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What score do I need to pass the APA Fundamental Payroll Certification Exam?

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We have a team of professional writers that create our APA Fundamental Payroll Certification (FPC) practice test questions based on the official test breakdown provided by the American Payroll Association . We continually update our practice exams to keep them in sync with the most current version of the actual certification exam, so you can be certain that your preparations are both relevant and comprehensive.

Do you offer practice tests for other American Payroll Association subjects?

Yes! We offer practice tests for 2 different exam subjects, and there are 15 unique exams utilizing 1875 practice exam questions. Every subject has a free sample practice test you can try too!
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APA Fundamental Payroll Certification (FPC) - FAQ Sample Questions

How does the IRS provision withholdings for employees that work for a period of time less than one week?





Correct Answer:
figure withholding on a weekly payroll period basis, regardless of other employment.


when dealing with the irs tax withholdings for employees who work less than a typical one-week period, it is important to understand how the withholding should be calculated to ensure compliance with tax laws and accuracy in payroll processing. the primary method of calculation for these situations is based on a weekly payroll period. this method is used even if the actual employment period is less than one week.

specifically, if an employee certifies that they are not employed elsewhere for that same week in a capacity that subjects their wages to withholding, the employer should proceed to figure withholding based purely on this weekly period. this approach streamlines the withholding process by treating the payroll as if it were for a standard week, regardless of the number of days worked.

additionally, if an employee is not engaged in another job, they can be placed on a daily or miscellaneous pay period. this flexibility allows employers to adjust the withholding based on the actual days worked, which could be more appropriate for short-term or irregular employment schedules.

however, if the employee obtains employment with another employer while still employed, they must inform their original employer within ten days. upon notification, the employer needs to determine if the other job also involves tax withholding. if the second job does withhold taxes, then the original employer should also continue to withhold taxes based on a weekly payroll period.

in cases where an employee starts another job after their employment has begun, the withholding method may need to be adjusted. initially, the employer should continue to withhold based on a weekly basis. but if the employee later notifies the employer of additional employment, it becomes necessary to verify whether taxes are being withheld from the wages of this other employment. if so, the employer may need to switch to withholding on a daily payroll period basis to ensure the correct amount of tax is being withheld considering the total income from multiple sources.

this process ensures that the correct amount of taxes is withheld from an employee's income, regardless of the length of the employment period or the existence of multiple jobs, thereby adhering to irs regulations and safeguarding both the employee and employer from potential tax issues.

When a non-disabled employee under the age of 65 is withdrawing money from a medical savings account for medical expenses, the funds are tax-free. What is true if the funds are spent on non-medical expenses?





Correct Answer:
the employee must pay income tax as well as an additional 20% tax.


medical savings accounts (msas) are special accounts used primarily in the united states to accumulate funds for medical expenses. when a non-disabled employee who is younger than 65 withdraws money from their msa for qualified medical expenses, the distribution is indeed tax-free. this makes msas a valuable tool for managing health-related out-of-pocket expenses.

however, when funds withdrawn from these accounts are used for purposes other than eligible medical expenses, different tax rules apply. if a non-disabled employee under 65 uses the funds for non-medical expenses, the amount withdrawn becomes subject to ordinary income tax. additionally, an extra penalty tax is levied on this amount. the correct rate for this additional tax is 20%. this penalty is designed to discourage the use of these funds for non-medical purposes, ensuring that the primary focus of msas remains on healthcare expenses.

it's important to note that there are exceptions to these penalty provisions. if the account holder is either disabled or has reached the age of 65, the funds can be used for non-medical expenses without incurring the additional 20% penalty, though they would still be liable for any applicable income taxes. this exception recognizes the changing financial needs and circumstances that come with older age and disability, providing some flexibility in the use of msa funds.