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IAPP Certified Information Privacy Professional/United States (CIPP/US) Exam
- Topic 1: Elements of, key differences among states, recent developments/ Introduction to the U.S. Privacy Environment
- Topic 2: Enforcement of U.S. Privacy and Security Laws/ Criminal vs. civil liability, general theories of legal liability
- Topic 3: Limits on Private-sector Collection and Use of Data/ FCRA, FACT Act, GLBA, Red Flags Rules, Dodd-Frank, CFPB, online banking
- Topic 4: Branches of government, sources of law, legal definitions, regulatory authorities/ Information Management from a U.S. Perspective
- Topic 5: Workplace privacy concepts, U.S. agencies regulating workplace privacy issues/ Data inventory and classification, data flow mapping, privacy program
- Topic 6: Development, managing user preferences, incident response programs, workforce/ Access to financial data, access to communications, CALEA
- Topic 7: Privacy before, during and after employment/ Government and Court Access to Private-sector Information
- Topic 8: Compelled disclosure of media information, electronic discovery/ FISA, USA-Patriot Act, USA Freedom Act, Cybersecurity Information Sharing Act (CISA)
- Topic 9: National Security and Privacy/ Law Enforcement and Privacy/ Civil Litigation and Privacy
Free IAPP Certified Information Privacy Professional/United States (CIPP/US) Exam Actual Questions
The questions for Certified Information Privacy Professional/United States (CIPP/US) were last updated On Jul. 14, 2021
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?
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?
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?
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?
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?
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