Latest PDF of CIPP-US: Certified Information Privacy Professional/United States (CIPP/US)

Certified Information Privacy Professional/United States (CIPP/US) Practice Test

CIPP-US Exam Format | Course Contents | Course Outline | Exam Syllabus | Exam Objectives

Title: Certified Information Privacy Professional/United States (CIPP/US) - IAPP CIPP-US

Test Detail:
The Certified Information Privacy Professional/United States (CIPP/US) exam, offered by the International Association of Privacy Professionals (IAPP), is designed to validate the knowledge and expertise of professionals in the field of privacy and data protection within the United States. This certification is intended for individuals who work with U.S. privacy laws and regulations.

Course Outline:
The CIPP/US certification program provides participants with comprehensive knowledge and understanding of privacy laws and regulations specific to the United States. The following is a general outline of the key areas covered in the certification program:

1. Introduction to U.S. Privacy Laws and Regulations:
- Understanding the legal and regulatory landscape of privacy in the United States
- Familiarizing with key U.S. privacy laws, including the Privacy Act, HIPAA, and COPPA
- Exploring industry-specific regulations and standards, such as GLBA and FERPA

2. Privacy Governance and Program Management:
- Developing and implementing privacy policies and procedures
- Establishing privacy governance frameworks and accountability measures
- Managing privacy risks and compliance obligations

3. Privacy in Practice:
- Conducting privacy impact assessments (PIAs) and privacy audits
- Managing data breaches and incident response procedures
- Addressing cross-border data transfers and international privacy considerations

4. Privacy Principles and Frameworks:
- Understanding the key privacy principles, including notice, choice, and consent
- Exploring privacy frameworks and standards, such as the Fair Information Practices (FIPs)
- Applying privacy by design principles and practices

5. Privacy Operations:
- Managing privacy documentation and records
- Implementing privacy training and awareness programs
- Monitoring and enforcing privacy policies and practices

Exam Objectives:
The CIPP/US exam assesses candidates' knowledge and understanding of privacy laws and regulations within the United States. The exam objectives include, but are not limited to:

1. Understanding the legal and regulatory framework of privacy in the United States.
2. Applying privacy principles and practices to various scenarios.
3. Implementing privacy governance and accountability measures.
4. Managing privacy risks and compliance obligations.
5. Addressing privacy challenges in practice, such as data breaches and cross-border data transfers.
6. Ensuring privacy operations and documentation meet regulatory requirements.

Syllabus:
The CIPP/US certification program typically includes comprehensive training provided by the International Association of Privacy Professionals (IAPP) or authorized training partners. The syllabus provides a breakdown of the topics covered throughout the course, including specific learning objectives and milestones. The syllabus may include the following components:

- Introduction to CIPP/US exam overview and certification process
- U.S. Privacy Laws and Regulations
- Privacy Governance and Program Management
- Privacy in Practice
- Privacy Principles and Frameworks
- Privacy Operations
- Exam Preparation and Practice Tests
- Final CIPP/US Certification Exam

