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| Section | Weight | Objectives |
|---|---|---|
| Accounting | 9% | - Payroll Journal Entries - Accruals and Reconciliations - Cost Allocation - Financial Reporting |
| Payroll Process and Supporting Systems and Administration | 12% | - Workflow and Controls - System Selection and Maintenance - Payroll Cycle Management - Data Security and Privacy |
| Audits | 9% | - Error Correction and Remediation - Internal and External Audits - Audit Preparation and Response |
| Calculation of the Paycheck | 20% | - Voluntary and Involuntary Deductions - Special Pay Scenarios - Gross Pay Calculations - Tax Withholding - Net Pay Determination |
| Core Payroll Concepts | 24% | - Compensation Types - Benefits and Deductions - Employee vs. Independent Contractor - Taxation Basics - Recordkeeping Requirements |
| Compliance / Research and Resources | 16% | - Federal, State, Local Laws - Reporting and Filing Obligations - Compliance Best Practices - Regulatory Agencies |
| Payroll Administration and Management | 10% | - Staff Management and Training - Vendor and Outsourcing Management - Policies and Procedures - Business Continuity Planning |
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NEW QUESTION # 139
Based on the following information, calculate the total deductions from the next paycheck:
* YTD wages: $166,600.00
* Monthly salary: $5,200.00
* Pay frequency: Biweekly
* FITW: $143.46
* 401(k) deferral: 10%
* Pretax medical: $50.00
* Charitable contribution: $60.00
Answer: D
Explanation:
Comprehensive and Detailed In-Depth Explanation:
* Biweekly salary = $5,200 รท 2 = $2,600
* 401(k) = 10% of $2,600 = $260
* FITW = $143.46
* Medical = $50
* Charitable = $60
Total deductions = $260 + $143.46 + $50 + $60 = $513.46 # This is closest to B if taxes are rounded higher (FICA estimated at ~$138). Total with FICA # $651.54 References:
The Payroll Source, Chapter 3: Withholding and Deductions
IRS Pub 15-T
NEW QUESTION # 140
When updating benefit deduction amounts in a payroll system, the following steps should be taken EXCEPT:
Answer: D
Explanation:
Updating benefit deductions in a payroll system is a technical and administrative process that requires precision to ensure accurate employee take-home pay. Essential steps include creating a test plan (Option A) to verify how the system handles the new rates, validating calculations (Option C) through manual checks or system audits to ensure the formula is correct, and communicating changes to employees (Option D) to prevent confusion when they see adjustments on their paystubs. However, revising plan documents (Option B) is typically a function of the Human Resources or Benefits department, or the plan sponsor, rather than a step in the payroll system update process itself. Plan documents are the legal instruments that define the benefit, whereas payroll system updates are the execution of those defined terms. Proper segregation of these duties ensures that the payroll department focuses on the accuracy of the deduction while HR manages the legal compliance of the benefit.
NEW QUESTION # 141
All of the following tasks require a configuration update to the payroll system EXCEPT:
Answer: C
Explanation:
Comprehensive and Detailed In-Depth Explanation:
Editing employee data in self-service (like address, W-4 updates) is data entry , not a system configuration change.
Other options require back-end configuration changes by system administrators.
References:
The Payroll Source, Chapter 5: Payroll Systems Implementation and Maintenance
NEW QUESTION # 142
An employer has been charged by one of its employees with age discrimination under the ADEA. How long MUST the employer retain the pertinent records?
Answer: B
Explanation:
The Age Discrimination in Employment Act (ADEA) requires employers to maintain specific personnel and payroll records. Generally, payroll records must be kept for three years, and personnel records (such as applications and job descriptions) for one year. However, if an employer is notified that a charge of discrimination has been filed or that an action has been brought by the Equal Employment Opportunity Commission (EEOC) or the employee, the record-keeping requirements change. In such cases, the employer is legally obligated to retain all " pertinent records " relating to the charge or action-such as performance evaluations, time records, and correspondence-until the final disposition of the alleged action (Option D).
This ensures that all relevant evidence is preserved for the legal process. Failing to maintain these records during an active investigation or lawsuit can result in severe legal penalties and negative inferences in court.
NEW QUESTION # 143
Chicken Liken requires that all employees wear uniforms that are unique to chicken Liken restaurants. New employees are required to pay $40 for their uniforms from their first regular paycheck. Assume that it is September 2009, and one of ties new employees earns $8.20 per hour and works 42 hours in the first workweek ending September 18. What is the maximum that Chicken Liken can deduct from this employees wages for the uniform?
Answer: B
NEW QUESTION # 144
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