Aeb SM CH20 1

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Chapter 20
Audit of the Payroll and
Personnel Cycle
Review Questions
20-1
General ledger accounts that are likely to be affected by the payroll and
personnel cycle in most audits include the following:
Cash
Inventory
Construction in progress
Wages payable
Payroll taxes withheld
Accrued payroll taxes
Direct labor
Salary expense
Commission expense
Payroll tax expense
20-2
In companies where payroll is a significant portion of inventory, as in
manufacturing and construction companies, the improper account classification
of payroll can significantly affect asset valuation for accounts such as work in
process, finished goods, and construction in process. For example, if the salaries
of administrative personnel are incorrectly charged to indirect manufacturing
overhead, the overhead charged to inventory on the balance sheet can be
overstated. Similarly, if the indirect labor cost of individual employees is charged
to specific jobs or processes, the valuation of inventory is affected if labor is
improperly classified. When some jobs are billed on a cost plus basis, revenue
and the valuation of inventory are both affected by improperly classifying labor to
jobs.
20-3
Five tests of controls that can be performed for the payroll and personnel
cycle are:
1.
2.
3.
4.
5.
Examine time card for indication of approval to ensure that payroll

payments are properly authorized. The purpose of this test is to
determine that recorded payroll payments are for work actually
performed by existing employees (occurrence).
Account for a sequence of payroll checks to ensure existing payroll
payments are recorded. The purpose of this test is to determine
that existing payroll transactions are recorded (completeness).
Examine time cards to ensure that recorded payroll payments are
for work actually performed by existing employees. The purpose of
this test is the same as in item 1 above.
Compare postings to the chart of accounts to ensure that payroll
transactions are properly classified. (Classification)
Observe when recording takes place to ensure that payroll transactions
are recorded on a timely basis. (Timing)
20-1
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20-4
The percentage of total audit time in the cycle devoted to performing
tests of controls and substantive tests of transactions is usually far greater in the
payroll and personnel cycle than for the sales and collection cycle because there
is relatively little independent third party evidence, such as confirmation, to verify
the related payroll accounts. In contrast, the accounts related to the sales and
collection cycle can usually be verified for the most part by confirmations from
customers. In addition, in the sales and collection cycle, verification of the realizability
of receivables and sales cutoff tests are important and time- consuming tasks.
20-5
The auditor should be concerned with whether the human resources
department is following the proper hiring and termination procedures. An obvious
reason for this would be to ensure that there are adequate safeguards against
hiring and retaining incompetent and untrustworthy people. The ramifications of
hiring such people can range from simple inefficiency and waste to outright fraud
or theft. More importantly, though, it is necessary for the auditor to assure himself
or herself that the client is hiring and terminating according to operations
standards and procedures. It is necessary to see if the internal controls are
working as planned before they can be effectively evaluated. To say that the
auditor doesn't care who is hired and who is fired is to suggest that he or she
doesn't care if the internal controls work according to any standards. Failure to
follow proper termination procedures could lead to fraudulent payments for work
not performed.
20-6
To trace a random sample of prenumbered time cards to the related
payroll checks in the payroll register and compare the hours worked to the hours
paid is to test if payroll checks have been recorded (completeness) and if those
employees who worked are being paid for their time actually worked. Employees
are likely to inform management if they are not paid, or underpaid. To trace a
random sample of payroll checks from the payroll register and compare the hours
worked to the hours paid is to test if the recorded payroll payments are for work
actually performed by existing employees (occurrence). This test, in effect, attempts
to discover nonexistent employees or duplicate payments, if there are any. For
this reason, the second procedure is typically more important to the audit of
payroll.
20-7
In auditing payroll withholding and payroll tax expense, the emphasis should
normally be on evaluating the adequacy of the payroll tax return preparation
procedures rather than the payroll tax liability, because a major reason for
misstatements in the liability account is incorrect preparation of the returns in the
past. If the preparation procedures are inadequate, and the amounts do not
appear reasonable, then the auditor should expand his or her work and
recompute the withholding and expense amounts to determine that the proper
amount has been accrued. In addition, the auditor should consider the amount of
penalties which may be assessed for inadequate withholdings and include these
amounts in the accrual if they are significant.
20-2
20-8
Several analytical procedures for the payroll and personnel cycle and
misstatements that might be indicated by significant fluctuations are as follows:
ANALYTICAL PROCEDURE
MISSTATEMENT TYPES
1. Comparison of payroll expense

accounts to amounts in prior years.
Cutoff misstatements or improper

amounts recorded in a period.
2. Direct labor divided by sales compared

to industry standards in prior years.
Cutoff misstatements or amounts

charged to improper payroll accounts.
3. Commission expense divided by sales

compared to industry standards, prior
years, or sales agreements.
Failure to record commission on

sales, or recording the improper
commission amount.
4. Payroll tax expense divided by salaries

