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Latest CIPP-US Examprep - CIPP-US Test Voucher

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We provide the Certified Information Privacy Professional/United States (CIPP/US) (CIPP-US) exam questions in a variety of formats, including a web-based practice test, desktop practice exam software, and downloadable PDF files. ExamCost provides proprietary preparation guides for the certification exam offered by the Certified Information Privacy Professional/United States (CIPP/US) (CIPP-US) exam dumps. In addition to containing numerous questions similar to the Certified Information Privacy Professional/United States (CIPP/US) (CIPP-US) exam, the IAPP CIPP-US exam questions are a great way to prepare for the IAPP CIPP-US exam dumps.

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.

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Quiz 2026 IAPP Newest CIPP-US: Latest Certified Information Privacy Professional/United States (CIPP/US) Examprep

As we all know, HR form many companies hold the view that candidates who own a CIPP-US professional certification are preferred, because they are more likely to solve potential problems during work. And the CIPP-US certification vividly demonstrates the fact that they are better learners. Concentrated all our energies on the study CIPP-US learning guide we never change the goal of helping candidates pass the exam. Our CIPP-US test questions’ quality is guaranteed by our experts’ hard work. So what are you waiting for? Just choose our CIPP-US exam materials, and you won’t be regret.

IAPP CIPP-US certification is an important credential for professionals who are responsible for managing and protecting personal information. Certified Information Privacy Professional/United States (CIPP/US) certification is designed to assess an individual's knowledge of United States privacy laws and regulations, as well as best practices for ensuring the privacy and security of personal information.

The CIPP-US certification exam is administered by the International Association of Privacy Professionals (IAPP), a non-profit organization that is dedicated to promoting and advancing privacy professionals worldwide. The IAPP is the largest and most comprehensive global information privacy community and resource, providing training, certification, and networking opportunities to privacy professionals worldwide. The CIPP-US Certification Exam is just one of the many certification programs offered by the IAPP, which also includes the CIPP/E (Europe), CIPP/Canada (Canada), and CIPP/Asia (Asia-Pacific) certification programs.

IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q10-Q15):

NEW QUESTION # 10
California's SB 1386 was the first law of its type in the United States to do what?

A. Require commercial entities to disclose a security data breach concerning personal information about the state's residents
B. Require state attorney general enforcement of federal regulations against unfair and deceptive trade practices
C. Require notification of non-California residents of a breach that occurred in California
D. Require encryption of sensitive information stored on servers that are Internet connected

Answer: A

Explanation:
California's SB 1386, also known as the California Security Breach Information Act, was enacted in 2002 and became effective in 200. It was the first law of its kind in the United States to require commercial entities that own or license personal information of California residents to notify them in the event of a security breach that compromises their unencrypted data. The law aims to protect the privacy and security of personal information and to enable individuals to take preventive measures against identity theft and fraud. The law applies to any business or person that conducts business in California and that owns or licenses computerized data that includes personal information, as defined by the law. Personal information includes an individual's first name or first initial and last name in combination with any one or more of the following data elements: Social Security number, driver's license number or California identification card number, account number, credit or debit card number, in combination with any required security code, access code, or password that would permit access to an individual's financial account, or medical information or health insurance information. The law does not apply to encrypted information, publicly available information, or information that is lawfully obtained from federal, state, or local government records. The law requires the disclosure of a breach of the security of the system to any resident of California whose unencrypted personal information was, or is reasonably believed to have been, acquired by an unauthorized person. The disclosure must be made in the most expedient time possible and without unreasonable delay, consistent with the legitimate needs of law enforcement or any measures necessary to determine the scope of the breach and restore the reasonable integrity of the data system. The disclosure may be made by written notice, electronic notice, or substitute notice, as specified by the law. The law also requires any person or business that maintains computerized data that includes personal information that the person or business does not own to notify the owner or licensee of the information of any breach of the security of the data immediately following discovery, if the personal information was, or is reasonably believed to have been, acquired by an unauthorized person. The law also authorizes a civil action for damages by a customer injured by a violation of the law and provides that the rights and remedies available under the law are cumulative to each other and to any other rights and remedies available under law.

