{"id":20820,"date":"2026-09-24T07:51:00","date_gmt":"2026-09-24T07:51:00","guid":{"rendered":"https:\/\/www.examlabs.com\/certification\/?p=20820"},"modified":"2026-09-24T07:51:00","modified_gmt":"2026-09-24T07:51:00","slug":"iapp-cipp-us-practice-test-questions-and-exam-dumps-part4-q61-80","status":"publish","type":"post","link":"https:\/\/www.examlabs.com\/certification\/iapp-cipp-us-practice-test-questions-and-exam-dumps-part4-q61-80\/","title":{"rendered":"IAPP CIPP-US Practice Test Questions and Exam Dumps Part4 Q61-80"},"content":{"rendered":"

View Full <\/b>IAPP CIPP-US Exam Dumps<\/b><\/a> and Practice Test Dumps.<\/b><\/p>\n


\n<\/b>Question 61. Under Title II of GINA, what is an employer generally prohibited from doing with an employee’s genetic information?<\/b><\/p>\n

    \n
  1. <\/b> Storing it in a separate confidential medical file<\/span><\/li>\n
  2. <\/b> Receiving it inadvertently in every circumstance<\/span><\/li>\n
  3. <\/b> Using it to make employment decisions such as hiring, firing, promotion, or compensation<\/span><\/li>\n
  4. <\/b> Disclosing it when expressly authorized by a qualifying court order<\/span><\/li>\n<\/ol>\n

    Correct Answer: 3. Using it to make employment decisions such as hiring, firing, promotion, or compensation<\/b><\/p>\n

    Explanation:<\/b><\/p>\n

    Title II of the Genetic Information Nondiscrimination Act prohibits covered employers from using genetic information when making employment decisions. This includes decisions involving hiring, firing, compensation, job assignments, promotions, layoffs, training, and other terms or conditions of employment. Genetic information includes more than genetic-test results; it can also include family medical history and information about genetic services. GINA reflects the principle that predictive genetic information generally does not demonstrate an individual’s current ability to perform a job. The law also restricts employer acquisition and disclosure of genetic information, subject to limited statutory exceptions.<\/span><\/p>\n

    Question 62. Which information is included within GINA’s definition of genetic information?<\/b><\/p>\n

      \n
    1. <\/b> Family medical history<\/span><\/li>\n
    2. <\/b> An employee’s current salary<\/span><\/li>\n
    3. <\/b> A driver’s license number<\/span><\/li>\n
    4. <\/b> An employee’s job-performance rating<\/span><\/li>\n<\/ol>\n

      Correct Answer: 1. Family medical history<\/b><\/p>\n

      Explanation:<\/b><\/p>\n

      GINA’s concept of genetic information includes family medical history because the health conditions experienced by family members can indicate an individual’s genetic risk for particular diseases or disorders. Genetic information also includes information about an individual’s genetic tests, genetic tests of family members, and certain genetic counseling or research participation. By contrast, ordinary employment information such as salary or performance ratings is not genetic information merely because it concerns an employee. Employers should therefore train personnel handling health-related documentation to recognize that asking about family medical history can implicate GINA even when no laboratory genetic test is involved.<\/span><\/p>\n

      Question 63. How must a covered employer generally handle genetic information about an applicant or employee that it lawfully possesses?<\/b><\/p>\n

        \n
      1. <\/b> Place it in the employee’s ordinary performance file<\/span><\/li>\n
      2. <\/b> Publish it to managers throughout the organization<\/span><\/li>\n
      3. <\/b> Destroy it immediately in every circumstance<\/span><\/li>\n
      4. <\/b> Keep it confidential and, when in writing, maintain it separately from ordinary personnel information**<\/span><\/li>\n<\/ol>\n

        Correct Answer: 4. Keep it confidential and, when in writing, maintain it separately from ordinary personnel information<\/b><\/p>\n

        Explanation:<\/b><\/p>\n

        GINA requires covered employers to treat genetic information as confidential. Written genetic information generally must be kept apart from ordinary personnel records in a separate medical file. The law allows disclosure only in limited circumstances, such as certain disclosures to the employee, qualifying researchers, government officials investigating compliance, or pursuant to appropriately limited court orders. Separating sensitive medical and genetic information from ordinary employment records reduces the chance that personnel making routine employment decisions will improperly use protected information. The ADA has similar confidentiality principles for employee medical information, allowing organizations to coordinate secure medical-record handling processes.<\/span><\/p>\n

