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. References:
[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.
