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Free PDF Quiz 2025 IAPP CIPP-US Perfect New Test Answers

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The CIPP-US exam covers a wide range of topics related to privacy, including privacy laws and regulations in the United States, privacy program governance, information security, data breach management, and privacy risk management. CIPP-US exam is divided into multiple-choice questions and consists of 90 questions that must be answered in 2.5 hours. To pass the exam, candidates must score at least 300 out of 500 points. Certified Information Privacy Professional/United States (CIPP/US) certification is valid for two years and requires individuals to earn 20 continuing privacy education (CPE) credits to maintain their certification.

The CIPP-US certification is an excellent choice for professionals who are involved in privacy and data protection in various industries, including healthcare, finance, technology, and government. Certified Information Privacy Professional/United States (CIPP/US) certification covers various topics, including the US privacy laws, regulations, and standards, privacy program management, privacy operations, and data protection. Certified Information Privacy Professional/United States (CIPP/US) certification exam is designed to test the candidate's knowledge and understanding of these topics, and their ability to apply this knowledge in real-world scenarios.

The International Association of Privacy Professionals (IAPP) CIPP-US (Certified Information Privacy Professional/United States) certification is a globally recognized certification for professionals involved in privacy and data protection in the United States. Certified Information Privacy Professional/United States (CIPP/US) certification is specifically designed to test and validate the candidate's knowledge and understanding of the US privacy laws and regulations. Professionals who hold this certification have demonstrated their expertise in the field of privacy and data protection, and their ability to navigate the complex and ever-changing legal landscape.

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IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q132-Q137):

NEW QUESTION # 132
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 afford certain classes of employees' privacy protection by limiting inquiries concerning their personal information
C. They require that employers provide reasonable accommodations to certain classes of employees
D. They permit employers to use or disclose personal information specifically about employees who are members of certain classes

Answer: B

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 # 133
The U.S. Supreme Court has recognized an individual's right to privacy over personal issues, such as contraception, by acknowledging which of the following?

A. Federal preemption of state constitutions that expressly recognize an individual right to privacy.
B. An interpretation of the U.S. Constitution's explicit definition of privacy that extends to personal issues.
C. A "penumbra" of unenumerated constitutional rights as well as more general protections of due process of law.
D. The doctrine of stare decisis, which allows the U.S. Supreme Court to follow the precedent of previously decided case law.

Answer: C

Explanation:
The U.S. Supreme Court has recognized an individual's right to privacy over personal issues, such as contraception, by acknowledging a "penumbra" of unenumerated constitutional rights as well as more general protections of due process of law. This means that the right to privacy is not explicitly stated in the Constitution, but it is implied from other rights that are explicitly stated, such as the First Amendment rights of speech and assembly, the Third Amendment right to be free from quartering of soldiers, the Fourth Amendment right to be secure from unreasonable searches and seizures, the Fifth Amendment right to be free from self-incrimination, and the Ninth Amendment right to retain other rights not enumerated in the Constitution. These rights create a "zone of privacy" that protects individuals from undue government interference in their personal affairs. The Supreme Court first articulated this concept of privacy in Griswold v.
Connecticut (1965), where it struck down a state law that prohibited the use of contraceptives by married couples. The Court also relied on the due process clause of the Fourteenth Amendment, which prohibits states from depriving any person of life, liberty, or property without due process of law. The Court interpreted this clause to include a substantive component that protects certain fundamental rights from state regulation, unless there is a compelling state interest and the regulation is narrowly tailored to achieve that interest. The Court has applied this due process analysis to other privacy issues, such as abortion, marriage, and sexual orientation. References:
* Privacy | Wex | US Law | LII / Legal Information Institute
* Privacy isn't in the Constitution - but it's everywhere in constitutional law
* Privacy Rights and Personal Autonomy Legally Protected by the ... - Justia
* Right to privacy | Wex | US Law | LII / Legal Information Institute

NEW QUESTION # 134
The U.S. Supreme Court has recognized an individual's right to privacy over personal issues, such as contraception, by acknowledging which of the following?

A. Federal preemption of state constitutions that expressly recognize an individual right to privacy.
B. An interpretation of the U.S. Constitution's explicit definition of privacy that extends to personal issues.
C. A "penumbra" of unenumerated constitutional rights as well as more general protections of due process of law.
D. The doctrine of stare decisis, which allows the U.S. Supreme Court to follow the precedent of previously decided case law.

Answer: C

Explanation:
The U.S. Supreme Court has recognized an individual's right to privacy over personal issues, such as contraception, by acknowledging a "penumbra" of unenumerated constitutional rights as well as more general protections of due process of law. This means that the right to privacy is not explicitly stated in the Constitution, but it is implied from other rights that are explicitly stated, such as the First Amendment rights of speech and assembly, the Third Amendment right to be free from quartering of soldiers, the Fourth Amendment right to be secure from unreasonable searches and seizures, the Fifth Amendment right to be free from self-incrimination, and the Ninth Amendment right to retain other rights not enumerated in the Constitution. These rights create a
"zone of privacy" that protects individuals from undue government interference in their personal affairs. The Supreme Court first articulated this concept of privacy in Griswold v. Connecticut (1965), where it struck down a state law that prohibited the use of contraceptives by married couples. The Court also relied on the due process clause of the Fourteenth Amendment, which prohibits states from depriving any person of life, liberty, or property without due process of law.
The Court interpreted this clause to include a substantive component that protects certain fundamental rights from state regulation, unless there is a compelling state interest and the regulation is narrowly tailored to achieve that interest. The Court has applied this due process analysis to other privacy issues, such as abortion, marriage, and sexual orientation.

