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NEW QUESTION: 1
Scenario: An administrator needs to upgrade the current XenServer environment to version 6.0. The current XenServer environment consists of 20 production virtual machines running mission-critical applications.
When is it appropriate for the administrator to use the rolling pool upgrade wizard in this environment?
A. When virtual machines in the current environment need to keep running
B. When the current environment contains a SAN adapter for the StorageLink storage repository
C. When upgrading from XenServer 5.5 or earlier
D. When high availability is enabled in the current environment
Answer: A

NEW QUESTION: 2
Which type of vulnerability assessment tool provides security to the IT system by testing for vulnerabilities in the applications and operation system?
A. Application-layer Vulnerability Assessment Tools
B. Location/Data Examined Tools
C. Scope Assessment Tools
D. Active/Passive Tools
Answer: C
Explanation:
Reference: http://books.google.com.pk/books?id=7dwEAAAAQBAJ&pg=SA7-
PA11&lpg=SA7-
PA11&dq=vulnerability+assessment+tool+provides+security+to+the+IT+system+by+testing
+ for+vulnerabilities+in+the+applications+and+operation+system&source=bl&ots=SQCLHR nnjI&sig=HpenOheCU4GBOnkA4EurHCMfND4&hl=en&sa=X&ei=DqYfVJCLHMTnyQODn
4 C4Cw&ved=0CDQQ6AEwAw#v=onepage&q=vulnerability%20assessment%20tool%20pr ovides%20security%20to%20the%20IT%20system%20by%20testing%20for%20vulnerabili ties%20in%20the%20applications%20and%20operation%20system&f=false

NEW QUESTION: 3
In which case did the Supreme Court rule that job requirements must be demonstrably related to the job?
A. NLRB v. J.
Weingarten, Inc. (1975)
B. Automobile Workers v. Johnson Controls (1977)
C. Griggs v. Duke Power (1971)
D. Albemarle Paper v. Moody (1975)
Answer: C
Explanation:
Explanation: In Griggs v. Duke Power (1971), the Supreme Court ruled that job requirements must be demonstrably related to the job. This case was the result of a complaint brought by the black employees of a Duke Power, an energy company in North Carolina. The Supreme Court that Title VII forbade Duke Power from using aptitude tests to keep black employees from a faster promotional track. Even though there was no clear reason for black candidates to score lower on the test, the Court declared that any measure that furthered discrimination was prohibited.