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NEW QUESTION: 1
Note: This question is part of a series of questions that present the same scenario. Each question in the series contains a unique solution that might meet the stated goals. Some question sets might have more than one correct solution, while others might not have a correct solution.
After you answer a question in this section, you will NOT be able to return to it. As a result, these questions will not appear in the review screen.
You have an Azure Subscription named Sub1.
You have an Azure Storage account named Sa1 in a resource group named RG1.
Users and applications access the blob service and the file service in Sa1 by using several shared access signatures (SASs) and stored access policies.
You discover that unauthorized users accessed both the file service and the blob service.
You need to revoke all access to Sa1.
Solution: You generate new SASs.
Does this meet the goal?
A. No
B. Yes
Answer: A
Explanation:
Explanation
Instead you should create a new stored access policy.
To revoke a stored access policy, you can either delete it, or rename it by changing the signed identifier.
Changing the signed identifier breaks the associations between any existing signatures and the stored access policy. Deleting or renaming the stored access policy immediately affects all of the shared access signatures associated with it.
References:
https://docs.microsoft.com/en-us/rest/api/storageservices/Establishing-a-Stored-Access-Policy

NEW QUESTION: 2
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 common sense for a female locker room attendant.
C. No, this is an example of a Title VII exception.
D. Yes, no hiring or firing can be made solely on the sex of the applicant or employment.
Answer: C
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

NEW QUESTION: 3
AppExchangeデータローダーを使用してレコードを更新する場合は、次のすべてを使用できます。
A. レコードID
B. 親の外部ID
C. レコード番号
D. 外部ID
Answer: C

NEW QUESTION: 4
Welche der folgenden Lösungen ist die BESTE, um Redundanz für Telekommunikationsverbindungen bereitzustellen?
A. Stellen Sie sicher, dass die Telekommunikationsverbindungen an mehreren Standorten mit dem Netzwerk verbunden sind.
B. Stellen Sie mehrere Links von mehreren Telekommunikationsanbietern bereit.
C. Stellen Sie sicher, dass die Telekommunikationsverbindungen an einem Ort mit dem Netzwerk verbunden sind.
D. Stellen Sie mehrere Links vom selben Telekommunikationsanbieter bereit.
Answer: B