        Question 64. Which employer practice is generally prohibited by GINA, subject to limited exceptions?<\/b><\/p>\n

          \n
        1. <\/b> Asking employees to update their mailing addresses<\/span><\/li>\n
        2. <\/b> Requesting, requiring, or purchasing applicants’ or employees’ genetic information<\/span><\/li>\n
        3. <\/b> Asking whether an applicant can perform essential job functions<\/span><\/li>\n
        4. <\/b> Maintaining ordinary attendance records<\/span><\/li>\n<\/ol>\n

          Correct Answer: 2. Requesting, requiring, or purchasing applicants’ or employees’ genetic information<\/b><\/p>\n

          Explanation:<\/b><\/p>\n

          GINA generally prohibits employers from requesting, requiring, or purchasing genetic information about applicants or employees. Limited exceptions exist, such as inadvertent acquisition, certain family and medical leave situations, qualifying voluntary wellness services, and some information obtained from commercially and publicly available sources. The exceptions are narrow and should not be treated as broad permission to investigate family health histories. Employers should also instruct health care providers performing employment-related examinations not to supply family medical history or other genetic information unnecessarily. Compliance therefore involves both restricting use of genetic information and preventing improper acquisition in the first place.<\/span><\/p>\n

          Question 65. Before making a conditional job offer, what does the ADA generally prohibit a covered employer from doing?<\/b><\/p>\n

            \n
          1. <\/b> Asking disability-related questions or requiring a medical examination<\/span><\/li>\n
          2. <\/b> Asking whether the applicant can perform essential job functions<\/span><\/li>\n
          3. <\/b> Asking about the applicant’s education<\/span><\/li>\n
          4. <\/b> Discussing the applicant’s work experience<\/span><\/li>\n<\/ol>\n

            Correct Answer: 1. Asking disability-related questions or requiring a medical examination<\/b><\/p>\n

            Explanation:<\/b><\/p>\n

            Before extending a conditional job offer, the ADA generally prohibits covered employers from asking applicants disability-related questions or requiring medical examinations. Employers may, however, ask whether the applicant can perform specific job functions and may inquire about how those functions would be performed. The rule is intended to keep hiring decisions focused on qualifications rather than unsupported assumptions about medical conditions. After a conditional offer, different rules apply: medical questions or examinations may be permitted if they are required consistently for all entering employees in the same job category. The timing of an inquiry is therefore central to ADA compliance.<\/span><\/p>\n

            Question 66. After making a conditional job offer, when may an employer generally require a medical examination under the ADA?<\/b><\/p>\n

              \n
            1. <\/b> Only after the applicant has worked for one year<\/span><\/li>\n
            2. <\/b> Only if the applicant voluntarily discloses a disability<\/span><\/li>\n
            3. <\/b> If all entering employees in the same job category are subject to the same requirement<\/span><\/li>\n
            4. <\/b> Never, because medical examinations are completely prohibited<\/span><\/li>\n<\/ol>\n

              Correct Answer: 3. If all entering employees in the same job category are subject to the same requirement<\/b><\/p>\n

              Explanation:<\/b><\/p>\n

              After a conditional job offer has been made but before employment begins, the ADA permits an employer to ask disability-related questions and require medical examinations, provided it applies the requirement to all entering employees in the same job category. This differs from the stricter pre-offer rule. Information obtained through such inquiries or examinations must still be kept confidential and separately maintained. Even when an examination reveals a disability, an employer cannot simply reject the applicant because of that disability if the applicant can perform the essential job functions with or without reasonable accommodation, subject to applicable ADA standards.<\/span><\/p>\n

              Question 67. Once an employee has started work, when may an employer generally make a disability-related inquiry or require a medical examination?<\/b><\/p>\n

                \n
              1. <\/b> Whenever the employee receives a promotion<\/span><\/li>\n
              2. <\/b> When the inquiry or examination is job-related and consistent with business necessity<\/span><\/li>\n
              3. <\/b> Whenever a coworker is curious about the employee’s health<\/span><\/li>\n
              4. <\/b> Every month as a routine condition of employment<\/span><\/li>\n<\/ol>\n

                Correct Answer: 2. When the inquiry or examination is job-related and consistent with business necessity<\/b><\/p>\n

