The U.S. Equal Employment Opportunity Commission has issued a new fact sheet detailing how employers can be held liable for discrimination by showing bias against applicants and employees who are victims of domestic or sexual violence.

The fact sheet, issued October 12, 2012, lists various examples of how Title VII of the Civil Rights Act and the Americans with Disabilities Act can be applied in such cases. In one example, it states that an employer would be liable if it fired an employee “after learning she has been subjected to domestic violence, saying he fears the potential ‘drama battered women bring to the workplace.’”

In a legal alert, Ballard Spahr’s Brian D. Pedrow, a Labor and Employment partner, said employers “may wish to consider adding one or more of the examples contained in the EEOC fact sheet to their workplace harassment policies. In addition, he said, “When designing anti-harassment training, employers also should consider including examples involving domestic or dating violence, sexual assault or stalking.”