FREE PDF QUIZ EFFICIENT CIPP-US - CERTIFIED INFORMATION PRIVACY PROFESSIONAL/UNITED STATES (CIPP/US) VALID EXAM MATERIALS

Free PDF Quiz Efficient CIPP-US - Certified Information Privacy Professional/United States (CIPP/US) Valid Exam Materials

Free PDF Quiz Efficient CIPP-US - Certified Information Privacy Professional/United States (CIPP/US) Valid Exam Materials

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The CIPP-US Exam is recognized as a standard for privacy professionals in the United States. Individuals who pass the exam demonstrate their knowledge and understanding of the complex and multifaceted domains of privacy law and practice. Certified Information Privacy Professional/United States (CIPP/US) certification gives employers and clients a clear signal of the holder's skill and competence in managing privacy issues.

The CIPP-US Exam covers various topics related to privacy laws and regulations in the United States, including the Privacy Act, the Fair Credit Reporting Act, the Children's Online Privacy Protection Act, and the Health Insurance Portability and Accountability Act (HIPAA), among others. CIPP-US Exam also covers emerging topics such as data breach notification laws, cybersecurity, and the General Data Protection Regulation (GDPR). CIPP-US exam consists of 90 multiple-choice questions that must be completed within two and a half hours.

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IAPP CIPP-US: Certified Information Privacy Professional/United States (CIPP/US) Certified Professional salary

The average salary of a IAPP CIPP-US: Certified Information Privacy Professional/United States (CIPP/US) Certified Expert in:

  • United State - 70,247 USD
  • Europe - 55,347 EURO
  • England - 50,632 POUND
  • India - 12,42,327 INR

IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q23-Q28):

NEW QUESTION # 23
Global Manufacturing Co's Human Resources department recently purchased a new software tool. This tool helps evaluate future candidates for executive roles by scanning emails to see what those candidates say and what is said about them. This provides the HR department with an automated "360 review" that lets them know how the candidate thinks and operates, what their peers and direct reports say about them, and how well they interact with each other.
What is the most important step for the Human Resources Department to take when implementing this new software?

  • A. Confirming that employees have read and signed the employee handbook where they have been advised that they have no right to privacy as long as they are using the organization's systems, regardless of the protected group or laws enforced by EEOC.
  • B. Providing notice to employees that their emails will be scanned by the software and creating automated profiles.
  • C. Ensuring that the software contains a privacy notice explaining that employees have no right to privacy as long as they are running this software on organization systems to scan email systems.
  • D. Making sure that the software does not unintentionally discriminate against protected groups.

Answer: B

Explanation:
The most important step for the HR department to take when implementing this new software is to provide notice to employees that their emails will be scanned by the software and creating automated profiles. This is because the software involves the collection and use of personal information from employees, which may implicate their privacy rights and expectations. By providing notice, the HR department can inform employees about the purpose, scope, and consequences of the software, as well as their choices and rights regarding their data. Notice is also a key element of transparency and accountability, which are essential principles of privacy management. Providing notice can also help the HR department comply with various privacy laws and regulations that may apply to the software, such as the Electronic Communications Privacy Act (ECPA), the Stored Communications Act (SCA), the Fair Credit Reporting Act (FCRA), and state privacy laws. Notice can also help the HR department avoid potential legal risks and liabilities that may arise from the software, such as claims of invasion of privacy, breach of contract, or violation of employee rights. References:
* U.S. Private-Sector Privacy, Third Edition by Peter P. Swire, DeBrae Kennedy-Mayo, Chapter 4, Section 4.2.1, pp. 97-98.
* U.S. Private-Sector Privacy, Third Edition by Peter P. Swire, DeBrae Kennedy-Mayo, Chapter 5, Section 5.2.1, pp. 125-126.
* U.S. Private-Sector Privacy, Third Edition by Peter P. Swire, DeBrae Kennedy-Mayo, Chapter 6, Section 6.2.1, pp. 153-154.
* IAPP CIPP/US Certified Information Privacy Professional Study Guide by Mike Chapple and Joe Shelley, Chapter 4, Section 4.1, pp. 113-114.


NEW QUESTION # 24
Which of the following laws is NOT involved in the regulation of employee background checks?

