Most Recent IAPP CIPP-E Exam Dumps

Prepare for the IAPP Certified Information Privacy Professional/Europe exam with our extensive collection of questions and answers. These practice Q&A are updated according to the latest syllabus, providing you with the tools needed to review and test your knowledge.

QA4Exam focus on the latest syllabus and exam objectives, our practice Q&A are designed to help you identify key topics and solidify your understanding. By focusing on the core curriculum, These Questions & Answers helps you cover all the essential topics, ensuring you're well-prepared for every section of the exam. Each question comes with a detailed explanation, offering valuable insights and helping you to learn from your mistakes. Whether you're looking to assess your progress or dive deeper into complex topics, our updated Q&A will provide the support you need to confidently approach the IAPP CIPP-E exam and achieve success.

The questions for CIPP-E were last updated on Mar 30, 2025.

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Question No. 1

SCENARIO

Please use the following to answer the next question:

Building Block Inc. is a multinational company, headquartered in Chicago with offices throughout the United States, Asia, and Europe (including Germany, Italy, France and Portugal). Last year the company was the victim of a phishing attack that resulted in a significant data breach. The executive board, in coordination with the general manager, their Privacy Office and the Information Security team, resolved to adopt additional security measures. These included training awareness programs, a cybersecurity audit, and use of a new software tool called SecurityScan, which scans employees' computers to see if they have software that is no longer being supported by a vendor and therefore not getting security updates. However, this software also provides other features, including the monitoring of employees' computers.

Since these measures would potentially impact employees, Building Block's Privacy Office decided to issue a general notice to all employees indicating that the company will implement a series of initiatives to enhance information security and prevent future data breaches.

After the implementation of these measures, server performance decreased. The general manager instructed the Security team on how to use SecurityScan to monitor employees' computers activity and their location. During these activities, the Information Security team discovered that one employee from Italy was daily connecting to a video library of movies, and another one from Germany worked remotely without authorization. The Security team reported these incidents to the Privacy Office and the general manager. In their report, the team concluded that the employee from Italy was the reason why the server performance decreased.

Due to the seriousness of these infringements, the company decided to apply disciplinary measures to both employees, since the security and privacy policy of the company prohibited employees from installing software on the company's computers, and from working remotely without authorization.

What would be the MOST APPROPRIATE way for Building Block to handle the situation with the employee from Italy?

ASince the GDPR does not apply to this situation, the company would be entitled to apply any disciplinary measure authorized under Italian labor law.

BSince the employee was the cause of a serious risk for the server performance and their data, the company would be entitled to apply disciplinary measures to this employee, including fair dismissal.

CSince the employee was not informed that the security measures would be used for other purposes such as monitoring, the company could face difficulties in applying any disciplinary measures to this employee.

DSince this was a serious infringement, but the employee was not appropriately informed about the consequences the new security measures, the company would be entitled to apply some disciplinary measures, but not dismissal.

Show Answer

Correct Answer: C

According to the GDPR, the processing of personal data obtained through monitoring software must be lawful, fair, and transparent. This means that the employer must inform the employees about the nature, extent, and reasons for monitoring, and the possible consequences of non-compliance with the company's policies. The employer must also have a legitimate interest or another lawful basis for processing the employees' data, and respect their rights and freedoms. The employer must also comply with the national laws and guidelines of each member state where it operates, which may impose additional conditions or limitations on employee monitoring. In this case, Building Block did not inform the employee from Italy that the security software would also monitor his computer activity and location, and did not specify the purpose and scope of such monitoring. Therefore, the employee could not reasonably expect that his personal data would be processed in this way, and could not exercise his rights under the GDPR, such as the right to access, rectify, or object to the processing. Moreover, the employer did not conduct a proper assessment of the necessity and proportionality of the monitoring, and did not consider less intrusive alternatives to achieve its security goals. Therefore, the employer could face legal challenges from the employee, the Italian supervisory authority, or the labor courts, if it decides to apply disciplinary measures based on the data obtained through the monitoring software. The employer could also face fines or sanctions for violating the GDPR and the Italian data protection law.Reference:GDPR requirements for employee monitoring: rules to follow,Can Your Organisation Monitor Employees' Personal Communications?,ICO publishes guidance to ensure lawful monitoring in the workplace, [Guidelines on processing personal data in the context of connected vehicles and mobility related applications]

Question No. 2

Which GDPR principle would a Spanish employer most likely depend upon to annually send the personal data of its employees to the national tax authority?

AThe consent of the employees.

BThe legal obligation of the employer.

CThe legitimate interest of the public administration.

DThe protection of the vital interest of the employees.