                Explanation:<\/b><\/p>\n

                Once employment has begun, the ADA generally allows disability-related inquiries or medical examinations only when they are job-related and consistent with business necessity. This can occur when objective evidence creates a reasonable belief that a medical condition may prevent an employee from performing essential job functions or may cause a direct threat. Employers may also seek appropriate documentation in certain accommodation situations. The rule limits unnecessary collection of medical information and focuses employment decisions on actual workplace requirements. Medical inquiries permitted under other federal laws may also be allowed. Employers should document the objective basis supporting an examination rather than relying on assumptions or stereotypes.<\/span><\/p>\n

                Question 68. How should an employer generally store employee medical information obtained under the ADA?<\/b><\/p>\n

                  \n
                1. <\/b> In the ordinary personnel file accessible to all supervisors<\/span><\/li>\n
                2. <\/b> On a public company drive<\/span><\/li>\n
                3. <\/b> In the employee directory<\/span><\/li>\n
                4. <\/b> Confidentially and separately from ordinary personnel files<\/span><\/li>\n<\/ol>\n

                  Correct Answer: 4. Confidentially and separately from ordinary personnel files<\/b><\/p>\n

                  Explanation:<\/b><\/p>\n

                  The ADA requires employers to keep medical information about applicants and employees confidential and separate from ordinary personnel records. The confidentiality requirement can apply even when the information does not contain a formal diagnosis or was not generated by a physician. Limited disclosures are permitted, such as providing supervisors information necessary to implement work restrictions or accommodations or informing emergency and safety personnel when appropriate. Electronic medical information should receive equivalent segregation and protection. Separating medical records helps ensure that managers making ordinary personnel decisions do not obtain sensitive health information simply because they have access to general employment files.<\/span><\/p>\n

                  Question 69. What is the general rule under the Employee Polygraph Protection Act (EPPA) for most private employers?<\/b><\/p>\n

                    \n
                  1. <\/b> They must polygraph every job applicant<\/span><\/li>\n
                  2. <\/b> They may require polygraphs whenever an employee refuses an interview<\/span><\/li>\n
                  3. <\/b> They generally may not require or request lie-detector tests for applicants or employees<\/span><\/li>\n
                  4. <\/b> They may disclose polygraph results publicly<\/span><\/li>\n<\/ol>\n

                    Correct Answer: 3. They generally may not require or request lie-detector tests for applicants or employees<\/b><\/p>\n

                    Explanation:<\/b><\/p>\n

                    The Employee Polygraph Protection Act generally prohibits most private employers from requiring or requesting employees or job applicants to take lie-detector tests. Employers also generally may not discharge, discipline, or discriminate against someone for refusing a test or exercising rights under the statute. The EPPA contains limited exceptions, including certain positions involving security services or controlled substances and narrowly regulated testing connected with particular workplace incidents. Because those exceptions carry conditions, an employer should not assume that suspected misconduct automatically authorizes a polygraph. The general rule for most private employment remains prohibition rather than routine testing.<\/span><\/p>\n

                    Question 70. Which employment situation may qualify for a limited EPPA polygraph exception, subject to statutory restrictions?<\/b><\/p>\n

                      \n
                    1. <\/b> Certain employees reasonably suspected of involvement in a workplace incident causing specific economic loss<\/span><\/li>\n
                    2. <\/b> Every applicant for an office position<\/span><\/li>\n
                    3. <\/b> Any employee who requests vacation leave<\/span><\/li>\n
                    4. <\/b> Every employee receiving a poor performance review<\/span><\/li>\n<\/ol>\n

                      Correct Answer: 1. Certain employees reasonably suspected of involvement in a workplace incident causing specific economic loss<\/b><\/p>\n

                      Explanation:<\/b><\/p>\n

                      EPPA contains a limited exception allowing certain private employers to administer polygraph tests in connection with ongoing investigations involving specific workplace incidents that result in economic loss or injury, such as theft or embezzlement. The employee must generally have a reasonable basis for suspicion connecting them to the incident, and procedural protections apply. The exception is not a broad authorization to polygraph employees whenever management has concerns about conduct or performance. Other limited exemptions exist for certain security-service and pharmaceutical positions. Privacy and employment professionals should treat EPPA testing exceptions as narrow and condition-dependent.<\/span><\/p>\n

                      Question 71. Which employer is MOST likely to fall within one of EPPA’s specified pre-employment polygraph exceptions?<\/b><\/p>\n

