(5) An employee who must be absent from work in accordance with the
provisions of subparagraph one of this paragraph and who cannot feasibly
give reasonable advance notice of the absence in accordance with
subparagraph four of this paragraph must, within a reasonable time after
the absence, provide a certification to the employer when requested by
the employer.
Such certification shall be in the form of:
(i) A police report indicating that the employee or his or her child
was a victim of domestic violence;
(ii) A court order protecting or separating the employee or his or her
child from the perpetrator of an act of domestic violence;
(iii) Other evidence from the court or prosecuting attorney that the
employee appeared in court; or
(iv) Documentation from a medical professional, domestic violence
advocate, health care provider, or counselor that the employee or his or
her child was undergoing counseling or treatment for physical or mental
injuries or abuse resulting in victimization from an act of domestic
violence.
(6) Where an employee has a physical or mental disability resulting
from an incident or series of incidents of domestic violence, such
employee shall be treated in the same manner as an employee with any
other disability, pursuant to the provisions of this section which
provide that discrimination and refusal to provide reasonable
accommodation of disability are unlawful discriminatory practices.
(d) To the extent allowed by law, employers shall maintain the
confidentiality of any information regarding an employee's status as a
victim of domestic violence.