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Exam Code: CECP

Exam Name: Certified Executive Compensation Professional Exam

Certification Provider: WorldatWork

Related Certification: Certified Executive Compensation Professional Exam

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You have a Microsoft 365 E5 subscription and a hybrid Microsoft Exchange Server organization.
Each member of a group named Executive has an on-premises mailbox. Only the Executive group
members have multi-factor authentication (MFA) enabled. Each member of a group named Research has
a mailbox in Exchange Online.
You need to use Microsoft Office 365 Attack simulator to model a spear-phishing attack that targets the
Research group members.
The email address that you intend to spoof belongs to the Executive group members.
What should you do first?
A. Enable MFA for the Research group members
B. From the Microsoft Azure portal, configure the user risk settings in Azure AD Identity Protection
C. Migrate the Executive group members to Exchange Online
D. From Azure ATP admin center, configure the primary workspace settings
Answer: A

A datacenter has suffered repeated burglaries which led to equipment theft and arson. In the past, the thieves have demonstrated a determination to bypass any installed safeguards. After mantraps were installed to prevent tailgating, the thieves crashed through the wall of datacenter with a vehicle after normal business hours. Which of the following options could improve the safety and security of the datacenter further? (Select two)
B. Fm200 fire suppression
C. K rated fencing
D. Escape routes
E. Cipher locks
Answer: C,E

The court case that identified adverse impact as an unlawful employment practice was which of the following?
A. Washington v. Davis
B. Albemarle Paper v. Moody
C. Griggs v. Duke Power Co.
D. Taxman v. School Board of Piscataway
Answer: C
Answer option C is correct.
Griggs identified adverse impact to mean that discrimination need not be intentional to exist; Albemarle Paper (D) extended the concept to require that tests must be validated in accordance with the EEOC Uniform Guidelines for Employee Selection Procedures. Washington (A) determined that employment tests resulting in adverse impact are acceptable if they predict future success on the job. Taxman (B) found that employment decisions made on the basis of race are discriminatory.
Chapter: Workforce Planning and Employment
Objective: Review Questions


A. Temperature sensor
B. Fans
C. Thermal paste
D. GPUclocking CPU
E. Hyper-threading
Answer: B

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