| (a) The administrative law judge will prepare a "Hearing
Order" which will be mailed to the employee at the employee's last
known mailing address. The Hearing 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 EMR unless the employee
timely files a petition for judicial review as provided in §711.1431
of this subchapter (relating to How is judicial review requested and
what is the deadline?).
(b) The executive commissioner may designate a Hearing
Order to be published in an Index of Hearing Orders that are deemed
to have precedential authority for guiding future decisions and HHSC
policy. A Hearing Order must be edited to remove all personal identifying
information before publication in the Index of Hearing Orders.
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