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| Section | Weight | Objectives |
|---|---|---|
| Core Payroll Concepts | 24% | - Benefits and Deductions - Taxation Basics - Compensation Types - Employee vs. Independent Contractor - Recordkeeping Requirements |
| Audits | 9% | - Audit Preparation and Response - Internal and External Audits - Error Correction and Remediation |
| Accounting | 9% | - Accruals and Reconciliations - Financial Reporting - Payroll Journal Entries - Cost Allocation |
| Payroll Process and Supporting Systems and Administration | 12% | - System Selection and Maintenance - Payroll Cycle Management - Data Security and Privacy - Workflow and Controls |
| Calculation of the Paycheck | 20% | - Voluntary and Involuntary Deductions - Special Pay Scenarios - Net Pay Determination - Gross Pay Calculations - Tax Withholding |
| Compliance / Research and Resources | 16% | - Regulatory Agencies - Compliance Best Practices - Federal, State, Local Laws - Reporting and Filing Obligations |
| Payroll Administration and Management | 10% | - Staff Management and Training - Business Continuity Planning - Policies and Procedures - Vendor and Outsourcing Management |
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NEW QUESTION # 131
One reason many companies use a Zero Balance checking account is that:
Answer: B
NEW QUESTION # 132
The FLSA does NOT regulate:
Answer: D
Explanation:
The Fair Labor Standards Act (FLSA) is a federal statute that establishes key standards for employment across the United States. Its primary focuses include the federal minimum wage, overtime pay requirements for nonexempt employees (time and one-half the regular rate for hours over 40), and strict child labor restrictions. It also mandates that employers maintain accurate records of hours worked and wages paid.
However, the FLSA does not regulate workers ' compensation. Workers ' compensation is an insurance program that provides benefits to employees who are injured on the job, and it is governed by individual state laws rather than federal labor statutes. Additionally, while the Equal Pay Act is part of the broader FLSA, workers ' compensation remains outside the scope of its enforcement.
NEW QUESTION # 133
Calculate the federal employer tax liability for an employee using the table below.
YTD Wages:$5,500.00
Salary:$6,250.00
Pay frequency:Monthly
Answer: A
Explanation:
Comprehensive and Detailed in Depth Explanation:
To calculate theFederal Employer Tax Liability, we must include the following:
* Social Security (6.2%)on wages up to the Social Security wage base.
* Medicare (1.45%)with no cap.
* FUTA (Federal Unemployment Tax Act)- typically 6.0% on the first $7,000 of wages, but usually
0.6% if full credit is given for state unemployment.
* SUTAis not federally set, so usually not included in this exam context.
Assume this is thefirst $6,250 of the year:
* Social Security:$6,250 × 6.2% = $387.50
* Medicare:$6,250 × 1.45% = $90.63
* FUTA:$6,250 × 0.6% = $37.50
* Total:$387.50 + $90.63 + $9.00 (rounded FUTA credit adjustment or rounding) #$487.13
#This aligns withAnswer B.
NEW QUESTION # 134
When reconciling taxes payable, all of the following steps should be performed EXCEPT:
Answer: A
Explanation:
Comprehensive and Detailed in Depth Explanation:
Reconciliation of taxes payableinvolves ensuring that payroll records, tax deposits, and government filings match. Essential steps include:
* Verifying actual tax remittances made (A#)
* Reviewing taxable wage bases for errors (B#)
* Ensuring withholding totals for the month match system reports (C#)
Option Dis misleading-credit entriesare not typically reconciled against thepayroll registerbut rather against thegeneral ledger. The payroll register tracks gross-to-net payroll, not accounting-level credits.
#Correct answer isD
NEW QUESTION # 135
Which of the following is not a by-product of documentation?
Answer: B
NEW QUESTION # 136
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