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CIPP-US
Certified Information Privacy Professional/United
States (CIPP/US)
https://killexams.com/pass4sure/exam-detail/CIPP-US
Question: 75
Within what time period must a commercial message sender remove a recipient�s address once they have asked to stop
receiving future e-mail?
A . 7 days
B . 10 days
C . 15 days
D . 21 days
Answer: B
Explanation:
Reference: https://www.ftc.gov/tips-advice/business-center/guidance/can-spam-act-compliance-guide- business
Question: 76
SCENARIO
Please use the following to answer the next QUESTION:
Larry has become increasingly dissatisfied with his telemarketing position at SunriseLynx, and particularly with his
supervisor, Evan. Just last week, he overheard Evan mocking the state�s Do Not Call list, as well as the people on it. �If
they were really serious about not being bothered,� Evan said, �They�d be on the national DNC list. That�s the only
one we�re required to follow. At SunriseLynx, we call until they ask us not to.�
Bizarrely, Evan requires telemarketers to keep records of recipients who ask them to call �another time.� This, to
Larry, is a clear indication that they don�t want to be called at all. Evan doesn�t see it that way.
Larry believes that Evan�s arrogance also affects the way he treats employees. The U.S. Constitution protects
American workers, and Larry believes that the rights of those at SunriseLynx are violated regularly. At first Evan
seemed friendly, even connecting with employees on social media. However, following Evan�s political posts, it
became clear to Larry that employees with similar affiliations were the only ones offered promotions.
Further, Larry occasionally has packages containing personal-use items mailed to work. Several times, these have
come to him already opened, even though this name was clearly marked. Larry thinks the opening of personal mail is
common at SunriseLynx, and that Fourth Amendment rights are being trampled under Evan�s leadership.
Larry has also been dismayed to overhear discussions about his coworker, Sadie. Telemarketing calls are regularly
recorded for quality assurance, and although Sadie is always professional during business, her personal conversations
sometimes contain sexual comments. This too is something Larry has heard Evan laughing about. When he mentioned
this to a coworker, his concern was met with a shrug. It was the coworker�s belief that employees agreed to be
monitored when they signed on. Although personal devices are left alone, phone calls, emails and browsing histories
are all subject to surveillance. In fact, Larry knows of one case in which an employee was fired after an undercover
investigation by an outside firm turned up evidence of misconduct. Although the employee may have stolen from the
company, Evan could have simply contacted the authorities when he first suspected something amiss.
Larry wants to take action, but is uncertain how to proceed.
In regard to telemarketing practices, Evan the supervisor has a misconception regarding?
A . The conditions under which recipients can opt out
B . The wishes of recipients who request callbacks
C . The right to monitor calls for quality assurance
D . The relationship of state law to federal law
Answer: B
Question: 77
Which of the following federal agencies does NOT enforce the Disposal Rule under the Fair and Accurate Credit
Transactions Act (FACTA)?
A . The Office of the Comptroller of the Currency
B . The Consumer Financial Protection Bureau
C . The Department of Health and Human Services
D . The Federal Trade Commission
Answer: C
Explanation:
Reference: https://en.wikipedia.org/wiki/Fair_and_Accurate_Credit_Transactions_Act
Question: 78
Which entities must comply with the Telemarketing Sales Rule?
A . For-profit organizations and for-profit telefunders regarding charitable solicitations
B . Nonprofit organizations calling on their own behalf
C . For-profit organizations calling businesses when a binding contract exists between them
D . For-profit and not-for-profit organizations when selling additional services to establish customers
Answer: D
Explanation:
Reference: https://www.ftc.gov/tips-advice/business-center/guidance/complying-telemarketing-sales-rule
Question: 79
In 2014, Google was alleged to have violated the Family Educational Rights and Privacy Act (FERPA) through its
Apps for Education suite of tools.
For what specific practice did students sue the company?
A . Scanning emails sent to and received by students
B . Making student education records publicly available
C . Relying on verbal consent for a disclosure of education records
D . Disclosing education records without obtaining required consent
Answer: A
Explanation:
Reference: https://www.edweek.org/ew/articles/2014/03/13/26google.h33.html
Question: 80
Most states with data breach notification laws indicate that notice to affected individuals must be sent in the �most
expeditious time possible without unreasonable delay.�
By contrast, which of the following states currently imposes a definite limit for notification to affected individuals?
A . Maine
B . Florida
C . New York
D . California
Answer: B
Explanation:
Reference: https://www.itgovernanceusa.com/data-breach-notification-laws
Question: 81
In what way does the �Red Flags Rule� under the Fair and Accurate Credit Transactions Act (FACTA) relate to the
owner of a grocery store who uses a money wire service?
A . It mandates the use of updated technology for securing credit records
B . It requires the owner to implement an identity theft warning system
C . It is not usually enforced in the case of a small financial institution
