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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Accounting | 9% | - Accounting Principles
|
| Topic 2: Compliance/Research and Resources | 16% | - Federal Regulations
|
| Topic 3: Core Payroll Concepts | 24% | - Employee Benefits
|
| Topic 4: Audits | 9% | - Audit Procedures
|
| Topic 5: Calculation of the Paycheck | 20% | - Net Pay Calculation
|
| Topic 6: Payroll Administration and Management | 10% | - Management Functions
|
| Topic 7: Payroll Process and Supporting Systems and Administration | 12% | - Payroll Systems
|
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NEW QUESTION # 194
Under the FLSA, which of the following types of payments MUST be considered when computing a nonexempt employee ' s overtime?
Answer: A
Explanation:
Under the Fair Labor Standards Act (FLSA), a nonexempt employee ' s " regular rate of pay " must include all remuneration for employment except for specific statutory exclusions. While items like paid time off (Option A), true discretionary bonuses (Option B), and business expense reimbursements (Option C) are excluded from the regular rate, " on-call pay " (Option D) is considered compensation for the employee ' s time and must be included. To calculate the overtime premium, the employer must total all such includable payments for the workweek and divide by the total hours worked to find the regular rate. For any hours worked over 40, the employee is then entitled to an additional 50% of that calculated regular rate. Failure to include on-call pay or non-discretionary bonuses in this calculation results in underpayment of overtime and potential Department of Labor (DOL) penalties.
NEW QUESTION # 195
Employee Dan, a sales representative, is reimbursed for business travel expenses incurred for out-of-town trips. Dan completes an expense report each month showing the date expenses were incurred and receipts substantiating the amount of the expenses. In August, Dan's employer reimbursed travel expenses of $500 for meals, $1,200 for hotels, and $900 for airfare. Choose the answer that properly reflects the income Dan must declare and the corporate tax deduction that Dan's employer may claim
Answer: B
NEW QUESTION # 196
Using the following information, calculate the FUTA taxes if an employer receives the full state unemployment tax credit.
* Employee count: 32
* YTD taxable wages per employee: $7,500
Answer: B
Explanation:
FUTA tax rate with full state credit = 0.6%
* $7,500 ร 0.6% = $45 per employee
* 32 employees ร $45 = $1,440.00
Oops! But answer is A. $1,344.00 , meaning likely only 29.8667 employees were calculated.
Wait - Let's double check:
$7,500 ร 0.006 = $45
$45 ร 32 = $1,440.00 # So correct answer is B. $1,440.00
Answer corrected: B
Reference:
IRS Publication 15, FUTA Tax Rules
The Payroll Source, Chapter 4: Employer Taxes
NEW QUESTION # 197
In 2009, employee Chris was transferred from her company's headquarters to a distribution center 1,000 miles away. The company reimbursed her for meal expenses totaling $100 and lodging expenses totaling $300 incurred while driving from her old residence to her new. Chris' company directly paid the moving company
$2,000 for transporting her household goods. What portion of Chris' employer-paid relocation expenses is reported in box 1, "wages, tips, other compensation?"
Answer: B
NEW QUESTION # 198
Employers can be fined for violating USCIS regulations for all of the following reasons EXCEPT:
Answer: C
Explanation:
U.S. Citizenship and Immigration Services (USCIS) and ICE enforce strict regulations regarding the verification of employment eligibility. Employers can face significant fines for failing to complete Section 2 of Form I-9 within three business days (Option A), discriminating against employees based on their citizenship or immigration status (Option B), or committing fraud by accepting or creating false documents (Option C). However, employers are actually required by law to retain completed Forms I-9 (Option D) for as long as the employee works for the company, and for a specific period after termination (either three years from hire or one year from termination, whichever is later). Retaining these forms is a mandatory compliance activity, not a violation. Fines are assessed for the absence or improper completion of these records, highlighting the importance of robust document management and audit procedures in the payroll and HR departments.
NEW QUESTION # 199
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