; nondisclosure for survivors (1) Confidentiality All information provided to the employer pursuant to subsection (c) or (d), and the facts that the employee or family or household member is a survivor of domestic violence, dating violence, sexual assault, or stalking, and the employee has requested or obtained safe leave pursuant to this section, shall be retained in the strictest confidence by the employer, except to the extent that disclosure is— (A) requested or consented to by the employee in writing; or (B) otherwise required by applicable Federal or State law. (2) Confidential communications The provision of any information under this section does not waive or diminish the confidential or privileged nature of communications between a survivor of domestic violence, dating violence, sexual assault, or stalking with one or more of the individuals or entities providing information under subclause (II), (III), (IV), or (V) of clause (i), or clause (ii), of subsection (d)(3)(A). (3) Nondisclosure If an employer possesses health information about an employee or an employee’s family or household member, such information shall— (A) be maintained on a separate form and in a separate file from other personnel information; (B) be treated as a confidential medical record; and (C) not be disclosed except to the affected employee or with the written permission of the affected employee. (f) Employment and benefits (1) Restoration to position (A) In general Except as provided in paragraph (2), any employee who takes leave under this section for the intended purpose of the leave shall be entitled, on return from such leave— (i) to be restored by the employer to the position of employment held by the employee when the leave commenced