D . It does not apply because the owner is not a creditor
Answer: A
Question: 82
What was the original purpose of the Federal Trade Commission Act?
A . To ensure privacy rights of
C . citizens
D . To protect consumers
E . To enforce antitrust laws
F . To negotiate consent decrees with companies violating personal privacy
Answer: B
Explanation:
Reference: https://www.ftc.gov/about-ftc
Question: 83
SCENARIO
Please use the following to answer the next QUESTION:
A US-based startup company is selling a new gaming application. One day, the CEO of the company receives an
urgent letter from a prominent EU-based retail partner. Triggered by an unresolved complaint lodged by an EU
resident, the letter describes an ongoing investigation by a supervisory authority into the retailer�s data handling
practices.
The complainant accuses the retailer of improperly disclosing her personal data, without consent, to parties in the
United States. Further, the complainant accuses the EU-based retailer of failing to respond to her withdrawal of
consent and request for erasure of her personal data. Your organization, the US-based startup company, was never
informed of this request for erasure by the EU-based retail partner. The supervisory authority investigating the
complaint has threatened the suspension of data flows if the parties involved do not cooperate with the investigation.
The letter closes with an urgent request: �Please act immediately by identifying all personal data received from our
company.�
This is an important partnership. Company executives know that its biggest fans come from Western Europe; and this
retailer is primarily responsible for the startup�s rapid market penetration.
As the Company�s data privacy leader, you are sensitive to the criticality of the relationship with the retailer.
Upon review, the data privacy leader discovers that the Company�s documented data inventory is obsolete.
What is the data privacy leader�s next best source of information to aid the investigation?
A . Reports on recent purchase histories
B . Database schemas held by the retailer
C . Lists of all customers, sorted by country
D . Interviews with key marketing personnel
Answer: C
Question: 84
SCENARIO
Please use the following to answer the next QUESTION:
You are the chief privacy officer at HealthCo, a major hospital in a large U.S. city in state A. HealthCo is a HIPAA-
covered entity that provides healthcare services to more than 100,000 patients. A third-party cloud computing service
provider, CloudHealth, stores and manages the electronic protected health information (ePHI) of these individuals on
behalf of HealthCo. CloudHealth stores the data in state B. As part of HealthCo�s business associate agreement (BAA)
with CloudHealth, HealthCo requires CloudHealth to implement security measures, including industry standard
encryption practices, to adequately protect the data. However, HealthCo did not perform due diligence on CloudHealth
before entering the contract, and has not conducted audits of CloudHealth�s security measures.
A CloudHealth employee has recently become the victim of a phishing attack. When the employee unintentionally
clicked on a link from a suspicious email, the PHI of more than 10,000 HealthCo patients was compromised. It has
since been published online. The HealthCo cybersecurity team quickly identifies the perpetrator as a known hacker
who has launched similar attacks on other hospitals C ones that exposed the PHI of public figures including celebrities
and politicians.
During the course of its investigation, HealthCo discovers that CloudHealth has not encrypted the PHI in accordance
with the terms of its contract. In addition, CloudHealth has not provided privacy or security training to its employees.
Law enforcement has requested that HealthCo provide its investigative report of the breach and a copy of the PHI of
the individuals affected.
A patient affected by the breach then sues HealthCo, claiming that the company did not adequately protect the
individual�s ePHI, and that he has suffered substantial harm as a result of the exposed data. The patient�s attorney has
submitted a discovery request for the ePHI exposed in the breach.
What is the most significant reason that the U.S. Department of Health and Human Services (HHS) might impose a
penalty on HealthCo?
A. Because HealthCo did not require CloudHealth to implement appropriate physical and administrative measures to
safeguard the ePHI
B. Because HealthCo did not conduct due diligence to verify or monitor CloudHealth�s security measures
C. Because HIPAA requires the imposition of a fine if a data breach of this magnitude has occurred
D. Because CloudHealth violated its contract with HealthCo by not encrypting the ePHI
Answer: B
Question: 85
Which of the following best describes an employer�s privacy-related responsibilities to an employee who has left the
workplace?
A . An employer has a responsibility to maintain a former employee�s access to computer systems and company data
needed to support claims against the company such as discrimination.
B . An employer has a responsibility to permanently delete or expunge all sensitive employment records to minimize
privacy risks to both the employer and former employee.
C . An employer may consider any privacy-related responsibilities terminated, as the relationship between employer
and employee is considered primarily contractual.
D . An employer has a responsibility to maintain the security and privacy of any sensitive employment records retained
for a legitimate business purpose.
Answer: B
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