AI-assisted research summary: A court may issue a civil no-contact order and grant relief against a respondent for unlawful conduct, and a knowing violation can be punished as contempt of court.
(a)Upon a finding that the employee has suffered unlawful conduct committed by the respondent, the court may issue a temporary or permanent civil no-contact order. In determining whether or not to issue a civil no-contact order, the court shall not require physical injury to the employee or injury to the employer’s property. (b)The court may grant one or more of the following forms of relief in its orders under this Article: (1)Order the respondent not to visit, assault, molest, or otherwise interfere with the employer or the employer’s employee at the employer’s workplace, or otherwise interfere with the employer’s operations. (2)Order the respondent to cease stalking the employer’s employee at the employer’s workplace. (3)Order the respondent to cease harassment of the employer or the employer’s employee at the employer’s workplace. (4)Order the respondent not to abuse or injure the employer, including the employer’s property, or the employer’s employee at the employer’s workplace. (5)Order the respondent not to contact by telephone, written communication, or electronic means the employer or the employer’s employee at the employer’s workplace. (6)Order other relief deemed necessary and appropriate by the court. (c)A civil no-contact order shall include the following notice, printed in conspicuous type: “A knowing violation of a civil no-contact order shall be punishable as contempt of court which may result in a fine or imprisonment.” History: History.2004-165, s. 1.