, 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 youii maintain 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 onlinepersonnel 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
payroll needs using company personnel because of the lower volume of
transactions. Larger companies need to consider their available trained
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 youii maintain 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 onlinepersonnel 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
payroll needs using company personnel because of the lower volume of
transactions. Larger companies need to consider their available trained
