that seems to suggest otherwise, which is why I am so confused.
I fully intend to teach next year. I am not trying to avoid working. In fact, I would be willing to remain in my current district if that ultimately became the best option. My goal is simply to make the best decision for my children while handling everything professionally and ethically.
What scares me most is the possibility of losing my credential.
I have never had disciplinary action taken against me. I have never been investigated. I have never been accused of misconduct. Teaching is how I support my children, and the possibility that I could make a mistake that affects my credential has me extremely worried.
My questions are:
How much weight does a signed Temporary Offer of Employment carry in California before Board approval?
Has anyone successfully been released from a teaching commitment before the school year started?
Does accepting one position by email and signing a temporary offer with another district create significant credential risk?
I’m sure by now that temporary offer is signed, but it wasn’t when I contacted them
If a district chose to pursue a complaint, is that something that realistically happens in situations like this?
Is there a meaningful distinction between a Temporary Offer of Employment and a final Board-approved contract?
I have spoken with a Cta Rep, but they are on vacation and I’m also switching sites which means I’m not sure who I would be assigned to. I am beyond stressed out.