Free PDF 2026 National Payroll Institute PF1: Reliable Payroll Fundamentals 1Exam Top Exam Dumps

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National Payroll Institute PF1 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Individual Pay Calculations	40%	- Regular earnings 1. Pay period types and frequency 2. Hourly, salary, commission calculations - Non-regular earnings 1. Overtime, bonuses, retroactive pay 2. Allowances, taxable benefits
Topic 2: Communication and Compliance	10%	- Stakeholder communication 1. Employee, government, third-party requirements - Accuracy and documentation 1. Record keeping and audit trails
Topic 3: Record of Employment (ROE)	20%	- ROE completion requirements 1. Block-by-block reporting rules 2. Insurable/pensionable earnings reporting - Submission and deadlines 1. Electronic vs paper filing
Topic 4: Termination and Special Payments	30%	- Termination payments 1. Retiring allowances, death benefits 2. Wages in lieu of notice, severance pay - Leaves and absences 1. Vacation pay, statutory holidays 2. Sick leave, maternity/parental leave payments

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National Payroll Institute PF1 Exam Topic & PF1 Free Practice

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National Payroll Institute Payroll Fundamentals 1Exam Sample Questions (Q72-Q77):

NEW QUESTION # 72
The authorization for hiring form should contain a checklist to ensure the organization obtains all required information. What is an example of an item that could be on that checklist?

A. A clearance certificate
B. A benefit enrollment form
C. A completed T1213
D. All of the above

Answer: B

Explanation:
A strong hire-authorization/onboarding checklist ensures payroll and HR collect documents needed to pay the employee accurately and enroll them in required programs. Abenefit enrollment formis a practical, common checklist item because many employers offer benefit plans that require employee elections (for example, health/dental coverage levels, beneficiary information, dependent details, etc.). Indeed's Canadian onboarding guidance explicitly notes employers often collectbenefits enrollmentpaperwork as part of essential new employee forms and onboarding checklists.
By contrast, aT1213(Request to Reduce Tax Deductions at Source) is not routinely required for all hires; it is only used when an employee applies for CRA authorization to reduce tax withheld. A "clearance certificate" is not a standard Canada-wide payroll onboarding requirement for typical employment relationships.
Therefore, "All of the above" is not correct.
Selectingbenefit enrollment formbest matches the purpose of a hiring authorization checklist: ensuring all employment setup steps are completed (pay setup, statutory forms, and benefits enrollment where offered) so payroll deductions and coverage are handled correctly from the start.

NEW QUESTION # 73
What is piecework?

A. Earnings which are based on the amount of time worked, usually at a rate per hour or per day
B. A rate of pay earned per unit of production, regardless of the length of time taken
C. A fixed amount of earnings paid to an employee per pay period, regardless of the number of hours worked or the production they accomplished
D. All of the above

Answer: B

Explanation:
Piecework (also called piece-rate pay) is a pay method where an employee's earnings are determined by output-they are paid a set amount per unit produced or completed, rather than by hours worked or a fixed salary. This aligns directly with option C. A time-based hourly/daily wage (option A) is a different earnings method, and a fixed pay-per-period arrangement (option B) describes salary. Therefore, "all of the above" is incorrect because these are three distinct compensation structures.
In payroll calculations, piecework earnings are typically calculated as: piece rate × number of units produced in the pay period. Employers still have to ensure compliance with employment standards, such as minimum wage and overtime rules, even where piecework is used. A Canadian payroll educational reference defines piecework as payment for each unit produced "regardless of the amount of time taken."

NEW QUESTION # 74
Which statutory deductions is salary continuance subject to?

A. All deductions except Quebec Parental Insurance Plan premiums
B. All deductions
C. All deductions except Employment Insurance premiums
D. All deductions except Employment Insurance and Quebec Parental Insurance Plan premiums

Answer: B

NEW QUESTION # 75
Rosa joined Avion Electronics in April 1983. Her employment was terminated on November 30, 2015 and she was paid a $62,500.00 retiring allowance. Rosa joined her company's pension plan in 1986 and was fully vested on termination of employment. Calculate the non-eligible portion of the retiring allowance.

Answer:

Explanation:
$32,000.00 non-eligible portion
Explanation:
CRA requires separating a retiring allowance into an eligible and non-eligible portion. The eligible portion is the maximum that can be transferred to an RRSP/RPP under the special rules (without using regular RRSP room). The formula is: $2,000 for each year (or part-year) of service before 1996, plus an additional $1,500 for each year (or part-year) before 1989 in which the employee had no employer pension/DPSP benefit vested at the time of payment (or previously paid).
Rosa worked from 1983 to 1995 (inclusive) for pre-1996 service: 13 years × $2,000 = $26,000.
For the extra pre-1989 amount: she joined the pension plan in 1986 and was fully vested when paid the retiring allowance in 2015, so 1986-1988 do not qualify for the extra $1,500. However, 1983-1985 were years before 1989 when she had no vested employer pension benefit, so 3 years × $1,500 = $4,500.
Eligible portion = $26,000 + $4,500 = $30,500.
Non-eligible portion = $62,500 # $30,500 = $32,000.

NEW QUESTION # 76
An employee in Ontario was paid a $25,000.00 retiring allowance. The eligible portion was $15,000.00 and was transferred to the employee's Registered Retirement Savings Plan (RRSP) by the employer. Calculate the income tax on the non-eligible portion.

A. $2,000.00
B. $1,000.00
C. $5,000.00
D. $7,250.00

Answer: A

Explanation:
A retiring allowance is treated as a lump-sum payment for payroll withholding purposes. When part of a retiring allowance is transferred directly to an RRSP/RPP, CRA guidance indicates you do not withhold income tax on the transferred amount (up to the employee's available limit), because it is not paid to the employee in cash.
Step 1: Determine the portion paid directly to the employee (non-eligible portion):
$25,000 # $15,000 transferred to RRSP = $10,000 paid/remaining.
Step 2: Apply CRA lump-sum withholding rates (outside Quebec):
For total lump-sum payments $5,001 to $15,000, the withholding rate is 20%.
Step 3: Calculate tax to withhold on $10,000:
$10,000 × 20% = $2,000.00.
So the correct option is B ($2,000.00).

NEW QUESTION # 77
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