퍼펙트한CIPP-US인기시험덤프최신버전덤프

Fast2test는 여러분이 빠른 시일 내에IAPP CIPP-US인증시험을 효과적으로 터득할 수 있는 사이트입니다.IAPP CIPP-US덤프는 보장하는 덤프입니다. 만약 시험에서 떨어지셨다고 하면 우리는 무조건 덤프전액 환불을 약속 드립니다. 우리Fast2test 사이트에서IAPP CIPP-US관련자료의 일부분 문제와 답 등 샘플을 제공함으로 여러분은 무료로 다운받아 체험해보실 수 있습니다. 체험 후 우리의Fast2test에 신뢰감을 느끼게 됩니다. Fast2test의IAPP CIPP-US덤프로 자신 있는 시험준비를 하세요.

최근 더욱 많은 분들이IAPP인증CIPP-US시험에 도전해보려고 합니다. Fast2test에서는 여러분들의 시간돠 돈을 절약해드리기 위하여 저렴한 가격에 최고의 품질을 지닌 퍼펙트한IAPP인증CIPP-US시험덤플르 제공해드려 고객님의 시험준비에 편안함을 선물해드립니다. Fast2test제품을 한번 믿어보세요.

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CIPP-US유효한 시험자료 - CIPP-US인기자격증 인증시험덤프

IAPP인증 CIPP-US시험은 IT인증자격증중 가장 인기있는 자격증을 취득하는 필수시험 과목입니다. IAPP인증 CIPP-US시험을 패스해야만 자격증 취득이 가능합니다. Fast2test의IAPP인증 CIPP-US는 최신 시험문제 커버율이 높아 시험패스가 아주 간단합니다. IAPP인증 CIPP-US덤프만 공부하시면 아무런 우려없이 시험 보셔도 됩니다. 시험합격하면 좋은 소식 전해주세요.

IAPP CIPP-US (Certified Information Privacy Professional/United States (CIPP/US)) 자격증 시험은 개인 정보 보호 및 데이터 보호 분야에서 지식과 기술을 향상시키고자 하는 전문가들을 대상으로 설계되었습니다. 이 자격증은 산업에서 극도로 인정되며, 개인 정보를 처리하는 미국 내에서 개인 정보 보호 담당자, 변호사, 컴플라이언스 담당자 및 컨설턴트 등의 개인에게 이상적입니다. 이 자격증 시험은 미국에서의 개인 정보 보호를 위한 법적 구조, 데이터 보호 규정 및 개인 정보 관리 실무 등 다양한 주제를 다룹니다.

최신 Certified Information Privacy Professional CIPP-US 무료샘플문제 (Q64-Q69):

질문 # 64
The concept of data portability refers to what?

A. The practice of disclosing all the data sources one organization uses to enhance data collection from different social media platforms
B. The ability of individuals to obtain and reuse their personal data for their own purposes across different services.
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

정답：B

설명：
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.
Explanation of Options:
* A. The practice of disclosing all the data sources one organization uses to enhance data collection from different social media platforms: This describes a data disclosure practice, not data portability.
* B. The technical measures organizations use to empower consumers' control in case data is being transferred to service providers: This refers to technical controls but does not fully capture the essence of data portability.
* C. The ability of individuals to obtain and reuse their personal data for their own purposes across different services: This is the correct answer and accurately defines data portability.
* D. The ability of individuals to easily change to another similar service provider if fees are unlawfully being raised: While data portability might facilitate switching providers, it is not specifically tied to the issue of unlawful fee increases.
References from CIPP/US Materials:
* GDPR Article 20: Provides the right to data portability in the EU.
* CCPA Section 1798.100: Requires businesses to provide personal data in a readily usable format upon request.
* IAPP CIPP/US Certification Textbook: Discusses data portability as part of consumer rights and privacy frameworks.

질문 # 65
Privacy Is Hiring Inc., a CA-based company, is an online specialty recruiting firm focusing on placing privacy professionals in roles at major companies. Job candidates create online profiles outlining their experience and credentials, and can pay $19.99/month via credit card to have their profiles promoted to potential employers. Privacy Is Hiring Inc. keeps all customer data at rest encrypted on its servers.
Under what circumstances would Privacy Is Hiring Inc., need to notify affected individuals in the event of a data breach?

A. If the job candidates' credit card information and the encryption keys were among the information taken.
B. If the personal information stolen included the individuals' names and credit card pin numbers.
C. If Privacy Is Hiring Inc., reasonably believes that job candidates will be harmed by the data breach.
D. If law enforcement has completed its investigation and has authorized Privacy Is Hiring Inc. to provide the notification to clients and applicable regulators.

정답：A

설명：
California law requires a business or state agency to notify any California resident whose unencrypted personal information, as defined, was acquired, or reasonably believed to have been acquired, by an unauthorized person. (California Civil Code s. 1798.29(a) [agency] and California Civ. Code s. 1798.82(a) [person or business].) https://oag.ca.gov/privacy/databreach/reporting

질문 # 66
Who has rulemaking authority for the Fair Credit Reporting Act (FCRA) and the Fair and Accurate Credit Transactions Act (FACTA)?

