SOLUTION MANUAL FOR PAYROLL
ACCOUNTING 2025, 35TH EDITION BY
BERNARD J. BIEG, BRIDGET STOMBERG,
CHAPTERS 1 - 7, COMPLETE VERIFIED
NEWEST VERSION 2026
,TABLE OF CONTENTS
1. Chapter 1: The Need For Payroll And Personnel Records
2. Chapter 2: Computing Wages And Salaries
3. Chapter 3: Social Security Taxes
4. Chapter 4: Income Tax Withholding
5. Chapter 5: Unemployment Compensation Taxes
6. Chapter 6: Analyzing And Journalizing Payroll
7. 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 2025, 35TH EDITION BY
BERNARD J. BIEG, BRIDGET STOMBERG,
CHAPTERS 1 - 7, COMPLETE VERIFIED
NEWEST VERSION 2026
,TABLE OF CONTENTS
1. Chapter 1: The Need For Payroll And Personnel Records
2. Chapter 2: Computing Wages And Salaries
3. Chapter 3: Social Security Taxes
4. Chapter 4: Income Tax Withholding
5. Chapter 5: Unemployment Compensation Taxes
6. Chapter 6: Analyzing And Journalizing Payroll
7. 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
