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NEW QUESTION: 1
Which remote-site redundancy technology fails over to POTS dial peers from the Cisco
Unified Communications Manager dial plan during a WAN failure?
A. H.323 fallback
B. MGCP fallback
C. SCCP fallback
D. SIP fallback
Answer: B

NEW QUESTION: 2
HOTSPOT




Answer:
Explanation:

NEW QUESTION: 3
You have an Azure subscription that contains an Azure Storage account named storage1 and the users shown in the following table.

You plan to monitor storage1 and to configure email notifications for the signals shown in the following table.

You need to identify the minimum number of alert rules and action groups required for the planned monitoring.
How many alert rules and action groups should you identify? To answer, select the appropriate options in the answer area.
NOTE: Each correct selection is worth one point.

Answer:
Explanation:

Box 1 : 4
As there are 4 distinct set of resource types (Ingress, Egress, Delete storage account, Restore blob ranges), so you need 4 alert rules. In one alert rule you can't specify different type of resources to monitor. So you need 4 alert rules.
Box 2 : 3
There are 3 distinct set of "Users to notify" as (User 1 and User 3), (User1 only), and (User1, User2, and User3). You can't set the action group based on existing group (Group1 and Group2) as there is no specific group for User1 only. So you need to create 3 action group.

Reference:
https://docs.microsoft.com/en-us/azure/azure-monitor/platform/action-groups

NEW QUESTION: 4
Abbey, the head of the human resources department for a book distribution service, accidentally discovers information about one of the company employees. She learns that the employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to locate or make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?
A. Because the information was gained accidentally, Abbey is not legally responsible for it, but she is not allowed to divulge any of the information or change the employee's working situation
B. Abbey must place the information in the employee's company file, but it cannot be accessed unless absolutely necessary
C. Abbey must let the employee know what she has discovered and counsel the employee to consider requesting a change in the employee's job situation
D. Abbey must inform the Department of Labor about her inadvertent acquisition of the knowledge
E. Abbey is required to report the information to her superiors, but they will not be allowed to alter the employee's work situation
Answer: A
Explanation:
Explanation: The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident. With that information, however, employers have no legal right to make decisions or change an employee's work situation, so Abbey's only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation. Answer choice D is also incorrect because employee genetic information - if obtained by accident - should not be documented. In fact, documenting it could create legal problems for the company, so Abbey's only choice is to proceed as though she does not know the information.