A school district filed a complaint with the State Board for Educator Certification, complaining that a teacher had abandoned her contract with the district and requesting that sanctions be imposed on her teaching credentials. The teacher requested a hearing before the State Office of Administrative Hearings.

At the hearing, evidence showed that the teacher signed a one-year term contract with the district. On Aug. 10, she submitted a resignation by email and hand delivery. The reason for her resignation was that she had received an offer for an administrative position in a neighboring school district. After she submitted her resignation, she received an email from the district’s automated system, which stated that the superintendent had accepted her resignation. Relying on this email, the teacher signed an employment contract with another district on Aug. 13. On Aug. 20, the board of trustees met, found that the teacher did not have good cause to resign, and reported her to TEA. On Aug. 29, the district sent a letter to the teacher, informing her that the email had been sent in error and that she had not been released from her contract. 

After hearing the evidence, the administrative law judge found that the teacher did not resign 45 days prior to the first day of instruction, did not have consent of the school board and did not have good cause to abandon her contract. Based on that, the teacher was found to have abandoned her contract, and a recommendation was made to impose a one year probated suspension on her teaching credentials.

When the judge's recommendation was presented to the State Board for Educator Certification for a final decision, it declined to accept the judge's recommendation. Instead, SBEC found that the email sent by the district served to release the teacher from her contract. Based on that, SBEC issued a final order finding that the teacher had not abandoned her contract and was not subject to sanctions.