                        \n
                      1. <\/b> A restaurant hiring a cashier<\/span><\/li>\n
                      2. <\/b> A software company hiring a programmer<\/span><\/li>\n
                      3. <\/b> A bookstore hiring a sales associate<\/span><\/li>\n
                      4. <\/b> An armored-car security company hiring qualifying security personnel<\/span><\/li>\n<\/ol>\n

                        Correct Answer: 4. An armored-car security company hiring qualifying security personnel<\/b><\/p>\n

                        Explanation:<\/b><\/p>\n

                        EPPA provides limited exemptions for certain employers and positions, including specified security-service businesses such as armored-car, alarm, and guard services. It also contains an exemption covering certain pharmaceutical manufacturers, distributors, and dispensers. Even when an exemption is potentially available, the employer must follow applicable statutory and regulatory restrictions rather than treating the exception as unrestricted permission. Ordinary private employers such as restaurants, bookstores, or software companies generally remain subject to EPPA’s prohibition on using lie-detector testing for routine pre-employment screening. The industry and job function therefore matter when determining whether an exception can apply.<\/span><\/p>\n

                        Question 72. What is the PRIMARY requirement of the FTC Disposal Rule concerning consumer report information?<\/b><\/p>\n

                          \n
                        1. <\/b> Consumer reports must be retained forever<\/span><\/li>\n
                        2. <\/b> Covered persons must take reasonable measures to dispose of consumer report information so unauthorized access or use is prevented<\/span><\/li>\n
                        3. <\/b> Consumer reports must be sent to the FTC before destruction<\/span><\/li>\n
                        4. <\/b> Consumer reports can only be destroyed by government agencies<\/span><\/li>\n<\/ol>\n

                          Correct Answer: 2. Covered persons must take reasonable measures to dispose of consumer report information so unauthorized access or use is prevented<\/b><\/p>\n

                          Explanation:<\/b><\/p>\n

                          The FTC Disposal Rule applies to businesses and individuals that maintain or possess consumer report information for a business purpose. When disposing of that information, they must use measures that are reasonable and appropriate to prevent unauthorized access or use. The rule uses a flexible standard rather than prescribing one mandatory destruction technology for every organization. The appropriate method depends on factors including information sensitivity, costs, benefits, and available technology. Covered information includes credit reports and other consumer-report information used for purposes such as employment, insurance, tenant screening, and credit eligibility.<\/span><\/p>\n

                          Question 73. Which disposal method can be consistent with the FTC Disposal Rule for paper records containing consumer report information?<\/b><\/p>\n

                            \n
                          1. <\/b> Placing readable documents in an unlocked public trash container<\/span><\/li>\n
                          2. <\/b> Leaving the documents on an employee’s desk indefinitely<\/span><\/li>\n
                          3. <\/b> Posting them online before deletion<\/span><\/li>\n
                          4. <\/b> Shredding or pulverizing the documents so the information cannot be read or reconstructed<\/span><\/li>\n<\/ol>\n

                            Correct Answer: 4. Shredding or pulverizing the documents so the information cannot be read or reconstructed<\/b><\/p>\n

                            Explanation:<\/b><\/p>\n

                            The FTC identifies shredding, burning, or pulverizing paper records so that consumer report information cannot practicably be read or reconstructed as examples of reasonable disposal measures. For electronic information, organizations can use appropriate destruction or erasure methods designed to prevent recovery. Businesses may also engage qualified destruction contractors, but should perform appropriate due diligence. The Disposal Rule is outcome-focused: the organization must take reasonable measures to prevent unauthorized access to or use of the information during disposal. Simply placing intact consumer-report documents into ordinary trash would create an obvious risk of unauthorized retrieval and would not reflect reasonable protective disposal practices.<\/span><\/p>\n

                            Question 74. Which organization can be subject to the FTC Disposal Rule?<\/b><\/p>\n

                              \n
                            1. <\/b> An employer that obtains consumer reports for employment purposes<\/span><\/li>\n
                            2. <\/b> Only national credit bureaus<\/span><\/li>\n
                            3. <\/b> Only federal agencies<\/span><\/li>\n
                            4. <\/b> Only banks with more than $10 billion in assets<\/span><\/li>\n<\/ol>\n

                              Correct Answer: 1. An employer that obtains consumer reports for employment purposes<\/b><\/p>\n

