; or (V) other corroborating evidence concerning the employee or family or household member; and (ii) if the survivor is the employee's family or household member, in order to verify the employee's relationship with the survivor, by information that may include a sworn statement of the employee, a birth certificate, a court document, or other corroborating evidence. (B) Survivor information protections (i) In general The certification shall state the reason that the safe leave is required with the facts to be disclosed limited to the minimum necessary to establish a need for the employee to be absent from work, and the employee shall not be required to explain the details of the domestic violence, dating violence, sexual assault, or stalking involved. (ii) Limitation on information requirements An employer may not require an employee, in order to obtain leave under this section, to produce, discuss with the employer, or provide— (I) any additional information, beyond the information enumerated in this subsection that establishes that the employee is eligible for leave under this section; or (II) any information that would compromise the safety of the employee or family or household member in any way. (C) Timeliness The employee shall provide a copy of such certification to the employer in a timely manner, not later than 30 days after the first day of the period of leave to the extent possible. The employer shall not delay the commencement of the period of leave on the basis that the employer has not yet received the certification. (4) Prohibition An employer may not require, as a condition of providing safe leave under this title, that the employee involved search for or find a replacement employee to cover the hours during which the employee is using safe leave. (e) Confidentiality