Free IAPP CIPP-US Exam Questions

Question 1

Under the Fair Credit Reporting Act (FCRA), what must a person who is denied employment based upon his credit history receive?

A : prompt notification from the employer

B : opportunity to reapply with the employer.

C : formation from several consumer reporting agencies (CRAs).

D : A list of rights from the Consumer Financial Protection Bureau (CFPB).

Answer: A

Question 2

SCENARIO

Please use the following to answer the next question:

Matt went into his son’s bedroom one evening and found him stretched out on his bed typing on his laptop.

“Doing your homework?” Matt asked hopefully.

“No,” the boy said. “I’m filling out a survey.”

Matt looked over his son’s shoulder at his computer screen. “What kind of survey?”

“It’s asking questions about my opinions.”

“Let me see,” Matt said, and began reading the list of questions that his son had already answered. “It’s asking

your opinions about the government and citizenship. That’s a little odd. You’re only ten.”

Matt wondered how the web link to the survey had ended up in his son’s email inbox. Thinking the message

might have been sent to his son by mistake he opened it and read it. It had come from an entity called the

Leadership Project, and the content and the graphics indicated that it was intended for children. As Matt read

further he learned that kids who took the survey were automatically registered in a contest to win the first book

in a series about famous leaders.

To Matt, this clearly seemed like a marketing ploy to solicit goods and services to children. He asked his son if

he had been prompted to give information about himself in order to take the survey. His son told him he had

been asked to give his name, address, telephone number, and date of birth, and to answer questions about his

favorite games and toys.

Matt was concerned. He doubted if it was legal for the marketer to collect information from his son in the way

that it was. Then he noticed several other commercial emails from marketers advertising products for children

in his son’s inbox, and he decided it was time to report the incident to the proper authorities.

Based on the incident, the FTC’s enforcement actions against the marketer would most likely include what

violation?

A : Intruding upon the privacy of a family with young children

B : llecting information from a child under the age of thirteen

C : iling to notify of a breach of children’s private information.

D : regarding the privacy policy of the children’s marketing industry.

Answer: D

Question 3

Mega Corp. is a U.S.-based business with employees in California, Virginia, and Colorado. Which of the following must Mega Corp. comply with in regard to its human resources data?

A : lifornia Privacy Rights Act.

B : lifornia Privacy Rights Act and Virginia Consumer Data Protection Act.

C : lifornia Privacy Rights Act and Colorado Privacy Act.

D : lifornia Privacy Rights Act, Virginia Consumer Data Protection Act, and Colorado Privacy Act.

Answer: D

Question 4

SCENARIO

Please use the following to answer the next question:

Larry has become increasingly dissatisfied with his telemarketing position at SunriseLynx, and particularly with

his supervisor, Evan. Just last week, he overheard Evan mocking the state’s Do Not Call list, as well as the

people on it. “If they were really serious about not being bothered,” Evan said, “They’d be on the national DNC

list. That’s the only one we’re required to follow. At SunriseLynx, we call until they ask us not to.”

Bizarrely, Evan requires telemarketers to keep records of recipients who ask them to call “another time.” This,

to Larry, is a clear indication that they don’t want to be called at all. Evan doesn’t see it that way.

Larry believes that Evan’s arrogance also affects the way he treats employees. The U.S. Constitution protects

American workers, and Larry believes that the rights of those at SunriseLynx are violated regularly. At first Evan

seemed friendly, even connecting with employees on social media. However, following Evan’s political posts, it

became clear to Larry that employees with similar affiliations were the only ones offered promotions.

Further, Larry occasionally has packages containing personal-use items mailed to work. Several times, these

have come to him already opened, even though this name was clearly marked. Larry thinks the opening of

personal mail is common at SunriseLynx, and that Fourth Amendment rights are being trampled under Evan’s

leadership.

Larry has also been dismayed to overhear discussions about his coworker, Sadie. Telemarketing calls are

regularly recorded for quality assurance, and although Sadie is always professional during business, her

personal conversations sometimes contain sexual comments. This too is something Larry has heard Evan

laughing about. When he mentioned this to a coworker, his concern was met with a shrug. It was the

coworker’s belief that employees agreed to be monitored when they signed on. Although personal devices are

left alone, phone calls, emails and browsing histories are all subject to surveillance. In fact, Larry knows of one

case in which an employee was fired after an undercover investigation by an outside firm turned up evidence of

misconduct. Although the employee may have stolen from the company, Evan could have simply contacted the

authorities when he first suspected something amiss.

Larry wants to take action, but is uncertain how to proceed.

In regard to telemarketing practices, Evan the supervisor has a misconception regarding?

A : conditions under which recipients can opt out

B : wishes of recipients who request callbacks

C : right to monitor calls for quality assurance

D : relationship of state law to federal law

Answer: B

Question 5

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.

Regarding credit checks of potential employees, Celeste has a misconception regarding what?

A : nsent requirements

B : closure requirements.

C : ployment-at-will rules

D : cords retention policies

Answer: A