and wages compared to prior year
balances adjusted for changes in the
tax rate and not including officers
salaries.
Failure to record payroll taxes or

recording of the improper amount.
5. Comparison of accrued payroll and

payroll tax accounts to prior years.
Failure to record payroll accruals or

recording improper amounts at the
end of a period.
6. The percentage of labor included in

work in process and finished goods
inventories compared to prior years.
Use of improper labor standards, or

classification misstatements.
7. Analysis of direct labor variances.
Use of improper labor standards, or

classification misstatements.
20-9
An auditor should perform audit tests primarily designed to uncover fraud
in the payroll and personnel cycle when he or she has determined that internal
controls are deficient (or the opportunity exists for management to override the
internal controls) or when there are other reasons to suspect fraud. Audit procedures
that are primarily for the detection of fraud in the payroll and personnel cycle
include:
1.
2.
3.
Examine cancelled payroll checks for employee name, authorized

signature, and proper endorsement (especially for second endorsements) to discover checks going to nonexistent employees. The
endorsement should be compared to signatures on W-4 forms.
Trace selected transactions recorded in the payroll journal or listing
to the human resources department files to determine whether the
employees were actually employed during the period.
Select several terminated employees from payroll records to
determine whether each former employee received his or her
termination pay in accordance with company policy and to determine
that the employee's pay was discontinued on the date of termination.
20-3
20-9 (continued)
4.
5.
Examine the subsequent payroll periods of terminated employees

to ascertain that the employees are no longer being paid.
Request a surprise payroll payoff to observe if any unclaimed checks
result, which will necessitate extensive investigation.
20-10 The Payroll Master File is maintained for each employee indicating the
gross pay for each payment period, deductions from the gross pay, the net pay,
the check number, and the date. The purpose of this record is to provide detailed
information for federal and state income tax purposes, and to serve as the final
record of what each employee was actually paid.
The W-2 Form is issued to each employee at the end of each calendar
year and indicates his or her gross pay, income taxes withheld, and FICA withheld
for the year. In serving as a summary of the employee's earnings record, the W-2
form conveniently provides information necessary for the employee to fill out his
or her income tax returns.
A Payroll Tax Return is the form required by and submitted to the local,
state and federal governments for the payment of withheld taxes and the employer's
portion of FICA taxes and state and federal unemployment compensation taxes.
20-11 Where the primary objective is to detect fraud, the auditor will examine
the following supporting documents and records:
1.
2.
3.
4.
5.
20-12
Cancelled payroll checks for employee name, authorized signature

and proper endorsement, watching specifically for unusual or recurring
second endorsements.
Payroll journal or listing, tracing transactions to the personnel files
to determine whether the employees were actually employed during
the payroll period.
Payroll journal or listing and individual payroll records, selecting
terminated employees to determine whether each terminated employee
received his or her termination pay in accordance with company
policy and whether each employee was paid in the subsequent payroll
period.
Payroll checks, observing each employee as he or she picks up and
signs for his or her check.
Time cards, testing them for reasonableness or observing whether
they are being punched by the proper employees.
Types of authorizations in the payroll and personnel cycle are:

1.
2.
3.
Deduction authorization, without which the wrong amount (or no

deduction) may be deducted from the employee's paycheck.
Rate authorizations, without which the employee may be getting
paid at the wrong rate.
Time card authorization, without which the employee may be getting
paid for the wrong quantity of hours worked.
20-4
20-12 (continued)
4.
5.
6.
Payroll check authorization, without which unauthorized funds may

be paid out.
Commission rate authorization, without which the salespeople might
be improperly compensated for their sales efforts.
Authorization to hire a new employee, without which nonexistent or
unqualified personnel may be added to the payroll.
20-13 It is common to verify total officers' compensation even when the tests of
controls and substantive tests of transactions results in payroll are excellent
because the salaries and bonuses of officers must be included in filings with the
SEC and IRS (e.g., the Form 10-K Report, proxy, and the federal income tax
return) and because management may be in a position to pay themselves more
than the authorized amount, since the controls over the officers' payroll are
typically weaker and therefore easier to override than those of the normal payroll.
The usual audit procedure used to verify the officers' compensation is to
obtain the authorized salary of each officer from the minutes of the board of
directors and compare it to the related earnings record.
20-14 An imprest payroll account is a separate payroll bank account in which a
constant balance, either zero or small, is maintained. When a payroll is paid, the
exact amount of the net payroll is transferred by check or electronic funds transfer
from the general account to the imprest account. The purpose and advantage of
an imprest payroll account is that it limits the company's exposure to payroll fraud
by limiting the amount that may be misappropriated.
20-15 Several audit procedures the auditor can use to determine whether
recorded payroll transactions are recorded at the proper amounts are:
1.
2.
3.
4.
5.
6.
Recompute hours worked from time cards.

