CIPP-US SAMPLE QUESTIONS ANSWERS | CIPP-US EXAM PREPARATION

CIPP-US Sample Questions Answers | CIPP-US Exam Preparation

CIPP-US Sample Questions Answers | CIPP-US Exam Preparation

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To be eligible for the IAPP CIPP-US Certification Exam, candidates must have at least two years of professional experience in the privacy field or have completed a privacy program from an IAPP-approved provider. Certified Information Privacy Professional/United States (CIPP/US) certification is valid for two years, after which candidates must renew their certification by earning continuing education credits or retaking the exam.

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Topics of IAPP CIPP-US: Certified Information Privacy Professional/United States (CIPP/US) Exam

Candidates must know the exam topics before they start of preparation. Because it will really help them in hitting the core. Our IAPP CIPP/US exam dumps will include the following topics:

1. Introduction to Data Protection

Origins and Historical Context of Data Protection Law

  • Rationale for data protection, human rights laws, early laws and regulations, the need for a harmonised European approach, the Treaty of Lisbon; a modernized framework

Legislative Framework

  • The Council of Europe Convention for the Protection of Individuals with Regard to the Automatic Processing of Personal Data of 1981 (the CoE Convention), the EU Data Protection Directive (95/46/EC), the EU Directive on Privacy and Electronic Communications (2000/31/EC), European data retention regimes, The General Data Protection Regulation (GDPR) and related legislation.

2. European Data Protection Law and Regulation

Data Protection Concepts

  • Personal data, sensitive personal data, pseudonymous and anonymous data,processing, controller,processor, data subject

Territorial and Material Scope of the GDPR

  • Establishment in the EU, non-establishment in the EU

Data Processing Principles

  • Fairness and lawfulness, purpose limitation, proportionality, accuracy, storage limitation (retention), integrity and confidentiality

Lawful Processing Criteria

  • Consent, contractual necessity, legal obligation, vital interests and public interest,legitimate interests, special categories of processing

Information Provision Obligations

  • Transparency principle, privacy notices, layered notices

Data Subjects' Rights

  • Access, rectification, erasure and the right to be forgotten, restriction and objection,consent (and withdrawal of), automated decision making, including profiling, data portability, restrictions

Security of Personal Data

  • Appropriate technical and organisational measures, breach notification, vendor management, data sharing

Accountability Requirements

  • Responsibility of controllers and processors, data protection by design and by default, documentation and cooperation with regulators, data protection impact assessments, mandatory data protection officers

International Data Transfers

  • Rationale for prohibition, safe jurisdictions, Safe Harbor and Privacy Shield, model contracts,Binding Corporate Rules (BCRs), codes of conduct and certifications, derogations

Supervision and Enforcement

  • Supervisory authorities and their powers, the European Data Protection Board, role of the European Data Protection Supervisor (EDPS)

Consequences for GDPR Violations

  • Process and procedures, infringement and fines, data subject compensation

3. Compliance with European Data Protection Law and Regulation

Employment Relationships

  • Legal basis for processing of employee data, storage of personnel records,workplace monitoring and data loss prevention, EU Works councils, whistleblowing systems, ‘Bring your own device' (BYOD) programsSurveillance Activities

  • Surveillance by public authorities, interception of communications, closed-circuit television (CCTV), geolocation

Direct Marketing

  • Telemarketing, direct marketing, online behavioural targeting

Internet Technologies and Communications

  • Cloud computing,web cookies, search engine marketing (SEM), social networking services

IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q84-Q89):

NEW QUESTION # 84
Sarah lives in San Francisco, Californi
a. Based on a dramatic increase in unsolicited commercial emails, Sarah believes that a major social media platform with over 50 million users has collected a lot of personal information about her. The company that runs the platform is based in New York and France.
Why is Sarah entitled to ask the social media platform to delete the personal information they have collected about her?

  • A. The New York "Stop Hacks and Improve Electronic Data Security" (SHIELD) Act requires that businesses under New York's jurisdiction must delete customers' personal information upon request.
  • B. Under Section 5 of the FTC Act, the Federal Trade Commission has held that refusing to delete an individual's personal information upon request constitutes an unfair practice.
  • C. The California Consumer Privacy Act entitles Sarah to request deletion of her personal information.
  • D. Any company with a presence in Europe must comply with the General Data Protection Regulation globally, including in response to data subject deletion requests.

Answer: C


NEW QUESTION # 85
What role does the U.S. Constitution play in the area of workplace privacy?

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

Answer: B

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 seizures. 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 belongings. 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 government. 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 circumstances.
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.


NEW QUESTION # 86
What practice does the USA FREEDOM Act NOT authorize?