A. The Department of Commerce
B. State Attorneys General
C. The Consumer Financial Protection Bureau
D. The Federal Trade Commission

정답：C

설명：
Explanation/Reference: https://www.ftc.gov/enforcement/statutes/fair-accurate-credit-transactions-act-2003

질문 # 67
SCENARIO
Please use the following to answer the next QUESTION
Noah is trying to get a new job involving the management of money. He has a poor personal credit rating, but he has made better financial decisions in the past two years.
One potential employer, Arnie's Emporium, recently called to tell Noah he did not get a position. As part of the application process, Noah signed a consent form allowing the employer to request his credit report from a consumer reporting agency (CRA). Noah thinks that the report hurt his chances, but believes that he may not ever know whether it was his credit that cost him the job. However, Noah is somewhat relieved that he was not offered this particular position. He noticed that the store where he interviewed was extremely disorganized. He imagines that his credit report could still be sitting in the office, unsecured.
Two days ago, Noah got another interview for a position at Sam's Market. The interviewer told Noah that his credit report would be a factor in the hiring decision. Noah was surprised because he had not seen anything on paper about this when he applied.
Regardless, the effect of Noah's credit on his employability troubles him, especially since he has tried so hard to improve it. Noah made his worst financial decisions fifteen years ago, and they led to bankruptcy. These were decisions he made as a young man, and most of his debt at the time consisted of student loans, credit card debt, and a few unpaid bills - all of which Noah is still working to pay off. He often laments that decisions he made fifteen years ago are still affecting him today.
In addition, Noah feels that an experience investing with a large bank may have contributed to his financial troubles. In 2007, in an effort to earn money to help pay off his debt, Noah talked to a customer service representative at a large investment company who urged him to purchase stocks. Without understanding the risks, Noah agreed. Unfortunately, Noah lost a great deal of money.
After losing the money, Noah was a customer of another financial institution that suffered a large security breach. Noah was one of millions of customers whose personal information was compromised. He wonders if he may have been a victim of identity theft and whether this may have negatively affected his credit.
Noah hopes that he will soon be able to put these challenges behind him, build excellent credit, and find the perfect job.
Consumers today are most likely protected from situations like the one Noah had buying stock because of which federal action or legislation?

A. The creation of the Consumer Financial Protection Bureau.
B. Investigations of "abusive" acts and practices under the Dodd-Frank Wall Street Reform and Consumer Protection Act.
C. Federal Trade Commission investigations into "unfair and deceptive" acts or practices.
D. The rules under the Fair Debt Collection Practices Act.

정답：B

질문 # 68
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 tohire 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 questions 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.
Regarding credit checks of potential employees, Celeste has a misconception regarding what?

A. Disclosure requirements.
B. Consent requirements.
C. Records retention policies
D. Employment-at-will rules.

정답：B

설명：
Celeste has a misconception regarding the consent requirements for conducting credit checks of potential employees in California. She thinks that verbal consent from the applicants is sufficient, and that they only need to be offeredaccess to the results. However, under the California Consumer Credit Reporting Agencies Act (CCRAA), employers who want to obtain a consumer credit report for employment purposes must comply with the following consent and disclosure requirements12:
* Before requesting a consumer credit report, the employer must provide the applicant with a clear and conspicuous written disclosure that informs them of the following:
* The specific purpose for obtaining the report.
* The source of the report.
* The applicant's right to obtain a free copy of the report from the source within 60 days.
* The applicant's right to dispute the accuracy or completeness of any information in the report.
* The employer must also obtain the applicant's written authorization to obtain the report.
* If the employer intends to take an adverse action based on the report, such as denying employment, the employer must provide the applicant with a copy of the report and a summary of their rights under the CCRAA before taking the action.
* After taking the adverse action, the employer must provide the applicant with a notice that includes the following:
* The name, address, and telephone number of the source of the report.
* A statement that the source of the report did not make the decision and cannot explain why the decision was made.
* A statement that the applicant has the right to obtain another free copy of the report from the source within 60 days.
* A statement that the applicant has the right to dispute the accuracy or completeness of any information in the report.
Therefore, Celeste is wrong to assume that verbal consent and optional access to the results are enough to comply with the CCRAA. She should follow the written consent and disclosure requirements to avoid violating the law and potentially facing civil penalties or lawsuits. References:
* California Consumer Credit Reporting Agencies Act
* Employment Credit Checks: What You Need to Know | Nolo

질문 # 69
......

Fast2test전문가들은IAPP CIPP-US인증시험만을 위한 특별학습가이드를 만들었습니다.IAPP CIPP-US인증시험을 응시하려면 30분이란 시간만 투자하여 특별학습가이드로 빨리 관련지식을 장악하고,또 다시 복습하고 안전하게IAPP CIPP-US인증시험을 패스할 수 잇습니다.자격증취득 많은 시간과 돈을 투자한 분들보다 더 가볍게 이루어졌습니다

CIPP-US유효한 시험자료: https://kr.fast2test.com/CIPP-US-premium-file.html

Ted Cook Ted Cook

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퍼펙트한CIPP-US인기시험덤프최신버전덤프

CIPP-US유효한 시험자료 - CIPP-US인기자격증 인증시험덤프

최신 Certified Information Privacy Professional CIPP-US 무료샘플문제 (Q64-Q69):

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