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NEW QUESTION # 22
Under the FLSA, which of the following types of payments MUST be considered when computing a nonexempt employee ' s overtime?
Answer: D
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 # 23
Under the Immigration Reform and Control Act, employers and employees are required to complete which of the following forms:
Answer: A
NEW QUESTION # 24
Using the information below, calculate the amount of 401(k) deferral, if any, for an employee who is eligible for catch-up contributions.
YTD Wages: $142,000.00
YTD 401(k) deferral: $20,000.00
Annual salary: $155,000.00
Pay frequency: Semimonthly
Section 125 Cafeteria Plan: $125.00
401(k) deferral: 10%
Answer: D
Explanation:
To calculate the 401(k) deferral, we must first determine the gross pay per period: $\$155,000 / 24 =
\$6,458.33$. Next, check the plan rules regarding the calculation base. In this scenario, the calculation aligns with the 10% deferral applied after Section 125 deductions: $(\$6,458.33 - \$125.00) \times 10\% =
\$633.33$. Regarding the annual limits, an employee eligible for catch-up contributions (age 50 or older) can defer significantly more than the standard limit (e.g., $\$23,000 + \$7,500 = \$30,500$ in 2024). Since the employee's YTD deferral is only $\$20,000$, the current semimonthly deferral of $\ $633.33$ is well within the allowed statutory limits and should be processed in full. Accurate monitoring of deferral limits is essential to prevent over-contributions that require complex corrective distributions.
NEW QUESTION # 25
Which of the following actions should be taken when an invalid Form W-9 is received?
Answer: D
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 # 26
All of the following data points on the payroll register are used when reconciling the general ledger EXCEPT:
Answer: A
Explanation:
Comprehensive and Detailed In-Depth Explanation:
Accrued vacation is a benefit liability and may not appear on the regular payroll register. When reconciling to the general ledger , focus is on:
* Gross pay
* Net pay
* Taxes withheld
References:
The Payroll Source, Chapter 4: Accounting for Payroll
NEW QUESTION # 27
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