(a) The administrative law judge will prepare a dispositive
order that may become final (Final Order), which will be mailed to
the employee at the employee's last known mailing address. The Final
Order must contain the following:
(1) separate statements of the findings of fact and
conclusions of law that uphold, reverse, or modify the findings as
to whether:
(A) the employee committed abuse, neglect, or financial
exploitation; and
(B) the abuse, neglect, or financial exploitation committed
by the employee meets the definition of reportable conduct; and
(2) if reportable conduct is found to have occurred:
(A) a statement of the right of the employee to seek
judicial review of the order; and
(B) a statement that the finding of reportable conduct
will be forwarded to HHSC to be recorded in the Employee Misconduct
Registry unless the employee timely files a petition for judicial
review as provided in §705.1531 of this chapter (relating to
How is judicial review requested and what is the deadline?).
(b) The commissioner may designate a Final Order to
be published in an Index of Hearing Orders that are deemed to have
precedential authority for guiding future decisions and DFPS policy.
A Final Order must be edited to remove all personal identifying information
before publication in the Index of Hearing Orders.
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