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Question 151 - CIPP-US discussion

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Which statement is FALSE regarding the provisions of the Employee Polygraph Protection Act of 1988 (EPPA)?

A.

The EPPA requires that employers post essential information about the Act in a conspicuous location.

Answers
A.

The EPPA requires that employers post essential information about the Act in a conspicuous location.

B.

The EPPA includes an exception that allows polygraph tests in professions in which employee honesty is necessary for public safety.

Answers
B.

The EPPA includes an exception that allows polygraph tests in professions in which employee honesty is necessary for public safety.

C.

Employers are prohibited from administering psychological testing based on personality traits such as honesty, preferences or habits.

Answers
C.

Employers are prohibited from administering psychological testing based on personality traits such as honesty, preferences or habits.

D.

Employers involved in the manufacture of controlled substances may terminate employees based on polygraph results if other evidence exists.

Answers
D.

Employers involved in the manufacture of controlled substances may terminate employees based on polygraph results if other evidence exists.

Suggested answer: C

Explanation:

The false statement regarding the provisions of the EPPA is C. Employers are prohibited from administering psychological testing based on personality traits such as honesty, preferences or habits. The EPPA does not regulate psychological testing, only polygraph testing. Psychological testing is a broad term that covers various types of assessments that measure cognitive abilities, personality traits, interests, values, and skills. Employers may use psychological testing for various purposes, such as hiring, promotion, training, or development, as long as they comply with other laws and regulations, such as the Americans with Disabilities Act (ADA), the Equal Employment Opportunity Commission (EEOC) guidelines, and the Uniform Guidelines on Employee Selection Procedures. However, employers should be careful to ensure that the psychological tests they use are valid, reliable, job-related, and nondiscriminatory, and that they respect the privacy and dignity of the test takers.Reference:

[IAPP CIPP/US Study Guide], Chapter 4: Workplace Privacy, pp. 115-116.

IAPP CIPP/US Body of Knowledge, Section IV: Workplace Privacy, Subsection A: Employee Privacy Expectations, Topic 2: Employee Polygraph Protection Act.

IAPP CIPP/US Practice Questions, Question 142.

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asked 22/11/2024
Thomaz Stepheson
44 questions
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