Victims of intimate partner violence often hide the abuse. An organization has no general right to probe an employee's private life but must respond when such violence threatens workplace safety, so it shall remain alert to signs that an employee is in a violent relationship. Signs, alone or together, include: injuries, especially repeated ones such as bruises, black eyes and fractures, above all if hidden or poorly explained; absence or lateness, poor concentration and uncharacteristic errors or uneven work; requests for time off for court; emotional distress such as unusual quietness, withdrawal from colleagues, or repeated upset during or after calls or contact with the partner; hints or statements that a current or former partner is making unwanted contact; an unusual volume of calls, emails, texts, voicemails or faxes from a partner and reluctance to answer them; sudden changes of address or reluctance to say where the employee lives; and unwelcome workplace visits by the partner, especially if they upset the employee.
This control maps to 2 controls across 2 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 2 it maps to, and the evidence behind each claim, over MCP and REST.