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| Section | Objectives |
|---|---|
| Topic 1: Payroll Administration | - Payroll systems and processing
|
| Topic 2: Accounting and Reporting | - Payroll accounting and reconciliation
|
| Topic 3: Taxation and Regulatory Compliance | - Federal payroll tax compliance
|
| Topic 4: Core Payroll Concepts | - Payroll fundamentals and calculations
|
| Topic 5: Compliance, Audit, and Administration | - Internal and external audit processes
|
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NEW QUESTION # 144
Employee's regular monthly salary is $950. Employee is scheduled to work 37 hours per week. Under the FLSA, how much would this employee be paid for each hour in excess of 37 but less than 40 in the workweek?
Answer: D
NEW QUESTION # 145
Source documents provide a business with:
Answer: A
Explanation:
Comprehensive and Detailed in Depth Explanation:
Source documentsare original records that support business transactions, such as:
* Timecards
* Invoices
* Purchase orders
* Payroll registers
They serve asevidence of a transaction, and are used to create journal entries in the accounting system.
Other options:
* BandDrelate to financial statements
* Crefers to forecasts, not actual transactions
#Correct answer:A - Financial transaction data
NEW QUESTION # 146
An employee is paid $10.00 per hour plus a production bonus of $0.05 per unit. During the workweek, they worked 46 hours and produced 460 units. Calculate weekly gross pay under FLSA.
Answer: C
Explanation:
Comprehensive and Detailed in Depth Explanation:
* Base Pay for 46 hours: 46 × $10.00 = $460.00
* Production Bonus: 460 units × $0.05 = $23.00
* Total Regular Earnings (before OT calc): $460 + $23 = $483.00
* Regular Rate of Pay: $483 / 46 hrs = $10.50/hour
* Overtime Pay (6 hrs): 6 × $10.50 × 0.5 = $31.50
* Total Gross Pay: $483 + $31.50 = $514.50
# So, Answer C is correct.
References:
FLSA Regulations (29 CFR 778.110 and 778.117)
APA Payroll Source - Section on Regular Rate and Bonus Calculations
NEW QUESTION # 147
Employee Jack, a nonexempt employee, must travel by plane from Chicago to Houston to inspect the security system recently, installed at a client's site. Jack is normally scheduled to work from 8:00 a.m. to 5:00 p.m., Monday through Friday. Jack arrives at Chicago O'Hare airport on Sunday at 4:00 p.m. and lands at Houston Intercontinental airport at 6:00 p.m. Jack begins work at 8:00 a.m. on Monday, works through lunch, and returns to the airport for his return flight at 5:00 p.m. He arrives in Chicago at 7:00 p.m. Monday evening.
Under FLSA, how many hours of pay are due Jack for Sunday and Monday?
Answer: C
NEW QUESTION # 148
Which of the following would qualify as a nontaxable fringe benefit?
Answer: B
Explanation:
A nontaxable fringe benefit is an item provided by an employer that is excluded from an employee ' s gross income under the Internal Revenue Code. A payroll tax seminar (Option A) is considered a working condition fringe benefit because the training is directly related to the employee's job and helps them maintain the skills necessary for their role. If the employee had paid for it themselves, it would have been a deductible business expense. In contrast, cash-equivalent gift certificates (Option B) are always taxable regardless of the amount. Safety awards (Option C) are taxable if they exceed certain limits or are not part of a qualified plan. Spouse travel (Option D) is generally taxable unless there is a bona fide business purpose for the spouse ' s presence, which is rarely the case for a non-working spouse.
NEW QUESTION # 149
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