Certified Information Privacy Professional (CIPP) Practice Questions

The primary source of workplace privacy regulations in the United States is best described as a combination of federal requirements, state laws, tort law, and contracts. This is because workplace privacy does not stem from a single source but is instead influenced by various legal frameworks that together create an environment where employee privacy rights are governed.

Federal requirements include regulations such as the Health Insurance Portability and Accountability Act (HIPAA) and the Family Educational Rights and Privacy Act (FERPA), which set out specific privacy protections for health and educational information, respectively. State laws also play a crucial role, as many states have their own privacy laws that can address workplace issues like employee monitoring and the handling of personal information.

Tort law, particularly in terms of invasion of privacy claims, provides another layer of protection in the workplace. Employees may bring claims based on tort principles when their privacy rights are violated within the workplace context. Additionally, contracts such as employment agreements or collective bargaining agreements can explicitly outline privacy rights and expectations for both employers and employees.

In contrast, other options such as the U.S. Constitution primarily focus on broad governmental limitations and do not specifically target workplace scenarios. The Privacy Act of 1974 relates mainly to the handling of personal information by federal agencies and doesn’t compreh