                              Explanation:<\/b><\/p>\n

                              The Disposal Rule reaches more than consumer reporting agencies themselves. It applies broadly to businesses and individuals that possess consumer reports or information derived from them for a business purpose. Examples identified by the FTC include employers, landlords, lenders, insurers, automobile dealers, debt collectors, attorneys, private investigators, and certain service providers. An employer using background reports for hiring therefore needs a reasonable process for securely disposing of those reports when appropriate. The scope reflects the principle that sensitive consumer-report information needs protection throughout its lifecycle, including when an organization no longer needs to retain it.<\/span><\/p>\n

                              Question 75. Why might a consumer receive a \u201cprescreened\u201d offer of credit or insurance?<\/b><\/p>\n

                                \n
                              1. <\/b> The company has obtained the consumer’s medical records from a hospital<\/span><\/li>\n
                              2. <\/b> Information in a consumer report indicates the individual meets criteria established by a creditor or insurer<\/span><\/li>\n
                              3. <\/b> Every person automatically receives identical offers<\/span><\/li>\n
                              4. <\/b> The FTC selected the consumer for the promotion<\/span><\/li>\n<\/ol>\n

                                Correct Answer: 3. Information in a consumer report indicates the individual meets criteria established by a creditor or insurer<\/b><\/p>\n

                                Explanation:<\/b><\/p>\n

                                Prescreened or prequalified offers of credit and insurance often originate when a creditor or insurer establishes selection criteria and uses information from consumer reporting agencies to identify consumers who satisfy those criteria. A company may ask a credit bureau for a list of qualifying consumers or submit a prospective customer list for screening. This is a specific FCRA-related use of consumer-report information rather than ordinary untargeted advertising. Prescreening inquiries do not affect a consumer’s credit score, although the consumer’s report can indicate which companies received information for prescreening. Consumers also have mechanisms to opt out of prescreened solicitations.<\/span><\/p>\n

                                Question 76. What effect does a prescreening inquiry for a credit or insurance offer generally have on a consumer’s credit score?<\/b><\/p>\n

                                  \n
                                1. <\/b> It always lowers the score by 50 points<\/span><\/li>\n
                                2. <\/b> It permanently freezes the report<\/span><\/li>\n
                                3. <\/b> It removes prior inquiries<\/span><\/li>\n
                                4. <\/b> It generally does not hurt the consumer’s credit score<\/span><\/li>\n<\/ol>\n

                                  Correct Answer: 2. It generally does not hurt the consumer’s credit score<\/b><\/p>\n

                                  Explanation:<\/b><\/p>\n

                                  The FTC explains that prescreening inquiries associated with credit or insurance offers do not hurt a consumer’s credit score. A credit report may show that companies obtained information for prescreening purposes, but those inquiries are not treated like ordinary applications for new credit in credit-scoring calculations. This distinction matters because consumers may incorrectly assume that receiving multiple prescreened offers means their credit score is being repeatedly reduced. Privacy professionals working in financial services should understand both the permitted FCRA use underlying the offer and consumers’ ability to opt out of prescreened solicitations when they no longer wish to receive them.<\/span><\/p>\n

                                  Question 77. What is the primary purpose of California’s Delete Request and Opt-out Platform (DROP)?<\/b><\/p>\n

                                    \n
                                  1. <\/b> To allow California residents to submit a single request directing participating covered data brokers to delete their personal information<\/span><\/li>\n
                                  2. <\/b> To allow businesses to purchase consumer credit reports<\/span><\/li>\n
                                  3. <\/b> To replace HIPAA access requests<\/span><\/li>\n
                                  4. <\/b> To register federal government agencies<\/span><\/li>\n<\/ol>\n

                                    Correct Answer: 1. To allow California residents to submit a single request directing participating covered data brokers to delete their personal information<\/b><\/p>\n

                                    Explanation:<\/b><\/p>\n

                                    California’s DROP system implements the state’s Delete Act by giving California residents a centralized mechanism for sending deletion requests to registered data brokers. Rather than contacting hundreds of brokers individually, an eligible consumer can create a DROP request that is made available to covered brokers for matching and processing. DROP launched for consumer requests in January 2026. Data brokers became required to begin processing those requests on August 1, 2026. The system is specifically focused on the data-broker ecosystem; it does not replace general consumer privacy requests to businesses that are not operating as covered data brokers.<\/span><\/p>\n

                                    Question 78. Beginning August 1, 2026, how often must covered California data brokers generally access DROP to download and process deletion requests?<\/b><\/p>\n

