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| Section | Weight | Objectives |
|---|---|---|
| Audits | 9% | - Audit Types
|
| Payroll Process and Supporting Systems and Administration | 12% | - Operations
|
| Compliance/Research and Resources | 16% | - Research Tools
|
| Payroll Administration and Management | 10% | - Management Functions
|
| Accounting | 9% | - Financial Reporting
|
| Core Payroll Concepts | 24% | - Fair Labor Standards Act (FLSA)
|
| Calculation of the Paycheck | 20% | - Gross Pay
|
>> CPP-Remote Exam Objectives Pdf <<
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NEW QUESTION # 210
What is the correct entry for recording wages earned but NOT paid?
Answer: B
Explanation:
In accrual accounting, the matching principle requires that expenses be recognized in the period they are incurred, even if the cash payment is made later. When employees have performed work but have not yet been paid-such as at the end of a month that falls mid-pay cycle-the employer must record an accrual entry. The correct journal entry is to debit the Salary Expense account, which increases the company ' s total expenses for the current period, and credit the Accrued Wages Payable account. As a liability account, a credit increases the balance, representing the obligation to pay those wages in the future. When the cash is actually disbursed on the next payday, the liability is debited and the cash account is credited.
NEW QUESTION # 211
Cash and noncash prizes and awards made to employees for doing outstanding work are subject to which of the following taxes?
Answer: B
Explanation:
Under IRS rules, almost all forms of compensation provided by an employer to an employee are considered taxable wages unless specifically excluded by law. Prizes and awards given for outstanding work (performance-based awards) are considered " supplemental wages " . Because they are compensation for services rendered, they are subject to all federal payroll taxes: Federal Income Tax withholding (FIT), Social Security and Medicare (FICA), and the Federal Unemployment Tax (FUTA) paid by the employer. This applies to both cash awards (like a performance bonus) and noncash awards (like a television or vacation), where the fair market value of the item must be included in the employee ' s gross income. Only very specific types of awards, such as qualified length-of-service or safety awards meeting strict dollar limits and criteria, may be excluded from some or all of these taxes.
NEW QUESTION # 212
The approach when training employees on a new system should NOT be:
Answer: B
Explanation:
Effective system implementation depends heavily on user adoption and the quality of training provided to the staff. When introducing a new payroll system, the training approach should be methodical (Option C) to ensure all features are covered, simplistic (Option A) and user-friendly (Option D) to reduce anxiety and errors among non-technical users. Training that is overly technical (Option B) often fails because it focuses on the " back-end " architecture or complex coding logic that is irrelevant to the daily tasks of the end user.
Instead, training should focus on workflows, data entry, and report generation. By providing clear, task- oriented instruction and accessible documentation, payroll managers can ensure a smoother transition to the new system. This reduces the risk of payroll errors during the initial " go-live " period and increases overall department efficiency and employee satisfaction with the new technology.
NEW QUESTION # 213
All of the following data points are required on Form I-9 for employers using E-Verify EXCEPT:
Answer: B
Explanation:
E-Verifyrequires theemployee's name, SSN, and employer's name, butnot the employer's address. Form I-9, however, may require the employer's address but E-Verify submissions do not.
NEW QUESTION # 214
A payroll system documentation manual should NOT include:
Answer: B
Explanation:
A payroll system documentation manual is a technical operational guide designed to assist staff in the daily execution of payroll cycles using specific software. Such a manual should logically include a system introduction (Option B) to provide context, step-by-step procedures (Option C) for data entry and processing, and a confidentiality statement (Option D) to emphasize the sensitive nature of the data being handled.
However, it should NOT include general company policies. Company policies regarding compensation, leave eligibility, or behavioral standards are typically managed by the HR Department and stored in an Employee Handbook or HR Policy Manual. Including these broad policies in a technical manual can lead to version control issues and confusion, as policies and software procedures may be updated at different times. Keeping these documents separate ensures the system manual remains a focused technical resource.
NEW QUESTION # 215
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