CIPP-US RELIABLE TEST FORUM & EXAM CIPP-US GUIDE MATERIALS

CIPP-US Reliable Test Forum & Exam CIPP-US Guide Materials

CIPP-US Reliable Test Forum & Exam CIPP-US Guide Materials

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Tags: CIPP-US Reliable Test Forum, Exam CIPP-US Guide Materials, CIPP-US Cert Guide, CIPP-US Valid Exam Testking, CIPP-US Test Review

You can enter a better company and improve your salary if you obtain the certification for the exam. CIPP-US exam materials will help you pass the exam and get corresponding certification successfully. CIPP-US exam materials contain most of knowledge points for the exam, and you can have a good command of the knowledge points if you choose us. In addition, we offer you free demo for CIPP-US Exam Braindumps, and you can have a try before buying. We provided you with free update for 365 days, and the update version will be sent to your email automatically.

IAPP CIPP-US exam is a computer-based exam that consists of 90 multiple-choice questions. CIPP-US exam is timed, and candidates have two and a half hours to complete it. CIPP-US exam is conducted at Pearson VUE testing centers, and candidates can register for the exam online. CIPP-US exam fee includes a study guide, access to online resources, and a certificate upon passing the exam.

IAPP CIPP-US (Certified Information Privacy Professional/United States) Certification Exam is a credential certification that validates the knowledge and skills of privacy practitioners in the United States. It tests individuals on U.S. privacy laws and regulations, such as the Health Insurance Portability and Accountability Act (HIPAA), the Children's Online Privacy Protection Act (COPPA), and the California Consumer Privacy Act (CCPA). Certified Information Privacy Professional/United States (CIPP/US) certification demonstrates that the holder has expertise in designing, implementing, and managing privacy programs in organizations across various industries.

The CIPP-US Certification Exam covers a broad range of topics related to privacy and data protection, including the US legal framework for privacy, privacy regulations and compliance, data security, and privacy program management. CIPP-US exam is designed for professionals who work in a variety of industries, including healthcare, finance, technology, and government, and is ideal for individuals who are responsible for ensuring compliance with privacy laws and regulations, developing privacy policies and procedures, and managing privacy programs.

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IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q94-Q99):

NEW QUESTION # 94
How did the Fair and Accurate Credit Transactions Act (FACTA) amend the Fair Credit Reporting Act (FCRA)?

  • A. It expanded the definition of "consumer reports" to include communications relating to employee investigations
  • B. It required employers to get an employee's consent in advance of requesting a consumer report for internal investigation purposes Section: (none) Explanation
  • C. It stipulated the purpose of obtaining a consumer report can only be for a review of the employee's credit worthiness
  • D. It increased the obligation of organizations to dispose of consumer data in ways that prevent unauthorized access

Answer: D


NEW QUESTION # 95
The "Consumer Privacy Bill of Rights" presented in a 2012 Obama administration report is generally based on?

  • A. European Union Directive
  • B. Traditional fair information practices
  • C. Common law principles
  • D. The 1974 Privacy Act

Answer: B

Explanation:
"he 2012 White House Report contains a preface signed by President Obama and defines the "Consumer Privacy Bill of Rights" based on traditional fair information practices (FIPs)."


