IAPP CIPP-US Exam With Confidence Using Practice Dumps

According to Section 5 of the FTC Act, self-regulation primarily involves a company’s right to adhere to its industry’s code of conduct. Self-regulation is a process by which an industry or a group of companies voluntarily adopts and enforces standards or guidelines to protect consumers and promote fair competition. The FTC encourages self-regulation as a way to complement its enforcement efforts and address emerging issues in the marketplace. The FTC also monitors self-regulatory programs and may take action against companies that fail to comply with their own codes of conduct or misrepresent their participation in such programs. References:

Federal Trade Commission Act, Section 5 of

Self-Regulation | Federal Trade Commission

[IAPP CIPP/US Certified Information Privacy Professional Study Guide], Chapter 3, page 79

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?

The Federal Trade Commission Act (FTCA) was adopted in 1914 as part of the Progressive Era reforms that aimed to curb the power and influence of monopolies and trusts in the U.S. economy. The FTCA created the Federal Trade Commission (FTC) as an independent agency to investigate and prevent unfairmethods of competition and unfair or deceptive acts or practices in or affecting commerce. The FTCA also gave the FTC the authority to issue cease and desist orders, seek injunctions, and impose civil penalties for violations of the law. The FTCA was intended to complement and supplement the existing antitrust laws, such as the Sherman Act and the Clayton Act, that prohibited restraints of trade, price-fixing, mergers, and other anticompetitive conduct.

The other options are not correct, because:

The FTCA did not explicitly address privacy rights of U.S. citizens, although the FTC later used its authority under the FTCA to enforce against unfair or deceptive privacy practices, such as making false or misleading claims, failing to disclose material information, or violating consumers’ choices or expectations regarding their personal data.

The FTCA did not specifically focus on consumer protection, although the FTC later expanded its scope to include consumer protection issues, such as advertising and marketing, credit and finance, privacy and security, and consumer education. The FTC also enforced other consumer protection laws, such as the Truth in Lending Act, the Fair Credit Reporting Act, the Children’s Online Privacy Protection Act, and the CAN-SPAM Act.

The FTCA did not authorize the FTC to negotiate consent decrees with companies violating personal privacy, although the FTC later used consent decrees as a common tool to settle privacy cases and impose remedial measures, such as audits, reports, and compliance programs. Consent decrees are agreements between the FTC and the parties involved in a case that resolve the FTC’s charges without admitting liability or wrongdoing.

References:

FTC website, Federal Trade Commission Act

Britannica website, Federal Trade Commission Act (FTCA)

IAPP CIPP/US Study Guide, Chapter 1: Introduction to the U.S. Privacy Environment, pp. 11-12

IAPP website, Federal Trade Commission Act, Section 5 of