SOLUTION MANUAL | |
Payroll Accounting 2024, 34th Edition
| | | |
by Bernard J. Bieg, Bridget Stomberg
| | | | |
Verified Chapters 1 - 7, Complete
| | | | |
, 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 C
| | onfidentiality. |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 |you|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 |matter|in |more |depth. |The |laws |that |apply |to |this
|
situation |are |the |Privacy |Act |of |1974, |U.S. |Department|of |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
online|personnel |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 |payroll |accountants |and
|
Payroll Accounting 2024, 34th Edition
| | | |
by Bernard J. Bieg, Bridget Stomberg
| | | | |
Verified Chapters 1 - 7, Complete
| | | | |
, 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 C
| | onfidentiality. |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 |you|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 |matter|in |more |depth. |The |laws |that |apply |to |this
|
situation |are |the |Privacy |Act |of |1974, |U.S. |Department|of |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
online|personnel |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 |payroll |accountants |and
|