NEW QUESTION # 96
SCENARIO
Please use the following to answer the next QUESTION:
Cheryl is the sole owner of Fitness Coach, Inc., a medium-sized company that helps individuals realize their physical fitness goals through classes, individual instruction, and access to an extensive indoor gym. She has owned the company for ten years and has always been concerned about protecting customer's privacy while maintaining the highest level of service. She is proud that she has built long-lasting customer relationships.
Although Cheryl and her staff have tried to make privacy protection a priority, the company has no formal privacy policy. So Cheryl hired Janice, a privacy professional, to help her develop one.
After an initial assessment, Janice created a first of a new policy. Cheryl read through the draft and was concerned about the many changes the policy would bring throughout the company. For example, the draft policy stipulates that a customer's personal information can only be held for one year after paying for a service such as a session with personal trainer. It also promises that customer information will not be shared with third parties without the written consent of the customer. The wording of these rules worry Cheryl since stored personal information often helps her company to serve her customers, even if there are long pauses between their visits. In addition, there are some third parties that provide crucial services, such as aerobics instructors who teach classes on a contract basis. Having access to customer files and understanding the fitness levels of their students helps instructors to organize their classes.
Janice understood Cheryl's concerns and was already formulating some ideas for revision. She tried to put Cheryl at ease by pointing out that customer data can still be kept, but that it should be classified according to levels of sensitivity. However, Cheryl was skeptical. It seemed that classifying data and treating each type differently would cause undue difficulties in the company's day-to-day operations. Cheryl wants one simple data storage and access system that any employee can access if needed.
Even though the privacy policy was only a draft, she was beginning to see that changes within her company were going to be necessary. She told Janice that she would be more comfortable with implementing the new policy gradually over a period of several months, one department at a time. She was also interested in a layered approach by creating documents listing applicable parts of the new policy for each department.
What is the most likely risk of Fitness Coach, Inc. adopting Janice's first draft of the privacy policy?

  • A. Failing to meet the needs of customers who are concerned about privacy
  • B. Showing a lack of trust in the organization's privacy practices
  • C. Leaving the company susceptible to violations by setting unrealistic goals
  • D. Not being in standard compliance with applicable laws

Answer: C


NEW QUESTION # 97
Acme Student Loan Company has developed an artificial intelligence algorithm that determines whether an individual is likely to pay their bill or default. A person who is determined by the algorithm to be more likely to default will receive frequent payment reminder calls, while those who are less likely to default will not receive payment reminders.
Which of the following most accurately reflects the privacy concerns with Acme Student Loan Company using artificial intelligence in this manner?

  • A. If the algorithm uses risk factors that impact the automatic decision engine. Acme must ensure that the algorithm does not have a disparate impact on protected classes in the output.
  • B. If the algorithm's methodology is disclosed to consumers, then it is acceptable for Acme to have a disparate impact on protected classes.
  • C. If the algorithm uses information about protected classes to make automated decisions, Acme must ensure that the algorithm does not have a disparate impact on protected classes in the output.
  • D. If the algorithm makes automated decisions based on risk factors and public information, Acme need not determine if the algorithm has a disparate impact on protected classes.

Answer: C

Explanation:
The correct answer is D. If the algorithm uses information about protected classes to make automated decisions, Acme must ensure that the algorithm does not have a disparate impact on protected classes in the output. The Fair Credit Reporting Act (FCRA) protects consumers from unfair, inaccurate, and discriminatory treatment by creditors and other businesses that use credit reports. The FCRA prohibits creditors from using information about protected classes, such as race, color, religion, national origin, sex, marital status, age, or because they receive income from a public assistance program, to make decisions about credit. In the case of Acme Student Loan Company, the algorithm is using information about protected classes to make automated decisions about whether to send payment reminder calls. This could have a disparateimpact on protected classes, such as people of color or people with low incomes. For example, people of color may be more likely to be identified as being at risk of default, even if they are just as likely to repay their loans as people of other races. Acme Student Loan Company must ensure that the algorithm does not have a disparate impact on protected classes. This could be done by using a variety of methods, such as:
* Testing the algorithm for accuracy, fairness, and bias before and after deployment
* Providing consumers with notice and consent options for the use of their data
* Allowing consumers to access, correct, or delete their data
* Implementing accountability and oversight mechanisms for the algorithm
* Ensuring compliance with applicable laws and regulations
References: https://economictimes.indiatimes.com/news/how-to/ai-and-privacy-the-privacy-concerns-surroundin
https://pupuweb.com/iapp-cipp-us-qa-privacy-concerns-acme-student-loan-company-artificial-intelligence/


NEW QUESTION # 98
Which of the following laws is NOT involved in the regulation of employee background checks?

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

Answer: B

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. References:
* [IAPP CIPP/US Study Guide], Chapter 4: Workplace Privacy, pp. 113-114.
* IAPP CIPP/US Body of Knowledge, Section IV: Workplace Privacy, Subsection A: Employee Privacy Expectations, Topic 3: Background Checks.
* IAPP CIPP/US Practice Questions, Question 150.


NEW QUESTION # 99
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