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[Hardware] Practice CIPP-US Engine | CIPP-US Exam Labs

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【Hardware】 Practice CIPP-US Engine | CIPP-US Exam Labs

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The CIPP-US certification exam covers a wide range of topics related to privacy, including US privacy laws and regulations, data protection practices, privacy program management, and data breaches. CIPP-US exam is challenging and requires a deep understanding of the legal and regulatory framework that governs privacy in the United States. Individuals who pass the exam demonstrate their expertise in privacy matters and their commitment to maintaining the highest standards of professionalism and ethics in the field. The CIPP-US Certification is highly valued by employers and clients, as it signifies a level of expertise and credibility that is recognized globally.
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IAPP CIPP-US (Certified Information Privacy Professional/United States) certification is a globally recognized credential that demonstrates an individual’s expertise in the field of data privacy. It is designed for professionals who work in the United States and deal with the intricacies of the country’s data privacy laws and regulations. Certified Information Privacy Professional/United States (CIPP/US) certification exam confirms the candidate’s understanding of the legal and regulatory frameworks that concern the collection, use, and transfer of personal data.
IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q43-Q48):NEW QUESTION # 43
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 Californi a. 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: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.
Based on Felicia's Bring Your Own Device (BYOD) plan, the business consultant will most likely advise Felicia and Celeste to do what?
  • A. Reconsider the plan in favor of a policy of dedicated work devices.
  • B. Adopt the same kind of monitoring policies used for work-issued devices.
  • C. Make employment decisions based on those willing to consent to the plan in writing.
  • D. Weigh any productivity benefits of the plan against the risk of privacy issues.
Answer: C

NEW QUESTION # 44
What is the main purpose of the CAN-SPAM Act?
  • A. To authorize the states to enforce federal privacy laws for electronic marketing
  • B. To diminish the use of electronic messages to send sexually explicit materials
  • C. To ensure that organizations respect individual rights when using electronic advertising
  • D. To empower the FTC to create rules for messages containing sexually explicit content
Answer: C
Explanation:
The CAN-SPAM Act is a federal law that sets the rules for commercial email, establishes requirements for commercial messages, gives recipients the right to have you stop emailing them, and spells out tough penalties for violations. The main purpose of the act is to protect consumers from unwanted and deceptive email messages and to give them more control over their online privacy. The act applies to all commercial messages, which are defined as "any electronic mail message the primary purpose of which is the commercial advertisement or promotion of a commercial product or service". The act does not apply to transactional or relationship messages, which are messages that facilitate an agreed-upon transaction or update a customer about an existing business relationship. The act also does not apply to non- commercial messages, such as political or charitable solicitations.

NEW QUESTION # 45
Who has rulemaking authority for the Fair Credit Reporting Act (FCRA) and the Fair and Accurate Credit Transactions Act (FACTA)?
  • A. The Department of Commerce
  • B. State Attorneys General
  • C. The Consumer Financial Protection Bureau
  • D. The Federal Trade Commission
Answer: C
Explanation:
The Consumer Financial Protection Bureau (CFPB) has rulemaking authority for the Fair Credit Reporting Act (FCRA) and the Fair and Accurate Credit Transactions Act (FACTA), as well as other consumer financial laws. The Dodd-Frank Act, enacted in 2010, transferred most of the rulemaking responsibilities added to the FCRA by the FACTA and the Credit CARD Act from the Federal Trade Commission (FTC) to the CFPB. However, the FTC retains its enforcement authority for the FCRA and the FACTA, along with other federal and state agencies1. The CFPB also shares rulemaking authority for some provisions of the FACTA with the FTC, such as the identity theft red flags and address discrepancy rules2. The Department of Commerce and the State Attorneys General do not have rulemaking authority for the FCRA or the FACTA. References: 1: FTC3, Fair Credit Reporting Act; 2: CFPB4, Fair Credit Reporting Act; 3: FTC; 4: CFPB.

NEW QUESTION # 46
Which of the following best describes how federal anti-discrimination laws protect the privacy of private-sector employees in the United States?
  • A. They prescribe working environments that are safe and comfortable.
  • B. They limit the amount of time a potential employee can be interviewed.
  • C. They limit the types of information that employers can collect about employees.
  • D. They promote a workforce of employees with diverse skills and interests.
Answer: C
Explanation:
Federal anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990, prohibit employers from discriminating against employees or applicants based on certain protected characteristics, such as race, color, religion, sex, national origin, age, disability, and genetic information. These laws also limit the types of information that employers can collect, use, disclose, or retain about employees or applicants, in order to prevent discrimination or invasion of privacy. For example, employers cannot ask about an applicant's medical history, disability status, genetic information, or religious beliefs, unless they are relevant to the job or a bona fide occupational qualification. Employers also cannot use such information to make adverse employment decisions, such as hiring, firing, promotion, or compensation, unless they are justified by a legitimate business necessity or a reasonable accommodation.
Employers must also safeguard the confidentiality of such information and dispose of it properly when it is no longer needed.

NEW QUESTION # 47
Which of the following conditions would NOT be sufficient to excuse an entity from providing breach notification under state law?
  • A. If the data involved was accessed but not exported.
  • B. If the data involved was encrypted.
  • C. If the entity followed internal notification procedures compatible with state law.
  • D. If the entity was subject to the GLBA Safeguards Rule.
Answer: A
Explanation:
Most state breach notification laws require entities to notify affected individuals and/or regulators when there is unauthorized access to or acquisition of personal information that compromises its security, confidentiality, or integrity. However, some states provide exceptions to this requirement under certain conditions, such as:
* If the data involved was encrypted or otherwise rendered unreadable or unusable, and the encryption key or other means of access was not compromised. This is based on the assumption that encrypted data is not accessible to unauthorized parties, even if they obtain the data.
* If the entity was subject to and complied with another federal or state law that provides similar or greater protection and notification requirements, such as the GLBA Safeguards Rule or the HIPAA Breach Notification Rule. This is to avoid duplication or inconsistency of obligations for entities that are already regulated by other laws.
* If the entity conducted a risk assessment and determined that there is no reasonable likelihood of harm to the affected individuals, based on factors such as the nature and extent of the data, the circumstances of the breach, the evidence of misuse, and the ability to mitigate the risk. This is to allow entities to exercise some discretion and judgment in evaluating the potential impact of the breach.
However, none of the state laws provide an exception for the mere access of data without exportation. Access alone is considered a breach that triggers the notification requirement, unless one of the other conditions applies. Therefore, option B is not a sufficient excuse for not providing breach notification under state law.
References:
* [IAPP CIPP/US Study Guide], Chapter 9: State Data Security Laws, pp. 209-211.
* CIPP/US Practice Questions (Sample Questions), Question 29.

NEW QUESTION # 48
......
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