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[General] Reliable FPC-Remote Exam Test Exam Pass For Sure | Valid FPC-Remote Study Materi

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【General】 Reliable FPC-Remote Exam Test Exam Pass For Sure | Valid FPC-Remote Study Materi

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APA Fundamental Payroll Certification Sample Questions (Q100-Q105):NEW QUESTION # 100
Which of the following circumstances would cause a breach of confidentiality?
  • A. Sharing general ledger costing data with the accounting department
  • B. Supplying payroll records to the company's legal department
  • C. Furnishing payment history on a written authorization to a mortgage company
  • D. Providing benefit election information to an employee's spouse
Answer: D
Explanation:
Comprehensive and Detailed Explanation:
Payroll confidentiality ensures employee information is only disclosed with proper authorization.
Option A (Payment history with written authorization) is NOT a breach because the employee provided consent.
Option C (General ledger costing shared with accounting) is NOT a breach since accounting requires financial data for compliance.
Option D (Payroll records to legal department) is NOT a breach as legal teams need data for investigations.
Option B (Providing benefit election information to a spouse) is a breach unless the employee has explicitly authorized their spouse to receive this information.
Reference:
Payroll.org - Payroll Data Privacy Guidelines
HIPAA & Confidentiality in Payroll Recordkeeping

NEW QUESTION # 101
Examples of positive active listening through body language include all of the following actions EXCEPT:
  • A. Shrugging your shoulders.
  • B. Avoiding slouching posture.
  • C. Nodding your head.
  • D. Making eye contact.
Answer: A
Explanation:
Shrugging shoulders (B) is a sign of uncertainty or disinterest, making it negative body language.
Making eye contact (C), nodding (D), and avoiding slouching (A) are positive active listening cues.
Reference:
Effective Communication in Payroll Training Guide (Payroll.org)

NEW QUESTION # 102
Under the FLSA, all of the following categories are defined as "white-collar" exemptions EXCEPT:
  • A. Computer Hardware Operators
  • B. Outside Sales
  • C. Administrative
  • D. Executive
Answer: A
Explanation:
Comprehensive and Detailed Explanation:Under theFair Labor Standards Act (FLSA), "white-collar exemptions" apply tocertain salaried employees who meet specific duties and salary tests. The three main categories are:
* Executive (Option A)- Managers with supervisory responsibilities.
* Administrative (Option B)- Employees in non-manual work related to business operations.
* Outside Sales (Option C)- Sales employees working away from the employer's place of business.
* Option D (Computer Hardware Operators) is incorrectbecause this roledoes not qualifyfor exemption under the FLSA white-collar rules. Onlycertain IT professionals (software engineers, systems analysts, etc.)qualify under theComputer Employee Exemption.
Reference:
U.S. Department of Labor - FLSA Exemptions
Payroll.org - White-Collar Exemption Criteria

NEW QUESTION # 103
hat type of pay is included in the regular rate of pay calculation?
  • A. paid sick leave
  • B. production bonuses
  • C. discretionary bonuses
  • D. paid vacation leave
Answer: B

NEW QUESTION # 104
An employee hired on July 1, 2021, terminates employment on September 30, 2022. What is the earliest date the employer may dispose of the Form I-9?
  • A. September 30, 2024
  • B. July 1, 2023
  • C. September 30, 2023
  • D. July 1, 2024
  • E. S. Citizenship and Immigration Services (USCIS) - Form I-9 Retention and Storage Guidelines
Answer: A
Explanation:
Payroll.org - Employer Compliance for I-9 Forms
Explanation:
Comprehensive and Detailed Explanation:
Under Form I-9 retention rules, an employer must retain the form for the later of:
Three years from the date of hire, or
One year from the termination date.
Employee hired on July 1, 2021 → Three years from hire date = July 1, 2024 Employee terminated on September 30, 2022 → One year from termination = September 30, 2023 Since the latest date is September 30, 2024, that is the earliest date the employer may dispose of the Form I-9.

NEW QUESTION # 105
......
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