  • A. An extension of the expiration for roving wiretaps
  • B. An increase in the maximum penalty for material support to terrorism
  • C. Emergency exceptions that allows the government to target roamers
  • D. The bulk collection of telephone data and internet metadata

Answer: D

Explanation:
"The USA FREEDOM Act ended bulk collection conducted under Section 215.154 Going forward, requests by government officials must be based upon specific selectors, such as a telephone number. Company officials are now permitted to release statistics about the number of such requests they receive in a given time period, and the government is required to report its numbers once a year.155 In 2018, government officials obtained 56 court orders for traditional business records and 14 court orders for call detail records.156"


NEW QUESTION # 87
SCENARIO
Please use the following to answer the next question:
Otto is preparing a report to his Board of Directors at Filtration Station, where he is responsible for the privacy program. Filtration Station is a U.S. company that sells filters and tubing products to pharmaceutical companies for research use. The company is based in Seattle, Washington, with offices throughout the U.S. and Asia. It sells to business customers across both the U.S. and the Asia-Pacific region. Filtration Station participates in the Cross-Border Privacy Rules system of the APEC Privacy Framework.
Unfortunately, Filtration Station suffered a data breach in the previous quarter. An unknown third party was able to gain access to Filtration Station's network and was able to steal data relating to employees in the company's Human Resources database, which is hosted by a third-party cloud provider based in the B. S. The HR data is encrypted. Filtration Station also uses the third-party cloud provider to host its business marketing contact database. The marketing database was not affected by the data breach. It appears that the data breach was caused when a system administrator at the cloud provider stored the encryption keys with the data itself.
The Board has asked Otto to provide information about the data breach and how updates on new developments in privacy laws and regulations apply to Filtration Station. They are particularly concerned about staying up to date on the various U.S. state laws and regulations that have been in the news, especially the California Consumer Privacy Act (CCPA) and breach notification requirements.
The Board has asked Otto whether the company will need to comply with the new California Consumer Privacy Law (CCPA). What should Otto tell the Board?

  • A. That CCPA only applies to companies based in California, which exempts the company from compliance.
  • B. That CCPA will apply to the company only after the California Attorney General determines that it will enforce the statute.
  • C. That business contact information could be considered personal information governed by CCPA.
  • D. That the company is governed by CCPA, but does not need to take any additional steps because it follows CPBR.

Answer: C

Explanation:
The CCPA applies to any business that collects personal information of California residents, regardless of where the business is located. The CCPA defines personal information broadly as any information that identifies, relates to, describes, is reasonably capable of being associated with, or could reasonably be linked, directly or indirectly, with a particular consumer or household.
This could include business contact information, such as name, email address, phone number, or job title, if it is linked to a specific individual. Therefore, Otto should tell the Board that business contact information could be considered personal information governed by CCPA, and that the company may need to comply with the CCPA requirements, such as providing notice, honoring consumer rights requests, and implementing reasonable security measures.


NEW QUESTION # 88
SCENARIO
Please use the following to answer the next QUESTION:
Larry has become increasingly dissatisfied with his telemarketing position at SunriseLynx, and particularly with his supervisor, Evan. Just last week, he overheard Evan mocking the state's Do Not Call list, as well as the people on it. "If they were really serious about not being bothered," Evan said, "They'd be on the national DNC list. That's the only one we're required to follow. At SunriseLynx, we call until they ask us not to." Bizarrely, Evan requires telemarketers to keep records of recipients who ask them to call "another time." This, to Larry, is a clear indication that they don't want to be called at all. Evan doesn't see it that way.
Larry believes that Evan's arrogance also affects the way he treats employees. The U.S. Constitution protects American workers, and Larry believes that the rights of those at SunriseLynx are violated regularly. At first Evan seemed friendly, even connecting with employees on social medi a. However, following Evan's political posts, it became clear to Larry that employees with similar affiliations were the only ones offered promotions.
Further, Larry occasionally has packages containing personal-use items mailed to work. Several times, these have come to him already opened, even though this name was clearly marked. Larry thinks the opening of personal mail is common at SunriseLynx, and that Fourth Amendment rights are being trampled under Evan's leadership.
Larry has also been dismayed to overhear discussions about his coworker, Sadie. Telemarketing calls are regularly recorded for quality assurance, and although Sadie is always professional during business, her personal conversations sometimes contain sexual comments. This too is something Larry has heard Evan laughing about. When he mentioned this to a coworker, his concern was met with a shrug. It was the coworker's belief that employees agreed to be monitored when they signed on. Although personal devices are left alone, phone calls, emails and browsing histories are all subject to surveillance. In fact, Larry knows of one case in which an employee was fired after an undercover investigation by an outside firm turned up evidence of misconduct. Although the employee may have stolen from the company, Evan could have simply contacted the authorities when he first suspected something amiss.
Larry wants to take action, but is uncertain how to proceed.
Which act would authorize Evan's undercover investigation?

  • A. The National Labor Relations Act (NLRA)
  • B. The Fair and Accurate Credit Transactions Act (FACTA)
  • C. The Whistleblower Protection Act
  • D. The Stored Communications Act (SCA)

Answer: A


NEW QUESTION # 89
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