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CIPP-US試験の準備方法|権威のあるCIPP-US PDF試験|ユニークなCertified Information Privacy Professional/United States (CIPP/US)復習範囲
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CIPP-US試験は、仕事の責任の一環として個人情報を管理および保護する責任を持つ専門家を対象としています。これには、プライバシーオフィサー、データ保護オフィサー、コンプライアンスオフィサー、弁護士、およびプライバシーとデータ保護の分野で働くその他の人々が含まれます。この試験は、プライバシー法および規制(プライバシー法、HIPAA、およびカリフォルニア消費者プライバシー法を含む)に関する個人の知識を評価するために設計されています。
CIPP/US認定試験は、プライバシーとデータ保護業界でキャリアを進めたい専門家にとって、価値のある投資です。これにより、米国におけるプライバシーの法的および規制上の状況について包括的な理解が得られ、この分野での卓越性を示すことができます。プライバシー専門家の需要が高まる中、CIPP/US認定を取得することで、候補者は競争力を持ち、キャリア成長や昇進の新しい機会を開拓することができます。
実用的IAPP CIPP-US|素敵なCIPP-US PDF試験|試験の準備方法Certified Information Privacy Professional/United States (CIPP/US)復習範囲
CIPP-USトレーニング資料のPDFバージョンは読みやすく、覚えやすく、印刷リクエストをサポートしているため、紙で印刷して練習することができます。練習資料のソフトウェアバージョンは、シミュレーションテストシステムをサポートし、セットアップの時間を与えることには制限がありません。
CIPP-US認定を獲得することは、米国のプライバシー法と規制に関する高いレベルの知識と専門知識を示しています。これは、今日のデジタル時代にますます重要になっています。認定はまた、専門家に雇用市場で競争上の優位性を提供し、より高い給与とキャリアの進歩の機会につながる可能性があります。
IAPP Certified Information Privacy Professional/United States (CIPP/US) 認定 CIPP-US 試験問題 (Q217-Q222):
質問 # 217
The concept of data portability refers to what?
- A. The ability of individuals to obtain and reuse their personal data for their own purposes across different services.
- B. The practice of disclosing all the data sources one organization uses to enhance data collection from different social media platforms
- C. The technical measures organizations use to empower consumers' control in case data is being transferred to service providers
- D. The ability of individuals to easily change to another similar service provider if fees are unlawfully being raised
正解:A
解説:
The concept of data portability refers to an individual's right to access and transfer their personal data from one organization to another. It enables individuals to obtain and reuse their personal data for their own purposes across different services. For example, an individual can request their data from one service provider and transfer it to another provider, facilitating competition and giving consumers more control over their data.
This right is commonly associated with General Data Protection Regulation (GDPR) but is becoming more widely discussed in U.S. privacy contexts, such as under the California Consumer Privacy Act (CCPA) and similar state laws. Although the CCPA does not explicitly mention "data portability," the concept aligns with its provision that grants individuals the right to access their data in a portable and usable format.
質問 # 218
SCENARIO
Please use the following to answer the next question:
Cheryl is the sole owner of Fitness Coach, Inc., a medium-sized company that helps individuals realize their physical fitness goals through classes, individual instruction, and access to an extensive indoor gym. She has owned the company for ten years and has always been concerned about protecting customer's privacy while maintaining the highest level of service. She is proud that she has built long-lasting customer relationships.
Although Cheryl and her staff have tried to make privacy protection a priority, the company has no formal privacy policy. So Cheryl hired Janice, a privacy professional, to help her develop one.
After an initial assessment, Janice created a first of a new policy. Cheryl read through the draft and was concerned about the many changes the policy would bring throughout the company. For example, the draft policy stipulates that a customer's personal information can only be held for one year after paying for a service such as a session with personal trainer. It also promises that customer information will not be shared with third parties without the written consent of the customer. The wording of these rules worry Cheryl since stored personal information often helps her company to serve her customers, even if there are long pauses between their visits. In addition, there are some third parties that provide crucial services, such as aerobics instructors who teach classes on a contract basis. Having access to customer files and understanding the fitness levels of their students helps instructors to organize their classes.
