When developing a company privacy program, which of the following relationships will most help a privacy professional develop useful guidance for the organization?
A. Relationships with individuals within the privacy professional community who are able to share expertise and leading practices for different industries.
B. Relationships with clients, vendors, and customers whose data will be primarily collected and used throughout the organizational program.
C. Relationships with company leaders responsible for approving, implementing, and periodically reviewing the corporate privacy program.
D. Relationships with individuals across company departments and at different levels in the organization's hierarchy.
In 2012, the White House and the FTC both issued reports advocating a new approach to privacy enforcement that can best be described as what?
A. Harm-based.
B. Self-regulatory.
C. Comprehensive.
D. Notice and choice.
What privacy concept grants a consumer the right to view and correct errors on his or her credit report?
A. Access.
B. Notice.
C. Action.
D. Choice.
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. Offer information about data collection and uses at key data entry points.
B. Publish a privacy policy written in clear, concise, and understandable language.
C. Present a privacy policy to users during the wellness program registration process.
D. Provide a link to the wellness program privacy policy at the bottom of each screen.
Under the Fair Credit Reporting Act (FCRA), what must a person who is denied employment based upon his credit history receive?
A. A prompt notification from the employer.
B. An opportunity to reapply with the employer.
C. Information from several consumer reporting agencies (CRAs).
D. A list of rights from the Consumer Financial Protection Bureau (CFPB).
Which statement is FALSE regarding the provisions of the Employee Polygraph Protection Act of 1988 (EPPA)?
A. The EPPA requires that employers post essential information about the Act in a conspicuous location.
B. The EPPA includes an exception that allows polygraph tests in professions in which employee honesty is necessary for public safety.
C. Employers are prohibited from administering psychological testing based on personality traits such as honesty, preferences or habits.
D. Employers involved in the manufacture of controlled substances may terminate employees based on polygraph results if other evidence exists.
U.S.
federal laws protect individuals from employment discrimination based on all of the following EXCEPT?
A.
Age.
B.
Pregnancy.
C.
Marital status.
D.
Genetic information.
Which statute is considered part of U.S. federal privacy law?
A. The Fair Credit Reporting Act.
B. SB 1386.
C. The Personal Information Protection and Electronic Documents Act.
D. The e-Privacy Directive.
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 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.
Based on Felicia's Bring Your Own Device (BYOD) plan, the business consultant will most likely advise Felicia and Celeste to do what?
A. Reconsider the plan in favor of a policy of dedicated work devices.
B. Adopt the same kind of monitoring policies used for work-issued devices.
C. Weigh any productivity benefits of the plan against the risk of privacy issues.
D. Make employment decisions based on those willing to consent to the plan in writing.
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 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.
Which law will be most relevant to Felicia's plan to ask applicants about drug addiction?
A. The Americans with Disabilities Act (ADA).
B. The Occupational Safety and Health Act (OSHA).
C. The Genetic Information Nondiscrimination Act of 2008.
D. The Health Insurance Portability and Accountability Act (HIPAA).
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