|(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
(A) the employee committed abuse, neglect, or financial
(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.