Janice understood Cheryl's concerns and was already formulating some ideas for revision. She tried to put Cheryl at ease by pointing out that customer data can still be kept, but that it should be classified according to levels of sensitivity. However, Cheryl was skeptical. It seemed that classifying data and treating each type differently would cause undue difficulties in the company's day-to-day operations. Cheryl wants one simple data storage and access system that any employee can access if needed.
Even though the privacy policy was only a draft, she was beginning to see that changes within her company were going to be necessary. She told Janice that she would be more comfortable with implementing the new policy gradually over a period of several months, one department at a time. She was also interested in a layered approach by creating documents listing applicable parts of the new policy for each department.
What is the most likely risk of Fitness Coach, Inc. adopting Janice's first draft of the privacy policy?
- A. Not being in standard compliance with applicable laws
- B. Leaving the company susceptible to violations by setting unrealistic goals
- C. Failing to meet the needs of customers who are concerned about privacy
- D. Showing a lack of trust in the organization's privacy practices
正解:B
解説:
Janice's first draft of the privacy policy may be too restrictive and impractical for Fitness Coach, Inc. to follow, given the nature of its business and the expectations of its customers. By limiting the retention of personal information to one year and requiring written consent for any third-party sharing, the policy may create operational challenges and customer dissatisfaction. For example, customers may want to resume their fitness programs after a long hiatus and expect the company to have their previous records and preferences. Similarly, third-party contractors may need access to customer information to provide better services and tailor their classes. If the company fails to adhere to its own privacy policy, it may face legal consequences, reputational damage, and loss of trust from its customers. Therefore, the company should adopt a more realistic and flexible privacy policy that balances its business needs and its customers' privacy rights.
質問 # 219
Global Manufacturing Co's Human Resources department recently purchased a new software tool.
This tool helps evaluate future candidates for executive roles by scanning emails to see what those candidates say and what is said about them. This provides the HR department with an automated "360 review" that lets them know how the candidate thinks and operates, what their peers and direct reports say about them, and how well they interact with each other.
What is the most important step for the Human Resources Department to take when implementing this new software?
- A. Providing notice to employees that their emails will be scanned by the software and creating automated profiles.
- B. Confirming that employees have read and signed the employee handbook where they have been advised that they have no right to privacy as long as they are using the organization's systems, regardless of the protected group or laws enforced by EEOC.
- C. Ensuring that the software contains a privacy notice explaining that employees have no right to privacy as long as they are running this software on organization systems to scan email systems.
- D. Making sure that the software does not unintentionally discriminate against protected groups.
正解:A
解説:
The most important step for the HR department to take when implementing this new software is to provide notice to employees that their emails will be scanned by the software and creating automated profiles. This is because the software involves the collection and use of personal information from employees, which may implicate their privacy rights and expectations. By providing notice, the HR department can inform employees about the purpose, scope, and consequences of the software, as well as their choices and rights regarding their data. Notice is also a key element of transparency and accountability, which are essential principles of privacy management. Providing notice can also help the HR department comply with various privacy laws and regulations that may apply to the software, such as the Electronic Communications Privacy Act (ECPA), the Stored Communications Act (SCA), the Fair Credit Reporting Act (FCRA), and state privacy laws. Notice can also help the HR department avoid potential legal risks and liabilities that may arise from the software, such as claims of invasion of privacy, breach of contract, or violation of employee rights.
質問 # 220
What practice does the USA FREEDOM Act NOT authorize?