  • A. The Civil Rights Act.
  • B. The California Investigative Consumer Reporting Agencies Act (ICRAA).
  • C. The U.S. Fair Credit Reporting Act (FCRA).
  • D. The Gramm-Leach-Bliley Act (GLBA).

Answer: D

Explanation:
The law that is not involved in the regulation of employee background checks is B. The Gramm- Leach-Bliley Act (GLBA). The GLBA is a federal law that regulates the privacy and security of financial information collected, used, or shared by financial institutions, such as banks, insurance companies, or securities firms. The GLBA does not apply to employee background checks, unless the employer is a financial institution that obtains financial information from a consumer reporting agency for employment purposes. In that case, the employer must comply with the GLBA's notice and opt-out requirements, as well as the FCRA's requirements for using consumer reports.


NEW QUESTION # 25
SCENARIO
Please use the following to answer the next QUESTION:
Matt went into his son's bedroom one evening and found him stretched out on his bed typing on his laptop.
"Doing your network?" Matt asked hopefully.
"No," the boy said. "I'm filling out a survey."
Matt looked over his son's shoulder at his computer screen. "What kind of survey?" "It's asking Questions about my opinions."
"Let me see," Matt said, and began reading the list of Questions that his son had already answered. "It's asking your opinions about the government and citizenship. That's a little odd. You're only ten." Matt wondered how the web link to the survey had ended up in his son's email inbox. Thinking the message might have been sent to his son by mistake he opened it and read it. It had come from an entity called the Leadership Project, and the content and the graphics indicated that it was intended for children. As Matt read further he learned that kids who took the survey were automatically registered in a contest to win the first book in a series about famous leaders.
To Matt, this clearly seemed like a marketing ploy to solicit goods and services to children. He asked his son if he had been prompted to give information about himself in order to take the survey. His son told him he had been asked to give his name, address, telephone number, and date of birth, and to answer Questions about his favorite games and toys.
Matt was concerned. He doubted if it was legal for the marketer to collect information from his son in the way that it was. Then he noticed several other commercial emails from marketers advertising products for children in his son's inbox, and he decided it was time to report the incident to the proper authorities.
How does Matt come to the decision to report the marketer's activities?

  • A. The marketer failed to identify himself and indicate the purpose of the messages
  • B. The marketer did not provide evidence that the prize books were appropriate for children
  • C. The marketer failed to make an adequate attempt to provide Matt with information
  • D. The marketer seems to have distributed his son's information without Matt's permission

Answer: D

Explanation:
Matt's decision to report the marketer's activities is based on his suspicion that the marketer violated the Children's Online Privacy Protection Act (COPPA), which is a federal law that regulates the online collection, use, and disclosure of personal information from children under 13 years of age1. According to COPPA, operators of websites or online services that are directed to children or knowingly collect personal information from children must:
* Provide notice to parents about their information practices and obtain verifiable parental consent before collecting, using, or disclosing personal information from children12.
* Give parents the choice of consenting to the operator's collection and internal use of a child's information, but prohibiting the operator from disclosing that information to third parties (unless disclosure is integral to the site or service, in which case, this must be made clear to parents)12.
* Provide parents access to their child's personal information to review and/or have the information deleted and give parents the opportunity to prevent further use or online collection of a child's personal information12.
* Maintain the confidentiality, security, and integrity of information they collect from children, including by taking reasonable steps to release such information only to parties capable of maintaining its confidentiality and security12.
* Retain personal information collected online from a child for only as long as is necessary to fulfill the purpose for which it was collected and delete the information using reasonable measures to protect against its unauthorized access or use12.
* Establish and maintain reasonable procedures to protect the confidentiality, security, and integrity of personal information collected from children12.
In Matt's case, he did not receive any notice from the marketer about the survey or the contest, nor did he give his consent for the collection or disclosure of his son's personal information. He also did not have any access or control over his son's information or the ability to prevent further use or collection. Moreover, he noticed that his son's information seemed to have been shared with other marketers, as evidenced by the commercial emails in his son's inbox. These actions indicate that the marketer did not comply with COPPA's requirements and may have exposed his son's information to unauthorized or inappropriate parties. Therefore, Matt decided to report the marketer's activities to the proper authorities, such as the Federal Trade Commission (FTC), which enforces COPPA and can impose civil penalties for violations13. References: 1:
Children's Online Privacy Protection Act | Federal Trade Commission, 1. 2: 16 CFR Part 312 - Children's Online Privacy Protection Rule, 3. 3: Children's Online Privacy Protection Act - Wikipedia, 2.


