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| Section | Objectives |
|---|---|
| Accounting and Reporting | - Payroll accounting and reconciliation
|
| Taxation and Regulatory Compliance | - Federal payroll tax compliance
|
| Core Payroll Concepts | - Payroll fundamentals and calculations
|
| Compliance, Audit, and Administration | - Internal and external audit processes
|
| Payroll Administration | - Payroll systems and processing
|
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NEW QUESTION # 231
Under the FLSA, an employee classified as " exempt " is exempt from:
Answer: C
Explanation:
The Fair Labor Standards Act (FLSA) establishes rules for employee classification, identifying some workers as " exempt " and others as " nonexempt. " . To be classified as exempt, an employee must generally meet specific tests regarding their salary level, salary basis, and primary job duties, which usually involve executive, administrative, or professional functions . An exempt classification means the individual is not protected by the FLSA ' s minimum wage requirements or the requirement to be paid overtime-which is time and one-half the regular rate for hours worked over 40 in a workweek. It is a common misconception that exempt employees are exempt from all FLSA rules; however, they are still subject to other provisions of the act, such as child labor restrictions and mandatory recordkeeping requirements for employers. Correct classification is vital to avoid significant back-pay liabilities and penalties from the Department of Labor.
NEW QUESTION # 232
Under the special accounting rule, employers may treat benefits earned near the end of the yare as having been earned in the subsequent year for tax and reporting purposes. Benefits for which month(s) may be treated as having been earned in the following tax year?
Answer: A
NEW QUESTION # 233
All of the following items qualify as a de minims fringe benefit EXCEPT:
Answer: A
NEW QUESTION # 234
Based on the following information, what is the MAXIMUM amount, if any, the employer can deduct from the employee ' s wages for uniforms?
Hourly rate: $7.75
Hours worked: 30
Pay frequency: Weekly
Uniform deduction: $45.00
Answer: C
Explanation:
Comprehensive and Detailed in-Depth Explanation:
Under the Fair Labor Standards Act (FLSA), deductions for uniforms cannot reduce an employee ' s wages below the federal minimum wage. As of 2025, the federal minimum wage is $7.25 per hour. For 30 hours of work, the minimum wage earnings would be 30 hours × $7.25/hour = $217.50. The employee ' s actual earnings are 30 hours × $7.75/hour = $232.50. The difference between actual earnings and minimum wage earnings is $15.00. Therefore, the maximum allowable uniform deduction is $15.00. However, since the proposed deduction is $45.00, which exceeds the allowable amount, the employer cannot deduct the $45.00 without violating the minimum wage requirement. Therefore, the correct answer is A. $0.00.
References:
The Payroll Source, Chapter 2: Federal Wage-Hour Laws
NEW QUESTION # 235
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 # 236
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