Relating to the confidentiality of certain personal information of an applicant for or a person protected by a protective order.

Contracts

• Third-Party Data Processors: Review agreements with payroll providers and benefits administrators. Ensure they are contractually obligated to suppress the home and work addresses of flagged employees to prevent accidental disclosure in routine mailings or directory updates.

Hiring/Training

• Front Desk & Reception Protocol: Train front-line staff to refuse to act as the designated proxy for service of process for employees. Under HB793, the applicant must designate a person to receive court notices; accepting this role creates unnecessary liability and physical security risks for your reception staff.
• Security Enforcement: Security personnel must be trained to enforce workplace bans based on internal "Criminal Trespass" authority rather than relying solely on the face of the Protective Order, as the specific workplace address may now be legally redacted from the court document.

Reporting & Record-Keeping

• Data Segregation: HR must establish a "segregated file" protocol. While the court order will be sanitized of contact info, you still need the employee's address for tax and payroll purposes. This data must be isolated from general employee directories to mirror the court's confidentiality mandate.
• Subpoena Response: Legal departments must update intake checklists. If you receive a subpoena for an employee's file in a related civil matter, you must ensure you do not inadvertently produce data that the court has ordered confidential.

Fees & Costs

• No Direct Fees: There are no new government fees associated with this bill.
• Operational Costs: Minimal costs associated with updating HR privacy policies and internal security databases.