IAPP CIPP-US Exam With Confidence Using Practice Dumps

The strongest example of excessive monitoring by the employer is C. An employer who installs video monitors in physical locations, such as a changing room, to reduce the risk of sexual harassment. This would be considered an unreasonable invasion of employees’ privacy, as it would violate their legitimate expectation of privacy in a place where they change their clothes. Such monitoring would also likely violate the Electronic Communications Privacy Act (ECPA), which prohibits the interception of oral communications without consent or authorization. Moreover, such monitoring would not be justified by a legitimate business interest, as there are less intrusive ways to prevent or address sexual harassment, such as policies, training, and reporting mechanisms. References:

[IAPP CIPP/US Study Guide], Chapter 4: Workplace Privacy, pp. 109-110.

IAPP CIPP/US Body of Knowledge, Section IV: Workplace Privacy, Subsection A: Employee Privacy Expectations, Topic 1: Employee Monitoring.

IAPP CIPP/US Practice Questions, Question 134.

The Foreign Intelligence Surveillance Act (FISA) was enacted in 1978 in response to revelations of widespread privacy violations by the federal government under President Nixon. It established procedures for requesting judicial authorization for electronic surveillance and physical search of persons engaged in espionage or international terrorism against the United States on behalf of a foreign power1 The original purpose of FISA was to further define a framework for authorizing wiretaps by the executive branch for national security purposes under Article II of the Constitution, which grants the president the power to conduct foreign affairs and defend the nation23 FISA was intended to balance the need for collecting foreign intelligence information with the protection of privacy and civil liberties of U.S. persons4 References: 

Federal anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990, prohibit employers from discriminating against employees or applicants based on certain protected characteristics, such as race, color, religion, sex, national origin, age, disability, and genetic information. These laws also limit the types of information that employers can collect, use, disclose, or retain about employees or applicants,in order to prevent discrimination or invasion of privacy. For example, employers cannot ask about an applicant’s medical history, disability status, genetic information, or religious beliefs, unless they are relevant to the job or a bona fide occupational qualification. Employers also cannot use such information to make adverse employment decisions, such as hiring, firing, promotion, or compensation, unless they are justified by a legitimate business necessity or a reasonable accommodation. Employers must also safeguard the confidentiality of such information and dispose of it properly when it is no longer needed. References:

Federal Laws Prohibiting Job Discrimination Questions And Answers

Laws Enforced by EEOC

Employment and Anti-Discrimination Laws in the Workplace

Protections Against Discrimination and Other Prohibited Practices

3. Who is protected from employment discrimination?