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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Audits | 9% | - Audit Types
|
| Topic 2: Calculation of the Paycheck | 20% | - Gross Pay
|
| Topic 3: Payroll Process and Supporting Systems and Administration | 12% | - Operations
|
| Topic 4: Payroll Administration and Management | 10% | - Management Functions
|
| Topic 5: Core Payroll Concepts | 24% | - Employment Taxes
|
| Topic 6: Compliance/Research and Resources | 16% | - Federal Regulations
|
| Topic 7: Accounting | 9% | - Accounting Principles
|
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NEW QUESTION # 260
How much group-term life insurance, if any, will be included in the employee's income in September?
* Age as of August 20th: 50
* Annual salary: $72,000.00
* Pay frequency: Monthly
* Pay raise in July: $1,200.00
* Employer provided GTL insurance: $50,000.00
Answer: C
Explanation:
Under Internal Revenue Code Section 79, the IRS provides a specific tax exclusion for employer-provided group-term life insurance (GTL) coverage. The first $50,000 of the face value of such a policy is completely excluded from an employee ' s taxable income. Taxable income is only imputed to the employee when the total coverage provided by the employer exceeds this $50,000 threshold. In this scenario, the employer is providing a benefit exactly equal to $50,000. Because the coverage does not surpass the statutory limit, there is no " excess coverage " to value using the IRS Premium Table (Table I). Consequently, the amount to be included in the employee's gross income for the month of September is $0.00. Had the coverage been higher, the value of the excess would be subject to Social Security and Medicare taxes, even if the premiums were paid entirely by the employer.
NEW QUESTION # 261
An exempt employee paid semimonthly who normally works four 10-hour days per week is unable to work for two days in the pay period because the office is closed for remodeling. The employee's annual salary is
$55,000.00. Under the FLSA, what amount MUST the employee be paid for the pay period?
Answer: A
Explanation:
Under the Fair Labor Standards Act (FLSA) " salary basis test, " an exempt employee must receive their full salary for any workweek in which they perform any work, regardless of the number of days or hours worked.
An employer cannot reduce an exempt employee ' s salary because of a lack of work caused by the employer, such as an office closure for remodeling. As long as the employee was " ready, willing, and able " to work, they must be paid their full semi-monthly salary installment. Calculation: $55,000 annual salary / 24 pay periods = $2,291.67 . Deductions from an exempt employee ' s salary are only permitted for specific reasons, such as full-day absences for personal reasons (other than sickness or accident) or for disciplinary suspensions for major safety rule violations. Improper deductions can lead to the loss of the employee ' s exempt status.
NEW QUESTION # 262
Which of the following actions should be taken when an invalid Form W-9 is received?
Answer: A
Explanation:
When a business pays a non-employee (such as an independent contractor) for services, they must obtain a Form W-9 to secure the payee ' s Taxpayer Identification Number (TIN). If the payee provides an invalid Form W-9 -meaning it is missing a TIN, has an obviously incorrect TIN, or is not signed when required- the payer is generally required by the IRS to begin backup withholding . As of current regulations, backup withholding is a flat 24% tax deducted from the gross payment and remitted to the IRS. This ensures the government receives tax revenue even if the payee fails to report the income. The " B " notice (Option D) is typically a second step triggered after the IRS notifies the payer that a TIN/Name combination does not match their records, rather than an immediate reaction to an initially invalid form.
NEW QUESTION # 263
Beth, who works for Nugget Productions, is enrolled in the company's cafeteria plan. Beth adopts a child in august, and requests a change in her election under the cafeteria plan. What is the action that may be taken?
Answer: D
NEW QUESTION # 264
The FLSA requires which of the following records to be retained for three years?
Answer: A
NEW QUESTION # 265
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