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IAPP CIPP-US (Certified Information Privacy Professional/United States) Certification Exam is a globally recognized certification that demonstrates expertise in the field of privacy and data protection. Certified Information Privacy Professional/United States (CIPP/US) certification is designed for professionals who work in the United States and require a comprehensive understanding of the legal and regulatory framework surrounding data protection.
IAPP CIPP-US Certification is valid for two years, after which individuals must recertify. Recertification requires individuals to earn 20 continuing privacy education (CPE) credits, which can be obtained by attending IAPP conferences, webinars, and other training events. Recertification ensures that individuals stay up-to-date with the latest privacy laws and regulations.
Our CIPP-US study guide boosts both the high passing rate which is about 98%-100% and the high hit rate to have few difficulties to pass the test. Our CIPP-US exam simulation is compiled based on the resources from the authorized experts’ diligent working and the Real CIPP-US Exam and confer to the past years’ exam papers thus they are very practical. The content of the questions and answers of CIPP-US exam quiz is refined and focuses on the most important information.
NEW QUESTION # 32
U.S. federal laws protect individuals from employment discrimination based on all of the following EXCEPT?
Answer: D
Explanation:
U.S. federal laws protect individuals from employment discrimination based on a number of protected characteristics, such as age, pregnancy, and genetic information. However, marital status is not one of them.
There is no federal law that prohibits employment discrimination based on marital status, although some states and localities have enacted such laws. The other statements are incorrect because:
* A. Age is a protected characteristic under the Age Discrimination in Employment Act of 1967 (ADEA), which protects people who are 40 or older from discrimination because of age1.
* B. Pregnancy is a protected characteristic under the Pregnancy Discrimination Act, which amended Title VII of the Civil Rights Act of 1964 to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth2.
* D. Genetic information is a protected characteristic under the Genetic Information Nondiscrimination Act of 2008 (GINA), which makes it illegal to discriminate against employees or applicants because of genetic information, such as family medical history, genetic tests, or participation in genetic research2. References: Prohibited Employment Policies/Practices, Employment discrimination law in the United States, Civil Rights Requirements- Federal Employment Discrimination Laws
NEW QUESTION # 33
Which of the following became the first state to pass a law specifically regulating the collection of biometric data?
Answer: C
NEW QUESTION # 34
A company based in United States receives information about its UK subsidiary's employees in connection with the centralized HR service it provides.
How can the UK company ensure an adequate level of data protection that would allow the restricted data transfer to continue?
Answer: B
Explanation:
The UK company can ensure an adequate level of data protection for the restricted data transfer to the US parent company by using the EU Standard Contractual Clauses (SCCs), which are contractual terms that provide safeguards for personal data transferred from the UK to third countries. The UK GDPR recognizes the validity of the EU SCCs adopted before the end of the Brexit transition period, and allows the UK Information Commissioner's Office (ICO) to issue new SCCs in the future. The other options are not correct because:
* A. Signing up to an approved code of conduct under the UK GDPR is not sufficient to ensure an adequate level of data protection for restricted transfers, as it is not a transfer mechanism on its own.
The UK company would still need to use another appropriate safeguard, such as SCCs or Binding Corporate Rules (BCRs), to transfer personal data to the US parent company.
* C. Submitting a new application for the UK BCRs is not necessary, as the UK GDPR recognizes the existing authorized EU BCRs as valid for restricted transfers from the UK. The UK company can continue to rely on its EU BCRs, as long as they are updated to reflect the UK GDPR requirements and the role of the ICO as the competent supervisory authority.
* D. Allowing each employee the option to opt-out to the restricted transfer is not a valid transfer mechanism under the UK GDPR, as it does not provide adequate safeguards for the personal data of the employees. The UK company would need to obtain the explicit consent of each employee for the restricted transfer, which must be freely given, specific, informed, and unambiguous. References:
* UK GDPR, Chapter V, Article 46
* UK GDPR, Chapter V, Article 47
* UK GDPR, Chapter V, Article 49
* ICO guidance on international transfers
* IAPP CIPP/US Study Guide, Chapter 10, Section 10.3.2
NEW QUESTION # 35
What is an exception to the Electronic Communications Privacy Act of 1986 ban on interception of wire, oral and electronic communications?
Answer: B
Explanation:
https://wyattfirm.com/the-electronic-communications-privacy-act-of-1986-tracking-the-productivity-of-work-from-home-employees/ "In other words, monitoring must be relevant to the business, recurring, and the employee must know about it." Here it is personal and there is no indication that the employee knew.
NEW QUESTION # 36
Which of the following accurately describes the purpose of a particular federal enforcement agency?
Answer: A
NEW QUESTION # 37
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