- A. An extension of the expiration for roving wiretaps
- B. Emergency exceptions that allows the government to target roamers
- C. The bulk collection of telephone data and internet metadata
- D. An increase in the maximum penalty for material support to terrorism
正解:C
解説:
The USA FREEDOM Act is a law that was enacted in 2015 to reform the surveillance practices of the U.S.
government. The law was a response to the revelations by Edward Snowden about the mass collection of phone records and internet data by the National Security Agency (NSA) under the authority of Section 215 of the USA PATRIOT Act. The USA FREEDOM Act ended the bulk collection of telephone data and internet metadata by the NSA, and instead required the government to obtain a specific order from the Foreign Intelligence Surveillance Court (FISC) to access such data from the telecommunication providers. The law also authorized the following practices:
* Emergency exceptions that allow the government to target roamers: The law allows the government to temporarily target a non-U.S. person who is using a phone number or identifier of a U.S. person, without a court order, if there is an emergency situation that involves a threat of death or serious bodily harm. The government must obtain a court order within seven days to continue the surveillance.
* An increase in the maximum penalty for material support to terrorism: The law increases the maximum prison term for providing material support or resources to a foreign terrorist organization from 15 years to 20 years.
* An extension of the expiration for roving wiretaps: The law extends the sunset date for the roving wiretap provision of the USA PATRIOT Act, which allows the government to obtain a single order from the FISC to conduct surveillance on a target who switches devices or locations, without specifying the device or location. The law extends the expiration date from June 1, 2015 to December 15,
2019. References:
* USA FREEDOM Act
* USA FREEDOM Act Summary
* USA FREEDOM Act FAQs
質問 # 221
SCENARIO
Please use the following to answer the next question:
Felicia has spent much of her adult life overseas, and has just recently returned to the U.S. to help her friend Celeste open a jewelry store in California. Felicia, despite being excited at the prospect, has a number of security concerns, and has only grudgingly accepted the need to hire other employees. In order to guard against the loss of valuable merchandise, Felicia wants to carefully screen applicants. With their permission, Felicia would like to run credit checks, administer polygraph tests, and scrutinize videos of interviews. She intends to read applicants' postings on social media, ask question NO:s about drug addiction, and solicit character references. Felicia believes that if potential employees are serious about becoming part of a dynamic new business, they will readily agree to these requirements.
Felicia is also in favor of strict employee oversight. In addition to protecting the inventory, she wants to prevent mistakes during transactions, which will require video monitoring. She also wants to regularly check the company vehicle's GPS for locations visited by employees. She also believes that employees who use their own devices for work-related purposes should agree to a certain amount of supervision.
Given her high standards, Felicia is skeptical about the proposed location of the store. She has been told that many types of background checks are not allowed under California law. Her friend Celeste thinks these worries are unfounded, as long as applicants verbally agree to the checks and are offered access to the results. Nor does Celeste share Felicia's concern about state breach notification laws, which, she claims, would be costly to implement even on a minor scale.
Celeste believes that even if the business grows a customer database of a few thousand, it's unlikely that a state agency would hassle an honest business if an accidental security incident were to occur.
In any case, Celeste feels that all they need is common sense ?like remembering to tear up sensitive documents before throwing them in the recycling bin. Felicia hopes that she's right, and that all of her concerns will be put to rest next month when their new business consultant (who is also a privacy professional) arrives from North Carolina.
Which law will be most relevant to Felicia's plan to ask applicants about drug addiction?
- A. The Health Insurance Portability and Accountability Act (HIPAA).
- B. The Occupational Safety and Health Act (OSHA).
- C. The Americans with Disabilities Act (ADA).
- D. The Genetic Information Nondiscrimination Act of 2008.
正解:C
解説:
The ADA prohibits employers from discriminating against qualified individuals with disabilities in all aspects of employment, including hiring, firing, promotion, compensation, and training. The ADA also limits the types of medical inquiries and examinations that employers can make of applicants and employees. Under the ADA, a disability is defined as a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment. The ADA covers current, past, and perceived drug addiction as a disability, unless the individual is currently engaging in the illegal use of drugs. Therefore, Felicia's plan to ask applicants about drug addiction may violate the ADA, unless she can show that the inquiry is job-related and consistent with business necessity.
The other laws are not directly relevant to Felicia's plan, although they may have other implications for her business.
質問 # 222
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