f.Employers should cooperate fully in the enforcement of all court orders, including orders of protection (particularly orders in which abusers have been ordered to stay away from the work site) and orders for custody. With the permission of the victim, a copy of any existing orders and/or a photograph of the abuser should be kept in a confidential on-site location, as well as with security staff.
g.Employers should have an emergency security response plan in place, and should ensure that all employees have clear instructions about what to do if an abuser gains unauthorized access to the work site. If the abuser refuses to leave, and/or engages in any acts that threaten the safety of employees or clients and/or that violate an existing order of protection, the police should be called.
Employers should consider the input of the victim in developing a response plan but must also maintain a responsibility to respond quickly to the safety-related needs of other employees.
h.In cases in which the abuser and the victim are employed at the same work site, an employer should give due consideration to relocating one or both employees to separate work sites and should, when appropriate, work with EAP to facilitate such relocation.
The victim should be consulted in making decisions about employee relocations and should not be involuntarily penalized by this process.
i.Employers should not inquire about an applicant's current or past exposure to domestic violence, nor should staffing decisions for existing employees be made based on any assumptions about or knowledge of such exposure.
Education, employment history, skills, and willingness and ability to do the work are the only valid considerations in making recruiting and staffing decisions.
j.In underwriting individual life or health insurance for victims of domestic violence, insurers must