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Training Course for Actual Testing

The IAPP CIPP-US Exam Training course, known as ‘Learn to Navigate the Details of US Privacy Law with Skill and Confidence’, helps the candidate know the navigation techniques of the Privacy Law in the US, and is globally recognized. US privacy law as a whole is comprised of federal, state, as well as local laws. Thus, such a course educates the privacy specialists on how to be aligned with all these laws in their practice. It also enables them to avoid fines and damages to their brands. A class like this is ideal for specialists in data privacy who need deep training on the US data privacy laws. It is also ideal for individuals aiming at getting the CIPP-US designation. After all, such training leads the candidate to a deep study of the US data privacy laws on the national, state, and local levels. Plus, it analyses sectoral regulations, the enforcement of the laws in both criminal and civil spheres, as well as a look into the EU General Data Protection Regulation. Then, the course also delves into the California Consumer Private Act. Some of the domains covered when one is learning are:

Private sector data collection, usage, and limits;
Privacy at the workplace.
The privacy environment in the US;
Accessibility of data to the government and judiciary;

All in all, a candidate can take the course through online classes, virtual classes, in-person learning sessions, or group lessons.

IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q32-Q37):

NEW QUESTION # 32
What is the main purpose of requiring marketers to use the Wireless Domain Registry?

A. To acquire authorization to send emails to mobile devices
B. To access a current list of wireless domain names
C. To prevent unauthorized emails to mobile devices
D. To ensure their emails are sent to actual wireless subscribers

Answer: C

Explanation:
The Wireless Domain Registry is a list of domain names that are used to transmit electronic messages to wireless devices, such as cell phones and pagers. The purpose of the registry is to protect wireless consumers from unwanted commercial electronic mail messages, by identifying the domain names for those who send such messages. Marketers are required to use the registry to avoid sending unsolicited emails to wireless devices, which may incur costs or inconvenience for the recipients. Sending such emails without the express prior authorization of the recipient is a violation of the CAN-SPAM Act of
2003. References: https://www.fcc.gov/cgb/policy/domain-name-input
https://www.prnewswire.com/in/news-releases/the-wireless-registry-launches-worlds-first-global-registry-f

NEW QUESTION # 33
Even when dealing with an organization subject to the CCPA, California residents are NOT legally entitled to request that the organization do what?

A. Delete their personal information.
B. Correct their personal information.
C. Disclose their personal information to them.
D. Refrain from selling their personal information to third parties.

Answer: B

Explanation:
The CCPA grants California residents the right to request that a business delete, disclose, or stop selling their personal information, but it does not grant them the right to request that a business correct their personal information. However, the CPRA, which will amend and expand the CCPA in 2023, will grant California residents the right to request that a business correct inaccurate personal information.

NEW QUESTION # 34
Based on the 2012 Federal Trade Commission report "Protecting Consumer Privacy in an Era of Rapid Change", which of the following directives is most important for businesses?

A. Announcing the tracking of online behavior for advertising purposes.
B. Integrating privacy protections during product development.
C. Mitigating harm to consumers after a security breach.
D. Allowing consumers to opt in before collecting any data.

Answer: B

Explanation:
According to the FTC report, the most important directive for businesses is to adopt a "privacy by design" approach, which means integrating privacy protections throughout the entire product lifecycle, from initial design to disposal. This includes implementing reasonable security measures, collecting only the data needed for a specific purpose, retaining data only as long as necessary, and safely disposing of data that is no longer needed. The FTC report also recommends that businesses provide clear and transparent privacy notices, offer consumers meaningful choices about how their data is used, and increase their accountability for data practices.

NEW QUESTION # 35
What do the Civil Rights Act, Pregnancy Discrimination Act, Americans with Disabilities Act, Age Discrimination Act, and Equal Pay Act all have in common?

