CIPP-US SURE-PASS STUDY MATERIALS - CIPP-US QUIZ GUIDE & CIPP-US GUIDE TORRENT

CIPP-US Sure-Pass Study Materials - CIPP-US Quiz Guide & CIPP-US Guide Torrent

CIPP-US Sure-Pass Study Materials - CIPP-US Quiz Guide & CIPP-US Guide Torrent

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Tags: CIPP-US Sample Questions Answers, Reliable CIPP-US Exam Simulations, New CIPP-US Test Format, CIPP-US Exam Outline, Exam CIPP-US Guide

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IAPP CIPP-US Certification Exam is a credential offered by the International Association of Privacy Professionals (IAPP) for professionals who work with the privacy laws and regulations in the United States. CIPP-US exam is designed to test the knowledge and skills required to navigate the complex and evolving landscape of U.S. privacy laws and regulations.

The CIPP-US exam is ideal for individuals who work in privacy and data protection roles within organizations, including privacy officers, compliance officers, data protection officers, and information security professionals. CIPP-US exam covers four main areas: privacy laws and regulations, privacy program governance, data lifecycle management, and privacy technology. Candidates who pass the exam demonstrate a deep understanding of privacy laws and regulations, as well as the ability to develop and implement privacy policies and procedures to protect personal information. Obtaining the CIPP-US Certification is a valuable achievement for professionals who want to advance their career in privacy and data protection.

IAPP CIPP-US exam is a highly regarded certification for privacy professionals, and passing the exam is an essential step towards building a successful career in privacy. CIPP-US exam tests the candidate's knowledge of the laws and regulations governing privacy in the US, including the Federal Trade Commission Act, the Health Insurance Portability and Accountability Act, and the Children's Online Privacy Protection Act, among others. CIPP-US exam also covers data protection, data privacy management, and ethical considerations related to privacy.

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Reliable CIPP-US Exam Simulations - New CIPP-US Test Format

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IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q168-Q173):

NEW QUESTION # 168
What are banks required to do under the Gramm-Leach-Bliley Act (GLBA)?

  • A. Conduct annual consumer surveys regarding satisfaction with user preferences
  • B. Offer an Opt-Out before transferring PI to an unaffiliated third party for the latter's own use
  • C. Provide consumers with the opportunity to opt out of receiving telemarketing phone calls
  • D. Process requests for changes to user preferences within a designated time frame

Answer: B

Explanation:
Explanation/Reference: https://www.investopedia.com/terms/g/glba.asp


NEW QUESTION # 169
Once a breach has been definitively established, which task should be prioritized next?

  • A. Providing notice to the affected parties so they can take precautionary measures.
  • B. Involving law enforcement and state Attorneys General.
  • C. Determining what was responsible for the breach and neutralizing the threat.
  • D. Implementing remedial measures and evaluating how to prevent future breaches.

Answer: A

Explanation:
According to the IAPP CIPP/US study guide, the first priority after a breach has been confirmed is to notify the affected individuals, regulators, and other stakeholders as required by law or contract. This is to allow them to take steps to protect themselves from potential harm, such as identity theft, fraud, or reputational damage. Providing timely and accurate notice also helps to mitigate legal liability, preserve customer trust, and comply with applicable laws and regulations.
The other tasks are also important, but they are not the immediate priority after a breach has been established.


NEW QUESTION # 170
What role does the U.S. Constitution play in the area of workplace privacy?