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Correct Answer: B

According to Article 6 of the GDPR, the processing of personal data is only lawful if and to the extent that at least one of the following applies:

the data subject has given consent to the processing of his or her personal data for one or more specific purposes;

processing is necessary for the performance of a contract to which the data subject is party or in order to take steps at the request of the data subject prior to entering into a contract;

processing is necessary for compliance with a legal obligation to which the controller is subject;

processing is necessary in order to protect the vital interests of the data subject or of another natural person;

processing is necessary for the performance of a task carried out in the public interest or in the exercise of official authority vested in the controller;

processing is necessary for the purposes of the legitimate interests pursued by the controller or by a third party, except where such interests are overridden by the interests or fundamental rights and freedoms of the data subject which require protection of personal data, in particular where the data subject is a child.

In this case, the Spanish employer would most likely depend on the legal obligation of the employer as the lawful basis for sending the personal data of its employees to the national tax authority. This is because the employer is subject to the tax laws and regulations of Spain, which require the employer to report the income and deductions of its employees to the tax authority on an annual basis. The employer must comply with this legal obligation, and the processing of the employees' personal data is necessary for this purpose. The employer does not need to obtain the consent of the employees, as consent is not a valid basis for processing personal data where there is a clear imbalance between the data subject and the controller, such as in the context of employment. The employer also does not need to rely on the legitimate interest of the public administration, as this is not a specific purpose for which the employer is processing the personal data, but rather a general interest that may be served by the tax authority. The employer also does not need to invoke the protection of the vital interest of the employees, as this basis only applies in situations where the processing is necessary to protect someone's life, such as in a medical emergency.Reference:Article 6 GDPR - Lawfulness of processing - General Data Protection Regulation (GDPR),Lawful basis for processing | ICO,Legal obligation as a lawful basis for processing personal data under the GDPR, [Consent in the employment context | ICO], [Vital interests | ICO]

Question No. 3

Many businesses print their employees' photographs on building passes, so that employees can be identified by security staff. This is notwithstanding the fact that facial images potentially qualify as biometric data under the GDPR. Why would such practice be permitted?

ABecause use of biometric data to confirm the unique identification of data subjects benefits from an exemption.

BBecause photographs qualify as biometric data only when they undergo a ''specific technical processing''.

CBecause employees are deemed to have given their explicit consent when they agree to be photographed by their employer.

DBecause photographic ID is a physical security measure which is ''necessary for reasons of substantial public interest''.

Show Answer

Correct Answer: B

According to Recital 51 of the GDPR, photographs are not automatically considered as biometric data, unless they are processed by a specific technical means that allows the unique identification or authentication of a natural person1. This means that printing employees' photographs on building passes does not necessarily involve biometric data, as long as the photographs are not used for facial recognition or other similar purposes.The other options are incorrect, as they do not reflect the definition of biometric data or the conditions for processing special categories of personal data under the GDPR2.Reference:

Recital 51 of the GDPR

ICO guidance on special category data

Reference https://ess.csa.canon.com/rs/206-CLL-191/images/IAPP-Top-10-Operational-Impacts-of- GDPR.pdf?TC=DM&CN=CSA_OMNIA_Partners&CS=CSA&CR=T1_Gov%20GenNonProfit (11)

Question No. 4

Jerry the Chief Marketing Officer for a sports apparel and trophy company, sells products to schools and athletic clubs globally Recently the company has decided to invest in a new line of customized sports equipment Jerry plans to email his current customer base to offer them a discount on their first purchase of such equipment.

Jerry tells Kate, the Director of Privacy, about his plan. What is the best guidance Kate can provide to Jerry?

APermit Jerry to carry out his plan on the basis of marketing similar products to existing customers.

BRequire Jerry to send all current customers a second notice to allow them to opt-in to marketing emails

CPermit Jerry to carry out his marketing plan on the basis of legitimate interest

DRequire Jerry to include an option to opt out of marketing emails in the future

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Correct Answer: B

Question No. 5

The origin of privacy as a fundamental human right can be found in which document?

AUniversal Declaration of Human Rights 1948.

BEuropean Convention of Human Rights 1953.

COECD Guidelines on the Protection of Privacy 1980.

DCharier of Fundamental Rights of the European Union 2000.

Show Answer

Correct Answer: A

The Universal Declaration of Human Rights (UDHR) was adopted by the United Nations General Assembly in 1948 as a response to the atrocities of World War II. It is considered the first global expression of human rights and fundamental freedoms. Article 12 of the UDHR states that ''No one shall be subjected to arbitrary interference with his privacy, family, home or correspondence, nor to attacks upon his honour and reputation. Everyone has the right to the protection of the law against such interference or attacks.'' This article is the origin of privacy as a fundamental human right that has influenced many subsequent international and regional instruments, such as the European Convention of Human Rights (ECHR), the OECD Guidelines on the Protection of Privacy, and the Charter of Fundamental Rights of the European Union (CFREU).Reference:

IAPP CIPP/E Study Guide, page 7

[Universal Declaration of Human Rights]

[Article 12 of the UDHR]

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