Compare pay rates with union contract, approval by the board of
directors, or other source.
Recompute gross pay.
Check withholdings by reference to tax tables and authorization
forms in personnel files.
Recompute net pay.
Compare cancelled check with payroll journal or listing for amount.
20-16 Attributes sampling can be used in the payroll and personnel cycle in
performing tests of controls and substantive tests of transactions with the following
objectives:
1.
2.
3.
4.
Time card hours agree with payroll computations.

Overtime hours are approved.
Foreman approves all time cards.
Hourly rates agree with personnel files and union contracts.
20-5
20-16 (continued)
5.
6.
7.
8.
9.
Gross pay calculation is verified.

Exemptions taken agree with W-4.
Income tax, other deductions, and net pay calculations are verified.
Authorizations are available for voluntary withholdings and
miscellaneous deductions.
Paycheck endorsement is same as signature on W-4 form.
The frequency of control deviations or monetary errors must be estimated

prior to performing the tests. This estimate together with the acceptable risk of
assessing control risk too low (ARACR) and the tolerable exception rate will
enable the auditor to determine the sample size required. Once the tests are
performed on the sample, evaluation of the results will indicate whether the
exception rate is lower than, equal to, or higher than that anticipated. The auditor
must then use this judgment to decide the appropriate action to take.
Multiple Choice Questions From CPA Examinations
20-17
a.
(2)
b.
(1)
c.
(3)
20-18
a.
(4)
b.
(4)
c.
(4)
Discussion Questions and Problems
20-19
TRANSACTIONRELATED AUDIT
OBJECTIVE
TEST OF
CONTROL
POTENTIAL
MISSTATEMENT
SUBSTANTIVE
AUDIT
PROCEDURE
1. Recorded payroll
transactions are
stated at the
proper pay rates
(accuracy).
Examine
authorizations in
personnel files.
Employees are
paid the wrong
rate.
Compare rates
in payroll
journal or listing
to rates in
personnel files.
2. Recorded payroll
transactions exist
(occurrence).
Examine
personnel files for
termination
notices.
Employees are
improperly
terminated and
payment
continues.
Compare
termination
dates from
personnel files
to date of last
paycheck.
20-6
20-19 (continued)
TRANSACTIONRELATED AUDIT
OBJECTIVE
TEST OF
CONTROL
POTENTIAL
MISSTATEMENT
3. Hours worked are

correctly recorded
(accuracy).
Examine time
cards and observe
preparation.
Incorrect recording
of time.
Randomly
sample workers
and trace to
time cards for
hours worked.
4. Recorded payroll
payments are for
work actually
performed by
existing employees
(occurrence).
Examine time
cards for
approval.
Incorrect times are

used in computing
employees' pay.
Analyze payroll
records of a
sample of
employees for
reasonableness.
5. Recorded payroll
transactions are
for proper rate and
amount (accuracy).
Examine payroll
journal or listing
for indication of
internal verification.
Employees pay is
miscalculated.
Recompute
employees'
pay, compare
pay rates to
personnel files,
and hours
worked to time
cards.
6. Time records are

properly classified
by job
(classification).
Examine system
of identifying jobs
by number.
Direct labor is
charged to wrong
jobs.
Trace entries
from job
summaries to
time cards, job
cards, etc.
7. Recorded payroll
checks are for
work performed by
existing employees
(occurrence).
Observe and
discuss payroll
system with
employees.
Payroll payments
are made to
nonexistent
employees.
Trace payroll
checks to
employees,
to determine
if employee
exists.
8. Payments are
made to actual
employees
(occurrence).
Observe
payments and
discuss with
employees.
Payments are
made to wrong
employees.
Examine
cancelled
checks for
endorsements,
and compare to
personnel file.
9. Recorded payroll
transactions are
for work performed
by existing
employees
(occurrence).
Observe
distribution of
paychecks and
recording of
unclaimed wages.
Unclaimed
paychecks are
cashed by the
wrong people.
Examine
cancelled
checks for
endorsements,
and compare to
personnel file.
20-7
SUBSTANTIVE
AUDIT
PROCEDURE
20-20
TYPE OF TEST
TRANSACTION-RELATED AUDIT OBJECTIVE(S)
1. Substantive test
of transactions
To determine if monthly payroll costs have been correctly

allocated (accuracy).
2. Test of control
To determine if recorded payroll transactions are for work

actually performed by existing employees (occurrence).
3. Substantive test
of transactions
To determine if employees are paid for the hours they have

worked (accuracy).
4. Substantive test
of transactions
To determine if the appropriate person is paid and amount and

time are correct (accuracy and timing).
5. Substantive test
of transactions
To determine if the correct job is charged for labor and if the

amount is recorded correctly for each job (classification and
accuracy).
6. Test of control
To determine if all payroll checks are recorded (completeness).
7. Substantive test
of transactions
To determine whether terminated employees were subsequently