  • A. It provides contractual protections to members of labor unions, but not to employees at will
  • B. It provides legal precedent for physical information security, but not for electronic security
  • C. It provides significant protections to federal and state governments, but not to private-sector employment
  • D. It provides enforcement resources to large employers, but not to small businesses

Answer: C

Explanation:
The U.S. Constitution plays a limited role in the area of workplace privacy, because it mainly applies to the actions of the government, not private employers. The Fourth Amendment protects the right of the people to be secure in their persons, houses, papers, and effects, against unreasonable searches and seizures1. The Supreme Court has interpreted this right to include a reasonable expectation of privacy in certain situations, such as in one's home, car, or personal belongings2. However, this right does not extend to private-sector employees, who are not protected by the Constitution from the actions of their employers, unless the employer is acting as an agent of the government3. Private-sector employees may have some privacy rights under state laws, common law, or contractual agreements, but these vary depending on the jurisdiction and the circumstances4.
Public-sector employees, on the other hand, are protected by the Constitution from unreasonable searches and seizures by their employers, who are considered part of the government. Public-sector employees have a reasonable expectation of privacy in their workplace, unless there is a legitimate work-related reason for the search or seizure, such as to ensure safety, security, or efficiency. Public-sector employers must also comply with the due process and equal protection clauses of the Fifth and Fourteenth Amendments, which prohibit the government from depriving any person of life, liberty, or property without due process of law, or from denying any person the equal protection of the laws. These clauses protect public-sector employees from arbitrary or discriminatory actions by their employers that affect their employment status or benefits.
Therefore, the U.S. Constitution plays a significant role in the area of workplace privacy for federal and state governments, but not for private-sector employment, because it only regulates the actions of the government, not private actors. References:
* 1: Cornell Law School, Fourth Amendment, https://www.law.cornell.edu/constitution
/fourth_amendment
* 2: FindLaw, What Is a Reasonable Expectation of Privacy?, https://www.findlaw.com/criminal/criminal- rights/what-is-a-reasonable-expectation-of-privacy.html
* 3: FindLaw, Workplace Privacy, https://www.findlaw.com/smallbusiness/employment-law-and-human- resources/workplace-privacy.html
* 4: Nolo, Privacy Rights of Employees, https://www.nolo.com/legal-encyclopedia/privacy-rights- employees-29849.html
* : OPM, Employee Relations, https://www.opm.gov/policy-data-oversight/employee-relations/reference- materials/employee-privacy/
* : Cornell Law School, Fifth Amendment, https://www.law.cornell.edu/constitution/fifth_amendment
* : FindLaw, Public Employees and the Constitution, https://www.findlaw.com/employment/employment- rights/public-employees-and-the-constitution.html


NEW QUESTION # 171
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 questions 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.
Which law will be most relevant to Felicia's plan to ask applicants about drug addiction?

  • A. The Americans with Disabilities Act (ADA).
  • B. The Genetic Information Nondiscrimination Act of 2008.
  • C. The Health Insurance Portability and Accountability Act (HIPAA).
  • D. The Occupational Safety and Health Act (OSHA).

Answer: A

Explanation:
The ADA prohibits employers from discriminating against qualified individuals with disabilities in all aspects of employment, including hiring, firing, promotion, compensation, and training. The ADA also limits the types of medical inquiries and examinations that employers can make of applicants and employees. Under the ADA, a disability is defined as a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment. The ADA covers current, past, and perceived drug addiction as a disability, unless the individual is currently engaging in the illegal use of drugs. Therefore, Felicia's plan to ask applicants about drug addiction may violate the ADA, unless she can show that the inquiry is job-related and consistent with business necessity. The other laws are not directly relevant to Felicia's plan, although they may have other implications for her business. References: ADA, IAPP CIPP/US Study Guide (p. 95-96)


NEW QUESTION # 172
Although an employer may have a strong incentive or legal obligation to monitor employees' conduct or behavior, some excessive monitoring may be considered an intrusion on employees' privacy? Which of the following is the strongest example of excessive monitoring by the employer?

  • A. An employer who installs data loss prevention software on all employee computers to limit transmission of confidential company information.
  • B. An employer who records all employee phone calls that involve financial transactions with customers completed over the phone.
  • C. An employer who installs a video monitor in physical locations, such as a warehouse, to ensure employees are performing tasks in a safe manner and environment.
  • D. An employer who installs video monitors in physical locations, such as a changing room, to reduce the risk of sexual harassment.

Answer: D


NEW QUESTION # 173
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