FREE PDF IAPP - CIPP-US - CERTIFIED INFORMATION PRIVACY PROFESSIONAL/UNITED STATES (CIPP/US)–RELIABLE STUDY GROUP

Free PDF IAPP - CIPP-US - Certified Information Privacy Professional/United States (CIPP/US)–Reliable Study Group

Free PDF IAPP - CIPP-US - Certified Information Privacy Professional/United States (CIPP/US)–Reliable Study Group

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IAPP Certified Information Privacy Professional/United States (CIPP/US) Sample Questions (Q112-Q117):

NEW QUESTION # 112
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 permanently delete or expunge all sensitive employment records to minimize privacy risks to both the employer and former employee.
  • B. 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.
  • 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: A


NEW QUESTION # 113
A company's employee wellness portal offers an app to track exercise activity via users' mobile devices. Which of the following design techniques would most effectively inform users of their data privacy rights and privileges when using the app?

  • A. Publish a privacy policy written in clear, concise, and understandable language.
  • B. Present a privacy policy to users during the wellness program registration process.
  • C. Offer information about data collection and uses at key data entry points.
  • D. Provide a link to the wellness program privacy policy at the bottom of each screen.

Answer: B


NEW QUESTION # 114
Which of the following is most likely to provide privacy protection to private-sector employees in the United States?

  • A. State law, contract law, and tort law
  • B. Amendments one, four, and five of the U.S. Constitution
  • C. The U.S. Department of Health and Human Services (HHS)
  • D. The Federal Trade Commission Act (FTC Act)

Answer: A

Explanation:
Unlike many other countries, the United States does not have a comprehensive federal law that regulates the privacy of private-sector employees. Instead, the privacy protection of employees depends largely on state law, contract law, and tort law. State law may provide specific rights and remedies for employees regarding issues such as drug testing, background checks, electronic monitoring, social media access, and genetic information. Contract law may create obligations and expectations for employers and employees based on written or implied agreements, such as employment contracts, employee handbooks, or collective bargaining agreements. Tort law may allow employees to sue their employers for invasion of privacy, such as intrusion upon seclusion, public disclosure of private facts, false light, or appropriation of name or likeness. The other options are less likely to provide privacy protection to private-sector employees in the United States. The FTC Act primarily regulates the privacy practices of businesses that collect and use consumer data, not employee data. The U.S. Constitution only protects individuals from unreasonable searches and seizures by the government, not by private employers. The HHS only enforces the HIPAA Privacy Rule, which applies to covered entities and business associates that handle protected health information, not to all private-sector employers. References:
* IAPP CIPP/US Study Guide, Chapter 6: Workplace Privacy
* Privacy Rights of Employees Using Workplace Computers in the United States
* Employee Privacy Laws


NEW QUESTION # 115
Which statement is FALSE regarding the provisions of the Employee Polygraph Protection Act of 1988 (EPPA)?

  • A. The EPPA includes an exception that allows polygraph tests in professions in which employee honesty is necessary for public safety.
  • B. The EPPA requires that employers post essential information about the Act in a conspicuous location.
  • C. Employers involved in the manufacture of controlled substances may terminate employees based on polygraph results if other evidence exists.
  • D. Employers are prohibited from administering psychological testing based on personality traits such as honesty, preferences or habits.

Answer: D

Explanation:
Section: (none)
Explanation


NEW QUESTION # 116
SCENARIO -
Please use the following to answer the next question:
Miraculous Healthcare is a large medical practice with multiple locations in California and Nevad a. Miraculous normally treats patients in person, but has recently decided to start offering telehealth appointments, where patients can have virtual appointments with on-site doctors via a phone app.
For this new initiative, Miraculous is considering a product built by MedApps, a company that makes quality telehealth apps for healthcare practices and licenses them to be used with the practices' branding. MedApps provides technical support for the app, which it hosts in the cloud. MedApps also offers an optional benchmarking service for providers who wish to compare their practice to others using the service.
Riya is the Privacy Officer at Miraculous, responsible for the practice's compliance with HIPAA and other applicable laws, and she works with the Miraculous procurement team to get vendor agreements in place. She occasionally assists procurement in vetting vendors and inquiring about their own compliance practices, as well as negotiating the terms of vendor agreements. Riya is currently reviewing the suitability of the MedApps app from a privacy perspective.
Riya has also been asked by the Miraculous Healthcare business operations team to review the MedApps' optional benchmarking service. Of particular concern is the requirement that Miraculous Healthcare upload information about the appointments to a portal hosted by MedApps.
What HIPAA compliance issue would Miraculous have to consider before using the telehealth app?

  • A. HIPAA does not permit in-person appointment data to be hosted in the cloud.
  • B. HIPAA would require Miraculous to obtain patient consent before in-person appointment data can be shared with third parties.
  • C. HIPAA does not permit healthcare providers to use cloud hosting services.
  • D. HIPAA would require Miraculous and MedApps to enter into a Business Associate Agreement.

Answer: D


NEW QUESTION # 117
......

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