A. They require employers not to discriminate against certain classes when employees use personal information
B. They permit employers to use or disclose personal information specifically about employees who are members of certain classes
C. They require that employers provide reasonable accommodations to certain classes of employees
D. They afford certain classes of employees' privacy protection by limiting inquiries concerning their personal information

Answer: D

Explanation:
The Civil Rights Act, Pregnancy Discrimination Act, Americans with Disabilities Act, Age Discrimination Act, and Equal Pay Act are all federal laws that prohibit employment discrimination based on certain protected characteristics, such as race, sex, disability, age, and pay1234 These laws also afford certain classes of employees' privacy protection by limiting inquiries concerning their personal information that may reveal their protected status or be used for discriminatory purposes. For example:
* The Civil Rights Act of 1964 prohibits employers from making pre-employment inquiries that express a preference, limitation, or specification based on race, color, religion, sex, or national origin, unless they are bona fide occupational qualifications.
* The Pregnancy Discrimination Act of 1978, which amended the Civil Rights Act of 1964, prohibits employers from making pre-employment inquiries about whether an applicant is pregnant or intends to become pregnant, unless they are related to the ability to perform the job.
* The Americans with Disabilities Act of 1990 prohibits employers from making pre-employment inquiries about whether an applicant has a disability or the nature or severity of a disability, unless they are related to the ability to perform the essential functions of the job with or without reasonable accommodation.
* The Age Discrimination in Employment Act of 1967 prohibits employers from making pre-employment inquiries about an applicant's age, unless they are related to a bona fide occupational qualification or a lawful affirmative action plan.
* The Equal Pay Act of 1963 prohibits employers from making pre-employment inquiries about an applicant's salary history, unless they are made for a lawful purpose other than determining the applicant's pay.
Option A is incorrect because these laws do not require employers not to discriminate against certain classes when employees use personal information. Rather, they require employers not to discriminate against certain classes in any aspect of employment, such as hiring, firing, pay, promotion, training, benefits, etc1234 The use of personal information by employees is not directly addressed by these laws, although it may be subject to other privacy laws or policies.
Option B is incorrect because these laws do not require that employers provide reasonable accommodations to certain classes of employees. Rather, only the Americans with Disabilities Act and the Pregnancy Discrimination Act require employers to provide reasonable accommodations to qualified individuals with disabilities and workers with limitations related to pregnancy, childbirth, or related medical conditions, respectively, unless doing so would cause an undue hardship to the employer. The other laws do not have a similar requirement, although they may prohibit employers from denying equal opportunities to certain classes of employees.
Option C is correct because these laws afford certain classes of employees' privacy protection by limiting inquiries concerning their personal informationthat may reveal their protected status or be used for discriminatory purposes, as explained above.
Option D is incorrect because these laws do not permit employers to use or disclose personal information specifically about employees who are members of certain classes. Rather, these laws generally prohibit employers from using or disclosing personal information that is protected by these laws for any unlawful or discriminatory purpose, unless an exception applies. For example, employers may use or disclose such information for legitimate business reasons, such as complying with reporting requirements, administering benefits, or conducting investigations.
References: 1: Facts About Equal Pay and Compensation Discrimination 2: Pregnancy Discrimination and Pregnancy-Related Disability Discrimination | U.S. Equal Employment Opportunity Commission 3: Regulations, Guidance and Policy | Equal Opportunity Guidance | OEEOWE 4: Age Discrimination | U.S. Equal Employment Opportunity Commission : Pre-Employment Inquiries and Medical Questions & Examinations | U.S. Equal Employment Opportunity Commission : Employee Medical Information | U.S. Equal Employment Opportunity Commission : Employee Privacy Rights | U.S. Department of Labor : Title VII of the Civil Rights Act of 1964 | U.S. Equal Employment Opportunity Commission : Fact Sheet: Pregnancy Discrimination | U.S. Equal Employment Opportunity Commission : The Americans with Disabilities Act: A Primer for Small Business : Age Discrimination in Employment Act of 1967 | U.S. Equal Employment Opportunity Commission : Equal Pay Act of 1963 | U.S. Equal Employment Opportunity Commission

NEW QUESTION # 36
What type of material is exempt from an individual's right to disclosure under the Privacy Act?

A. Material reporting investigative efforts pertaining to the enforcement of criminal law.
B. Material used to determine potential collaboration with foreign governments in negotiation of trade deals.
C. Material requires by statute to be maintained and used solely for research purposes.
D. Material reporting investigative efforts to prevent unlawful persecution of an individual.

Answer: B

NEW QUESTION # 37
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