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| Section | Objectives |
|---|---|
| Compliance, Audit, and Administration | - Internal and external audit processes
|
| Taxation and Regulatory Compliance | - Federal payroll tax compliance
|
| Accounting and Reporting | - Payroll accounting and reconciliation
|
| Core Payroll Concepts | - Payroll fundamentals and calculations
|
| Payroll Administration | - Payroll systems and processing
|
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NEW QUESTION # 19
Under FLSA , what is the compensation due an employee whose rate of pay is $8 per hour and who is paid for
52 hours during a one-week period, including 8 hours of sick pay?
Answer: B
NEW QUESTION # 20
The DOL can assess penalties for failing to comply with the following pay components EXCEPT:
Answer: D
Explanation:
Comprehensive and Detailed In-Depth Explanation:
TheDOL enforces FLSA, which governs:
* Overtime
* Minimum wage
* Proper calculation ofregular rate of pay
De minimis fringe benefits(like small snacks or occasional personal use of office items) are generally excluded from wages and are not regulated for enforcement.
NEW QUESTION # 21
All of the following credit transactions will not cause an out-of-balance issue for payroll transactions processed on Tuesday, but posted prior to the Friday check date EXCEPT:
Answer: D
Explanation:
Comprehensive and Detailed in-Depth Explanation:
Most liability accounts (e.g., taxes payable, wages payable) allow for accrual entries and will balance once funds are disbursed. Cash accounts , however, require accurate timing between disbursement and journal posting. Posting payroll before the cash actually clears can cause reconciliation issues.
References:
The Payroll Source, Chapter 4: Payroll Accounting Fundamentals
GAAP Journal Entry Guidelines
NEW QUESTION # 22
Using the percentage method, calculate the employee ' s federal income tax based on the following information.
Salary: $60,000.00
Pay frequency: Semimonthly
2019 Form W-4: Single, 2 allowances
401 (k) deferral: 10%
Section 125/pre-tax deduction: $25.00
Health FSA deduction: $75.00
Answer: B
Explanation:
To calculate FIT using the 2019 percentage method:
* Gross Pay per Period: $60,000 / 24 = $2,500.00.
* Pre-tax Deductions: 401(k) (10% of $2,500 = $250), Section 125 ($25), and FSA ($75). Total =
$350.00.
* Taxable Income: $2,500 - $350 = $2,150.00.
* Allowance Value: In 2019, one semi-monthly allowance was $175.00. Two allowances = $350.00.
* Adjusted Taxable Income: $2,150 - $350 = $1,800.00.
* Apply Tax Table: Using 2019 semi-monthly Single tables, the tax on $1,800 is approximately $203.06
. Payroll professionals must accurately identify which deductions reduce federal taxable income (all of the above) versus those that only reduce FICA (only the Section 125 and FSA deductions) to ensure correct withholding amounts.
NEW QUESTION # 23
When an employee requests FMLA leave, the employer must provide all of the following rights and responsibilities to the employee EXCEPT:
Answer: B
Explanation:
Under the Family and Medical Leave Act (FMLA), employers are required to provide specific notices to employees regarding their rights and responsibilities. This includes explaining certification requirements (Option A), the option or requirement to substitute paid leave (Option C), and the employee ' s obligation to pay their share of health insurance premiums (Option D). However, FMLA is inherently unpaid leave. While the law requires that an employee ' s benefits be maintained, it does not mandate that employees continue to accrue paid time off (Option B), such as vacation or sick leave, while they are on unpaid FMLA leave, unless the employer ' s specific policy allows for such accruals for other types of unpaid leave. Payroll managers must work closely with HR to ensure that FMLA tracking is accurate, as improper handling of leave rights can lead to significant legal liability and Department of Labor (DOL) penalties.
NEW QUESTION # 24
......
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