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To earn the CIPP-US Certification, candidates must pass a rigorous exam that covers a wide range of topics related to privacy and data protection. CIPP-US exam includes questions on the U.S. legal framework for privacy, as well as best practices for managing and protecting personal information in a variety of contexts.
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The IAPP CIPP-US exam questions are being offered in three different formats. These formats are IAPP CIPP-US PDF dumps files, desktop practice test software, and web-based practice test software. All these three IAPP CIPP-US Exam Dumps formats contain the real Certified Information Privacy Professional/United States (CIPP/US) (CIPP-US) exam questions that assist you in your CIPP-US practice exam preparation and finally, you will be confident to pass the final CIPP-US exam easily.
IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q97-Q102):
NEW QUESTION # 97
What information did the Red Flag Program Clarification Act of 2010 add to the original Red Flags rule?
Answer: A
Explanation:
The Red Flag Program Clarification Act of 2010 amended the original Red Flags rule, which required certain financial institutions and creditors to develop and implement a written identity theft prevention program. The Clarification Act narrowed the definition of creditor to include only those who regularly and in the ordinary course of business advance funds to or on behalf of a person, based on an obligation of the person to repay the funds or repayable from specific property pledged by or on behalf of the person12. This excludes creditors who advance funds for expenses incidental to a service provided by the creditor to that person3. References:
* CIPP/US Practice Questions (Sample Questions), Question 133, Answer B, Explanation B.
* IAPP CIPP/US Certified Information Privacy Professional Study Guide, Chapter 4, Section 4.3, p. 108-
109.
* Red Flag Program Clarification Act of 2010, Section 2, Subsection (b).
NEW QUESTION # 98
More than half of U S. states require telemarketers to do which of the following?
Answer: A
Explanation:
More than half of U.S. states require telemarketers to register with the state before conducting telemarketing activities. These registration requirements are part of state-level consumer protection laws aimed at regulating telemarketing practices to prevent fraud and abusive practices.
Why State Registration is Required:
Telemarketing registration requirements allow states to monitor and regulate telemarketers operating within their jurisdiction.
Registration ensures that telemarketers comply with state-specific rules, such as "Do Not Call" list regulations or prohibitions on deceptive practices.
States like Florida, New York, and California are examples of jurisdictions with telemarketing registration laws.
NEW QUESTION # 99
What practice do courts commonly require in order to protect certain personal information on documents, whether paper or electronic, that is involved in litigation?
Answer: D
Explanation:
Redaction is the permanent removal of sensitive data-the digital equivalent of "blacking out" text in printed material. Redaction can be accomplished by simply deleting characters from a file or database record, or by replacing characters with asterisks or other placeholders. Redaction is often used to protect personal information, such as names, addresses, social security numbers, or financial data, on documents that are disclosed in litigation, such as pleadings, exhibits, or discovery responses. Redaction is required by courts to comply with privacy laws and rules, such as the Federal Rules of Civil Procedure (FRCP), which mandate that parties must redact certain types of personal information from documents filed with the court or produced to the other party. Redaction is also a best practice to minimize the risk of unauthorized access, identity theft, or reputational harm that may result from exposing personal information in litigation. References:
* When to redact, or not, disclosable documents in litigation - Stewarts
* The approach to redaction - High Court guidance - Lexology
* IAPP CIPP/US Certified Information Privacy Professional Study Guide, Chapter 3: Federal Privacy Laws and Regulations, Section 3.2: Federal Rules of Civil Procedure (FRCP).
NEW QUESTION # 100
Who has rulemaking authority for the Fair Credit Reporting Act (FCRA) and the Fair and Accurate Credit Transactions Act (FACTA)?
Answer: D
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 agencies. 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 rules. The Department of Commerce and the State Attorneys General do not have rulemaking authority for the FCRA or the FACTA.
NEW QUESTION # 101
Which law provides employee benefits, but often mandates the collection of medical information?
Answer: D
Explanation:
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons, such as the birth or adoption of a child,the serious health condition of the employee or a family member, or a qualifying exigency arising from the employee's spouse, child, or parent being on covered active duty or call to covered active duty status in the Armed Forces. The FMLA also provides eligible employees with up to 26 weeks of unpaid, job-protected leave per year to care for a covered service member with a serious injury or illness if the employee is the spouse, child, parent, or next of kin of the service member. The FMLA applies to all public agencies, including state, local, and federal employers, and local education agencies (schools), and to private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year.
The FMLA often requires employers to collect medical information from employees who request FMLA leave or from their health care providers to certify the need for leave, the duration of leave, and the employee's ability to return to work. The FMLA regulations specify the type and amount of information that employers may request and require for different types of FMLA leave, such as:
* Basic medical facts, such as the diagnosis, symptoms, hospitalization, doctor visits, whether medication has been prescribed, and any referrals for evaluation or treatment, for the employee's own serious health condition or that of a family member.
* Information on the medical necessity of intermittent leave or reduced schedule leave and the expected frequency and duration of such leave, for the employee's own serious health condition or that of a family member, or for planned medical treatment.
* A statement of the facts regarding the qualifying exigency, such as the type of military duty, the dates of the covered active duty, and the contact information of the military member, for leave due to a qualifying exigency arising from the employee's spouse, child, or parent being on covered active duty or call to covered active duty status in the Armed Forces.
* Information on the medical condition, treatment, and recovery of the covered service member, such as the date of injury or onset of illness, the current medical status, the prognosis, and the estimated time of treatment, for leave to care for a covered service member with a serious injury or illness.
The FMLA also imposes certain obligations on employers to protect the privacy and security of the medical information they collect from employees or their health care providers. For example, employers must:
* Maintain records and documents relating to medical certifications, recertifications, or medical histories of employees or employees' family members as confidential medical records in separate files/records from the usual personnel files, and if the Americans with Disabilities Act (ADA) applies, such records
* must be maintained in conformance with ADA confidentiality requirements.
* Ensure that any electronic systems used to maintain such records meet the confidentiality requirements of the FMLA and the ADA, and that only authorized persons have access to such records.
* Limit the disclosure of such records to supervisors and managers who need to know about an employee's FMLA leave, first aid and safety personnel when an employee's medical condition might require emergency treatment, and government officials investigating compliance with the FMLA.
* Comply with the Health Insurance Portability and Accountability Act (HIPAA) Privacy Rule when requesting medical information from an employee's health care provider, such as obtaining a valid authorization from the employee or using a HIPAA-compliant certification form.
* Refrain from requesting more information than allowed by the FMLA regulations, such as asking for an employee's complete medical records or information unrelated to the FMLA leave request.
* Respect the employee's right to revoke a medical authorization or challenge a medical certification, and follow the procedures for resolving disputes over the validity or sufficiency of such documents.
References:
* The Family and Medical Leave Act (FMLA)
* FMLA Employee Guide
* FMLA Employer Guide
* FMLA Regulations
* FMLA Forms
NEW QUESTION # 102
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