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NEW QUESTION: 1
S3でデータをホストする会社。 S3バケットへのアクセスを制御する必要があります。これを実現する2つの方法はどれですか？
選んでください：
A. AWSアクセスキーを使用する
B. IAMユーザーポリシーを使用する
C. セキュアトークンサービスを使用する
D. バケットポリシーを使用する
Answer: B,D
Explanation:
The AWS Documentation mentions the following
Amazon S3 offers access policy options broadly categorized as resource-based policies and user policies. Access policies you attach to your resources (buckets and objects) are referred to as resource-based policies. For example, bucket policies and access control lists (ACLs) are resource-based policies. You can also attach access policies to users in your account. These are called user policies. You may choose to use resource-based policies, user policies, or some combination of these to manage permissions to your Amazon S3 resources.
Option B and D are invalid because these cannot be used to control access to S3 buckets For more information on S3 access control, please refer to the below Link:
https://docs.aws.amazon.com/AmazonS3/latest/dev/s3-access-control.htmll The correct answers are: Use Bucket policies. Use IAM user policies Submit your Feedback/Queries to our Experts
NEW QUESTION: 2
The EMC account team has been asked to design an EMC NetWorker backup solution for a VMware ESX environment with the following requirements:
1. Online backup of the Microsoft Exchange server running on a virtual machine
2. File-level backup and recovery for all virtual machines running Microsoft Windows.
Which backup solution addresses both requirements?
A. Image backup
B. vCenter backup
C. Guest backup
D. Proxy backup
Answer: D
NEW QUESTION: 3
In which case did the Supreme Court rule that job requirements must be demonstrably related to the job?
A. Albemarle Paper v. Moody (1975)
B. NLRB v. J.
Weingarten, Inc. (1975)
C. Automobile Workers v. Johnson Controls (1977)
D. Griggs v. Duke Power (1971)
Answer: D
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.
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