Suzanne Porter, the child protective services worker who was under a domestic violence restraining order when she was hired, no longer works for Contra Costa County. Her final day on the job was April 4.

But the saga of the social worker, who physically abused her ex-husband and participated in an infamous “Dirty DUI” scheme to entrap him for drunken driving, continues.

Porter has been directed to continue testifying later this month in a contentious case involving a restraining order and allegations of abuse for which she was the county social worker.

Meanwhile, revelations in this column last month about Porter’s past have prompted the county to re-examine its hiring practices to ensure better screening of applicants for sensitive jobs.

“We failed to do an adequate investigation in this particular case and we’re redrafting our policy to address it,” said County Administrator David Twa.

Porter did not return calls seeking comment and Twa, citing confidentiality rules, said he could not comment on whether Porter was fired or resigned after 2 1/2 years on the job.

County officials were not aware of Porter’s history until last month, Twa said. Had they looked, they would have found a substantial paper trail about Porter’s troubled past.

For starters, when she was hired as a social worker in November 2014, Porter was under a civil domestic violence restraining order issued by a judge in the same county.

Porter was named in a 2013 article in this newspaper about the Dirty DUI plot. And Porter and Contra Costa County were even co-defendants in a lawsuit stemming from the entrapment scheme, which involved a corrupt county sheriff’s deputy.

Her ex-husband had sued her and the county for civil rights violations. The litigation was ongoing when Porter was offered the job. Porter and her father eventually settled their part for undisclosed terms. The county paid $260,000 to settle its portion of the case

After Porter was hired, she was promoted twice. In her last position, she investigated domestic violence allegations. In March, she began testifying in the restraining order case for which she was the social worker. She is scheduled to return April 28.

In her own domestic violence restraining order case, a judge ruled that Porter pushed her way into her ex-husband’s home and hit him in the head with a shoe. In another altercation, she injured his face and shoulder. Porter never faced criminal charges, but the judge in her restraining order case described those actions as misdemeanor batteries.

In a third incident, Porter violated an earlier order to stay away from her ex-husband when she went prowling in his neighbor’s yard. Finally, the judge cited Porter’s participation in the Dirty DUI scheme — to gain “a significant tactical advantage in her on-going child custody conflict” — as another reason for issuing a three-year restraining order against her.

Private investigator Christopher Butler and former county Sheriff’s Deputy Stephen Tanabe went to prison for their roles in the DUI scam. Butler said he attempted similar schemes about a dozen times to entrap men who were embroiled in child custody battles.

Porter was one of his clients. According to court testimony of Carl Marino, an actor who participated in the scheme and turned police informant, Porter was a major player in two meetings at which the plan to ensnare her ex-husband was concocted.

With an accomplice, Marino plied Porter’s ex-husband with alcohol at a Danville wine bar in early 2011. When he left, Tanabe was alerted to arrest him as he drove away.

So how did the county miss these details about Porter’s past? Simple. They never asked or looked. No matter how sensitive the position, the department only does background checks for criminal convictions. Porter’s domestic violence case was in civil court.

“We don’t consider it relevant what’s going on in their personal lives,” Kathy Gallagher, director of Contra Costa Employment and Human Services Department, for which Porter worked, said last month.

That’s apparently going to change. Twa, the county administrator, directed Gallagher and Dianne Dinsmore, county personnel director, to develop a new countywide policy for review by the Board of Supervisors.

“In the hiring policy for sensitive positions such as this,” Twa said, “we need to do more of an investigation and determination before we hire somebody.”