NEW QUESTION # 135
Smith Memorial Healthcare (SMH) is a hospital network headquartered in New York and operating in 7 other states. SMH uses an electronic medical record to enter and track information about its patients. Recently, SMH suffered a data breach where a third-party hacker was able to gain access to the SMH internal network.
Because it is a HIPPA-covered entity, SMH made a notification to the Office of Civil Rights at the
U.S. Department of Health and Human Services about the breach.
Which statement accurately describes SMH's notification responsibilities?

A. If SMH makes credit monitoring available to individuals who inquire, it will not have to make a separate notification to individuals in the state of New York.
B. If SMH is compliant with HIPAA, it will not have to make a separate notification to individuals in the state of New York.
C. If SMH has more than 500 patients in the state of New York, it will need to make separate notifications to these patients.
D. If SMH must make a notification in any other state in which it operates, it must also make a notification to individuals in New York.

Answer: D

Explanation:
The correct answer is C. If SMH must make a notification in any other state in which it operates, it must also make a notification to individuals in New York. Under the Health Insurance Portability and Accountability Act (HIPAA), SMH is required to notify the Office of Civil Rights (OCR) and the affected individuals of a data breach involving unsecured protected health information (PHI) within 60 days of discovery. However, HIPAA does not preempt state laws that provide greater protection to individuals or impose additional obligations on covered entities. Therefore, SMH must also comply with the state breach notification laws of the states where it operates, including New York. According to the New York State Information Security Breach and Notification Act, any person or business that owns or licenses computerized data that includes private information of a resident of New York must disclose any breach of the security of the system to such resident in the most expedient time possible and without unreasonable delay, unless the exposure of the private information was inadvertent and unlikely to result in misuse or financial harm. Private information includes personal information (such as name, number, or other identifier) plus one or more of the following data elements: social security number; driver's license number or non-driver identification card number; account number, credit or debit card number, in combination with any required security code, access code, password or other information that would permit access to an individual's financial account; biometric information; or a user name or e-mail address in combination with a password or security question and answer that would permit access to an online account3.
Therefore, if SMH's data breach involved any of these data elements of New York residents, SMH must notify them of the breach, regardless of whether SMH is compliant with HIPAA, has more than 500 patients in New York, or offers credit monitoring services. SMH must also notify the New York Attorney General, the Department of State, and the Division of State Police within
10 days of notifying the affected individuals. Additionally, SMH must notify the New York Department of Health if the breach involved electronic health records4.

NEW QUESTION # 136
A covered entity suffers a ransomware attack that affects the personal health information (PHI) of more than 500 individuals. According to Federal law under HIPAA, which of the following would the covered entity NOT have to report the breach to?

A. Medical providers
B. The affected individuals
C. Department of Health and Human Services
D. The local media

Answer: A

Explanation:
According to the Health Insurance Portability and Accountability Act (HIPAA), a covered entity is a health plan, a health care clearinghouse, or a health care provider that transmits any health information in electronic form in connection with a transaction covered by HIPAA. A covered entity must report a breach of unsecured protected health information (PHI) to the following parties:
The Department of Health and Human Services (HHS), which is the federal agency responsible for enforcing HIPAA and issuing regulations and guidance on privacy and security issues. A covered entity must notify HHS of a breach affecting 500 or more individuals without unreasonable delay and in no case later than 60 days after discovery of the breach. A covered entity must also notify HHS of breaches affecting fewer than 500 individuals within 60 days of the end of the calendar year in which the breaches occurred.
The affected individuals, who are the individuals whose PHI has been, or is reasonably believed to have been, accessed, acquired, used, or disclosed as a result of the breach. A covered entity must notify the affected individuals without unreasonable delay and in no case later than 60 days after discovery of the breach. The notification must be in writing by first-class mail or, if the individual agrees, by electronic mail. The notification must include a brief description of the breach, the types of information involved, the steps the individual should take to protect themselves, the steps the covered entity is taking to investigate and mitigate the breach, and the contact information of the covered entity.
The local media, if the breach affects more than 500 residents of a state or jurisdiction. A covered entity must notify prominent media outlets serving the state or jurisdiction without unreasonable delay and in no case later than 60 days after discovery of the breach. The notification must include the same information as the notification to the affected individuals. A covered entity does not have to report the breach to medical providers, unless they are also affected individuals or business associates of the covered entity. A business associate is a person or entity that performs certain functions or activities on behalf of, or provides certain services to, a covered entity that involve the use or disclosure of PHI. A covered entity must have a written contract or agreement with its business associates that requires them to protect the privacy and security of PHI and report any breaches to the covered entity.

NEW QUESTION # 137
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