(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.

Source Note: The provisions of this §711.1429 adopted to be effective July 5, 2020, 45 TexReg 4525