                                      \n
                                    1. <\/b> Once every year<\/span><\/li>\n
                                    2. <\/b> Once every 180 days<\/span><\/li>\n
                                    3. <\/b> Only when a regulator sends an email<\/span><\/li>\n
                                    4. <\/b> At least once every 45 days<\/span><\/li>\n<\/ol>\n

                                      Correct Answer: 4. At least once every 45 days<\/b><\/p>\n

                                      Explanation:<\/b><\/p>\n

                                      As of August 1, 2026, California data brokers subject to the Delete Act’s DROP requirements must access the platform at least once every 45 calendar days to download and process consumer deletion requests. Brokers use hashed consumer identifiers to match requests to their own records and then report status information back through DROP. The ongoing cycle is designed so consumers do not need to send repetitive deletion requests to each broker individually. Because the obligations became operational in 2026, privacy professionals working with California data brokers should ensure their procedures reflect the current DROP implementation timeline rather than older data-broker requirements alone.<\/span><\/p>\n

                                      Question 79. If a California data broker does not initially find a match for a consumer’s DROP request, what should the broker generally do?<\/b><\/p>\n

                                        \n
                                      1. <\/b> Permanently discard the request immediately<\/span><\/li>\n
                                      2. <\/b> Retain the request as required so it can continue helping prevent future collection or processing of matching information<\/span><\/li>\n
                                      3. <\/b> Sell the deletion request to another broker<\/span><\/li>\n
                                      4. <\/b> Require the consumer to submit a new request every 45 days<\/span><\/li>\n<\/ol>\n

                                        Correct Answer: 2. Retain the request as required so it can continue helping prevent future collection or processing of matching information<\/b><\/p>\n

                                        Explanation:<\/b><\/p>\n

                                        DROP is designed to provide ongoing effect rather than requiring California residents to repeatedly submit the same request. California’s guidance explains that when a broker does not initially find a match, the broker still must retain the request and take steps to keep the consumer’s information out of its systems as required. Consumers do not have to submit a fresh request every processing cycle. This continuing effect is important because a broker might acquire matching personal information after the consumer submitted the original DROP request. The system therefore operates as more than a one-time snapshot deletion mechanism.<\/span><\/p>\n

                                        Question 80. A company operates as a California data broker and also uses consumer reports for employment screening. What is the BEST privacy-compliance approach?<\/b><\/p>\n

                                          \n
                                        1. <\/b> Follow only California DROP because state law automatically replaces federal law<\/span><\/li>\n
                                        2. <\/b> Follow only the FCRA Disposal Rule because federal law always eliminates state requirements<\/span><\/li>\n
                                        3. <\/b> Map the company’s separate data activities and comply with applicable data-broker requirements, consumer-report rules, and other relevant privacy obligations<\/span><\/li>\n
                                        4. <\/b> Treat all information as public because the company acquired it from third parties<\/span><\/li>\n<\/ol>\n

                                          Correct Answer: 3. Map the company’s separate data activities and comply with applicable data-broker requirements, consumer-report rules, and other relevant privacy obligations<\/b><\/p>\n

                                          Explanation:<\/b><\/p>\n

                                          A company can be subject to multiple privacy regimes at the same time because different laws regulate different information, activities, and relationships. Operating as a California data broker can trigger registration and DROP obligations, while using consumer reports for employment can create separate FCRA and Disposal Rule responsibilities. One framework does not automatically replace the other merely because it is federal or state law. A sound privacy program maps data sources, purposes, recipients, jurisdictions, and legal roles and then applies the relevant requirements to each activity. This layered analysis is central to navigating the U.S. sectoral privacy system effectively.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

                                          View Full IAPP CIPP-US Exam Dumps and Practice Test Dumps. Question 61. Under Title II of GINA, what is an employer generally prohibited from doing with an employee’s genetic information? Storing it in a separate confidential medical file Receiving it inadvertently in every circumstance Using it to make employment decisions such as hiring, firing, promotion, […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1648,1647],"tags":[],"_links":{"self":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts\/20820"}],"collection":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/comments?post=20820"}],"version-history":[{"count":1,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts\/20820\/revisions"}],"predecessor-version":[{"id":20821,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts\/20820\/revisions\/20821"}],"wp:attachment":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/media?parent=20820"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/categories?post=20820"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/tags?post=20820"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}