NEW QUESTION # 11
In the US, II is a best practice (and in some states a requirement) to conduct a data protection assessment in which instance?

A. When a background check is used as part of the hiring process
B. When technology is used to monitor employees.
C. When trade secrets are shared with a third party.
D. When any information is processed by a corporation.

Answer: B

Explanation:
In the U.S., it is a best practice and, in some states, a requirement to conduct a data protection impact assessment (DPIA) or similar evaluation when technology is used to monitor employees. This practice aligns with privacy principles aimed at ensuring that monitoring practices are proportionate, necessary, and lawful, while minimizing potential harm to employees' privacy.
Why Conduct a DPIA When Monitoring Employees?
* Employee Privacy Risks: Monitoring technologies, such as video surveillance, keystroke logging, or location tracking, can significantly impact employees' privacy. Assessments help evaluate these risks and ensure compliance with applicable privacy laws.
* State-Specific Requirements: Some states, like California under the California Consumer Privacy Act (CCPA) and California Privacy Rights Act (CPRA), require businesses to implement privacy safeguards, including assessments for high-risk activities involving sensitive data.
* Best Practices: Even when not legally required, conducting a DPIA demonstrates accountability and helps mitigate risks associated with employee privacy violations.
Explanation of Options:
* A. When a background check is used as part of the hiring process:While background checks involve sensitive data and compliance with laws like the Fair Credit Reporting Act (FCRA), a DPIA is not typically required for this process. Instead, consent and notice are emphasized.
* B. When any information is processed by a corporation:This is too broad. DPIAs are generally reserved for high-risk activities involving sensitive data or technologies, not for all data processing activities.
* C. When trade secrets are shared with a third party:Sharing trade secrets involves contractual and confidentiality measures, but it does not usually necessitate a data protection assessment unless personal data is also involved.
* D. When technology is used to monitor employees:This is correct. Monitoring employees with technology poses significant privacy risks, making it a best practice (and sometimes a requirement) to assess the impacts on privacy and ensure compliance with state and federal laws.
References from CIPP/US Materials:
* California Privacy Rights Act (CPRA): Introduces risk assessments for certain data processing activities.
* IAPP CIPP/US Certification Textbook: Discusses privacy risks associated with employee monitoring and the importance of impact assessments.

NEW QUESTION # 12
Which law provides employee benefits, but often mandates the collection of medical information?

A. The Americans with Disabilities Act.
B. The Occupational Safety and Health Act.
C. The Family and Medical Leave Act.
D. The Employee Medical Security Act.

Answer: C

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.

NEW QUESTION # 13
What was the original purpose of the Foreign Intelligence Surveillance Act?

A. To further define what information can reasonably be under surveillance in public places under the USA PATRIOT Act, such as Internet access in public libraries.
B. To further clarify a reasonable expectation of privacy stemming from the Katz v. United States decision.
C. To further define a framework for authorizing wiretaps by the executive branch for national security purposes under Article II of the Constitution.
D. To further clarify when a warrant is not required for a wiretap performed internally by the telephone company outside the suspect's home, stemming from the Olmstead v. United States decision.

Answer: C

Explanation:
The Foreign Intelligence Surveillance Act (FISA) was enacted in 1978 in response to revelations of widespread privacy violations by the federal government under President Nixon. It established procedures for requesting judicial authorization for electronic surveillance and physical search of persons engaged in espionage or international terrorism against the United States on behalf of a foreign power1 The original purpose of FISA was to further define a framework for authorizing wiretaps by the executive branch for national security purposes under Article II of the Constitution, which grants the president the power to conduct foreign affairs and defend the nation23 FISA was intended to balance the need for collecting foreign intelligence information with the protection of privacy and civil liberties of
U.S. persons4 References: https://www.intelligence.gov/foreign-intelligence-surveillance-act
https://www.intelligence.gov/foreign-intelligence-surveillance-act/1234-categories-of-fisa

NEW QUESTION # 14
Which law provides employee benefits, but often mandates the collection of medical information?

A. The Americans with Disabilities Act.
B. The Family and Medical Leave Act.
C. The Occupational Safety and Health Act.
D. The Employee Medical Security Act.

Answer: A

NEW QUESTION # 15
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