SOLUTION MANUAL FOR PAYROLL
ACCOUNTING 2024 34TH EDITION BY
BIEG|TOLAND|STOMBERG
, CONTENTS
CHAPTER 1: THE NEED FOR PAYROLL AND PERSONNEL RECORDS
CHAPTER 2: COMPUTING WAGES AND SALARIES
CHAPTER 3: SOCIAL SECURITY TAXES
CHAPTER 4: INCOME TAX WITHHOLDING
CHAPTER 5: UNEMPLOYMENT COMPENSATION TAXES
CHAPTER 6: ANALYZING AND JOURNALIZING PAYROLL
CHAPTER 7: PAYROLL PROJECT
,Chapter 1
Which Law?
1. K
2. H
3. B
4. F
5. I
6. J
7. A
8. D
9. G
10. C
11. E
12. L
Which Payroll Law?
1. D
2. A
3. F
4. C
5. G
6. J
7. B
8. I
9. E
10. H
What’s Ethical?
1. Answers Will Vary. Some Concerns Include Data Privacy And Integrity In The Software
Switchover, Tax And Employee Pay Integrity On The New Software, And Employee Pay
Methods.
, 2. Answers Will Vary. Karsyn Could Choose To Ignore Her Sorority Sister’s Request, Claiming
Confidentiality. She Could Also Discontinue Active Participation In The Sorority. In Any
Case, Karsyn Must Not Consent To Her Sorority Sister’s Request For Confidential
Information.
Confidential Records
As The Payroll Clerk, Your Task Is To Protect The Privacy And Confidentiality Of The
Information Youmaintain For The Company. If A Student Group—Or Any Personnel Aside
From The Company’s Payroll Employees And Officers—Wishes
To Review Confidential Records, You Should Deny Their Request. If Needed, You Should
Refer The Group To Your Department’s Manager To Discuss The Matterin More Depth. The
Laws That Apply To This Situation Are The Privacy Act Of 1974, U.S. Departmentof Health
And Human Services Privacy Act 09-40-0006, Common-Law Privacy Act, Computer Fraud And
Abuse Act, And Potentially HIPAA.
Large Vs. Small
1. Large Companies Face Issues With Multiple Departments, Employee Access To
Onlineuupersonnel Portals, Employee Data Security, And Timekeeping Accuracy.
2. For Small Companies, Payroll Processing Will Involve Fewer Employees Than For
Larger Companies. Smaller Companies Could Maintain Their
ACCOUNTING 2024 34TH EDITION BY
BIEG|TOLAND|STOMBERG
, CONTENTS
CHAPTER 1: THE NEED FOR PAYROLL AND PERSONNEL RECORDS
CHAPTER 2: COMPUTING WAGES AND SALARIES
CHAPTER 3: SOCIAL SECURITY TAXES
CHAPTER 4: INCOME TAX WITHHOLDING
CHAPTER 5: UNEMPLOYMENT COMPENSATION TAXES
CHAPTER 6: ANALYZING AND JOURNALIZING PAYROLL
CHAPTER 7: PAYROLL PROJECT
,Chapter 1
Which Law?
1. K
2. H
3. B
4. F
5. I
6. J
7. A
8. D
9. G
10. C
11. E
12. L
Which Payroll Law?
1. D
2. A
3. F
4. C
5. G
6. J
7. B
8. I
9. E
10. H
What’s Ethical?
1. Answers Will Vary. Some Concerns Include Data Privacy And Integrity In The Software
Switchover, Tax And Employee Pay Integrity On The New Software, And Employee Pay
Methods.
, 2. Answers Will Vary. Karsyn Could Choose To Ignore Her Sorority Sister’s Request, Claiming
Confidentiality. She Could Also Discontinue Active Participation In The Sorority. In Any
Case, Karsyn Must Not Consent To Her Sorority Sister’s Request For Confidential
Information.
Confidential Records
As The Payroll Clerk, Your Task Is To Protect The Privacy And Confidentiality Of The
Information Youmaintain For The Company. If A Student Group—Or Any Personnel Aside
From The Company’s Payroll Employees And Officers—Wishes
To Review Confidential Records, You Should Deny Their Request. If Needed, You Should
Refer The Group To Your Department’s Manager To Discuss The Matterin More Depth. The
Laws That Apply To This Situation Are The Privacy Act Of 1974, U.S. Departmentof Health
And Human Services Privacy Act 09-40-0006, Common-Law Privacy Act, Computer Fraud And
Abuse Act, And Potentially HIPAA.
Large Vs. Small
1. Large Companies Face Issues With Multiple Departments, Employee Access To
Onlineuupersonnel Portals, Employee Data Security, And Timekeeping Accuracy.
2. For Small Companies, Payroll Processing Will Involve Fewer Employees Than For
Larger Companies. Smaller Companies Could Maintain Their
