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NEW QUESTION: 1
You are running R71 and using the new IPS Software Blade.
To maintain the highest level of security, you are doing IPS updates regularly.
What kind of problems can be caused by the automatic updates?
A. None; updates will not add any new security checks causing problematic behavior on the systems.
B. All checks will be activated from the beginning and might cause unwanted traffic outage due to false positives of the new checks and non-RFC compliant self-written applications.
C. None, all the checks will be activated from the beginning, but will only detect attacks and not disturb any non-malicious traffic in the network.
D. None, all new updates will be implemented in Detect only mode to avoid unwanted traffic interruptions.
They have to be activated manually later.
Answer: D

NEW QUESTION: 2
ユーザーがCIDR 20.0.0.0/16でVPCをセットアップしました。 VPCにはプライベートサブネット（20.0.1.0/24。およびパブリックサブネット（20.0.0.0/24。ユーザーのデータセンターのCIDRは20.0.54.0/24および20.1.0.0/24です。プライベートサブネットが通信を希望する場合データセンターでは、どうなりますか？
A. どのデータセンターCIDRでもトラフィック通信を許可しません
B. CIDR 20.1.0.0/24のデータセンターとのトラフィックは許可しませんが、
20.0.54.0/24
C. データセンターの両方のCIDRでトラフィック通信を許可します
D. CIDR 20.1.0.0/24のデータセンターとのトラフィックを許可しますが、20.0.54.0 / 24のトラフィックは許可しません
Answer: D
Explanation:
説明
VPCを使用すると、ユーザーはVPCと企業またはホームネットワークのデータセンターとの間に接続を設定できます。ユーザーのVPCに、ネットワークのプレフィックスのいずれかと重複するIPアドレスプレフィックスがある場合、ネットワークのプレフィックスへのトラフィックはすべてドロップされます。この場合、CIDR 20.0.54.0/24は、VPCのCIDR範囲20.0.0.0/16に含まれます。
したがって、そのIP上のトラフィックは許可されません。 20.1.0.0/24の場合、VPCのCIDR範囲に該当しません。
したがって、トラフィックは許可されます。

NEW QUESTION: 3
An organization has an employment position available in their fitness center. The position is to be the female locker attendant. As part of the employment posting, the HR has made it a requirement that the person eligible for the job must be a female. Management believes that this requirement may be in violation to the Civil Rights Act, Title VII. Is this a violation of the Civil Rights Act, Title VII?
A. Yes, no posting for employment can include a preference for males or females.
B. No, this is an example of a Title VII exception.
C. No, this is common sense for a female locker room attendant.
D. Yes, no hiring or firing can be made solely on the sex of the applicant or employment.
Answer: B
Explanation:
Explanation/Reference:
Answer option B is correct.
There are some exceptions to Title VII, such as a female locker room attendant. This is an example of the bona fide occupational qualification.
Answer option D is incorrect. This is an example of an occupational qualification and is an exception to Title VII.
Answer option C is incorrect. In this instance, the female locker attendant is an exception to Title VII and is acceptable.
Answer option A is incorrect. While this may be common sense, the best choice is that this is an exception of Title VII.
Reference: Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470-43096-5.
Chapter Four: Workforce Planning. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Federal Employment Legislation