NEW QUESTION # 26
SCENARIO
Please use the following to answer the next question:
Felicia has spent much of her adult life overseas, and has just recently returned to the U.S. to help her friend Celeste open a jewelry store in California. Felicia, despite being excited at the prospect, has a number of security concerns, and has only grudgingly accepted the need to hire other employees. In order to guard against the loss of valuable merchandise, Felicia wants to carefully screen applicants. With their permission, Felicia would like to run credit checks, administer polygraph tests, and scrutinize videos of interviews. She intends to read applicants' postings on social media, ask question NO:s about drug addiction, and solicit character references. Felicia believes that if potential employees are serious about becoming part of a dynamic new business, they will readily agree to these requirements.
Felicia is also in favor of strict employee oversight. In addition to protecting the inventory, she wants to prevent mistakes during transactions, which will require video monitoring. She also wants to regularly check the company vehicle's GPS for locations visited by employees. She also believes that employees who use their own devices for work-related purposes should agree to a certain amount of supervision.
Given her high standards, Felicia is skeptical about the proposed location of the store. She has been told that many types of background checks are not allowed under California law. Her friend Celeste thinks these worries are unfounded, as long as applicants verbally agree to the checks and are offered access to the results. Nor does Celeste share Felicia's concern about state breach notification laws, which, she claims, would be costly to implement even on a minor scale.
Celeste believes that even if the business grows a customer database of a few thousand, it's unlikely that a state agency would hassle an honest business if an accidental security incident were to occur.
In any case, Celeste feels that all they need is common sense ?like remembering to tear up sensitive documents before throwing them in the recycling bin. Felicia hopes that she's right, and that all of her concerns will be put to rest next month when their new business consultant (who is also a privacy professional) arrives from North Carolina.
Regarding credit checks of potential employees, Celeste has a misconception regarding what?

  • A. Records retention policies
  • B. Employment-at-will rules.
  • C. Disclosure requirements.
  • D. Consent requirements.

Answer: D

Explanation:
Celeste has a misconception regarding the consent requirements for conducting credit checks of potential employees in California. She thinks that verbal consent from the applicants is sufficient, and that they only need to be offered access to the results. However, under the California Consumer Credit Reporting Agencies Act (CCRAA), employers who want to obtain a consumer credit report for employment purposes must comply with the following consent and disclosure requirements:
Before requesting a consumer credit report, the employer must provide the applicant with a clear and conspicuous written disclosure that informs them of the following:
The specific purpose for obtaining the report.
The source of the report.
The applicant's right to obtain a free copy of the report from the source within 60 days. The applicant's right to dispute the accuracy or completeness of any information in the report. The employer must also obtain the applicant's written authorization to obtain the report. If the employer intends to take an adverse action based on the report, such as denying employment, the employer must provide the applicant with a copy of the report and a summary of their rights under the CCRAA before taking the action.
After taking the adverse action, the employer must provide the applicant with a notice that includes the following:
The name, address, and telephone number of the source of the report. A statement that the source of the report did not make the decision and cannot explain why the decision was made.
A statement that the applicant has the right to obtain another free copy of the report from the source within 60 days.
A statement that the applicant has the right to dispute the accuracy or completeness of any information in the report.
Therefore, Celeste is wrong to assume that verbal consent and optional access to the results are enough to comply with the CCRAA. She should follow the written consent and disclosure requirements to avoid violating the law and potentially facing civil penalties or lawsuits.


NEW QUESTION # 27
Which of the following best describes the ASIA-Pacific Economic Cooperation (APEC) principles?

  • A. An international court ruling on personal information held in the commercial sector.
  • B. A code of responsibilities for medical establishments to copyright privacy laws.
  • C. A bill of rights for individuals seeking access to their personal information.
  • D. A baseline of marketers' minimum responsibilities for providing opt-out mechanisms.

Answer: C

Explanation:
Explanation/Reference: http://documents1.worldbank.org/curated/en/751621525705087132/text/WPS8431.txt


NEW QUESTION # 28
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