SOLUTION MANUAL FOR PAYROLL ACCOUNTING 2024, 34TH
EDITION BY BERNARD J. BIEG, BRIDGET STOMBERG,
CHAPTERS 1 - 7,
,➢ 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 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 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
EDITION BY BERNARD J. BIEG, BRIDGET STOMBERG,
CHAPTERS 1 - 7,
,➢ 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 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 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