paid for work not performed (occurrence). To determine whether
an obligation may exist for unpaid severance pay (completeness).
20-21
RECOMMENDED CONTROL
SUBSTANTIVE AUDIT PROCEDURE
1. Approval of time cards by foreman and

observation of use of time clock by the
foreman.
Observe employees punching inonly

one card per employeeto see whether
any employee punches two cards
(normally not an effective or practical
audit procedure).
2. Paychecks distributed by someone other

than the foreman.
Perform payroll payoff, requiring

identification from all employees prior
to payment.
3. Pay employees only for time charged to

jobs. Reconcile payroll expense to
amounts charged to jobs.
Compare total hours worked from

payroll journal or listing to total hours
worked as recorded on job cost tickets.
4. Internal verification of classification.
Trace labor distribution to supporting job

input forms.
5. Payroll checks not returned to payroll clerk

after signing.
Perform payoff as described in 2 above.
6. Internal verification of calculations and

amounts.
Recompute federal withholding taxes

and trace to employee earnings record.
7. Payroll checks are prenumbered and

accounted for. Use an imprest bank
account where the amount to be
deposited is taken from the payroll journal
or listing.
Reconcile the disbursements in the

payroll journal or listing to the
disbursements on the payroll bank
statement.
20-8
20-22
TYPE OF TEST
APPLICABLE TRANSACTION-RELATED OR
BALANCE-RELATED AUDIT OBJECTIVE(S)
1.
(3)
N/A
2.
(1)
Accuracy.
3.
(4)
Detail tie-in.
4.
(1)
Completeness.
5.
(2)
Posting and summarization.
6.
(4)
Completeness, accuracy and cutoff.
7.
(2)
Occurrence, timing and accuracy.
8.
(3)
N/A
9.
(1)
Accuracy.
10.
(3)
N/A
11.
(4)
Completeness.
12.
(1)/(2)
(1), (2) (if totals
are compared)
Occurrence and accuracy (if totals are compared).
20-23 A flowchart of steps for each type of test is given below (requirements a,
b, and c):
TESTS OF CONTROLS
OR SUBSTANTIVE TESTS
OF TRANSACTIONS
TESTS OF DETAILS
OF BALANCES
4
1
20-9
20-24
a.
b.
Brendin's approach to determining why this year's payroll tax expense

was so high suffers from two serious deficiencies: First, it lacks
relevance, and second, it is too narrowly focused. The approach
lacks relevance in that he is testing payroll withholding which is not
the same as payroll tax expense. Some payroll taxes are related to
withholding such as FICA, but income tax withheld does not give
rise to an expense, and certain payroll taxes, such as unemployment
compensation, are not withheld. The approach is too narrowly
focused in that the analytical test results could have resulted from a
misstatement of the payroll itself; Brendin does not appear to be
considering this possibility.
A more suitable approach for determining whether payroll tax was
properly stated in the current year would be to evaluate the
reasonableness of the total payroll, reconcile the payroll to amounts
shown on payroll tax reports, and check computations as shown on
those reports for reasonableness.
20-25
a.
INTERNAL
CONTROL DEFICIENCY
b.
TYPE OF MISSTATEMENT
1.
The foreman should not hire

employees.
The foreman may hire unqualified

employees, friends or possibly a fictitious
person to be paid through the payroll
system.
2.
The foremen should not

recommend wages for
employees.
The foreman may provide inappropriate pay

rates or pay rates that are split between an
employee and the foreman.
3.
Time cards should not be left in

a box that employees have
access to.
Employees, including the foreman, can take

extra time cards and clock in for other
employees or fictitious employees.
4.
The foreman collects and

approves the time cards as well
as the duties described in 1-3.
(Note: It is appropriate for the
foreman to approve times cards
if he has none of the other
duties described in 1-3.)
The foreman can include fictitious time cards

for check preparation.
5.
There is no internal verification

of the payroll clerks input of
names or hours into the payroll
system.
The payroll clerk can make mistakes

entering the hours or names.
20-10
20-25 (continued)
a.
INTERNAL
CONTROL DEFICIENCY
b.
TYPE OF MISSTATEMENT
6.
The controller compares two

output records and fails to
compare the output to any input
records.
The controller will not find any existing

mistakes made by the payroll clerk.
7.
The foreman receives the

payroll checks for distribution.
The foreman can keep checks for which he

has submitted time cards for nonexistent
employees.
8.
The foreman mails checks to

absent employees.
Nonexistent or former employees who had

someone else prepare their time cards will
receive a check in the mail.
9.
The controller hires and

approves wages for salaried
employees and signs their
checks.
The controller can submit information for a

nonexistent employee, open a checking
account in the persons name and receive
the direct deposit. She can also submit the
improper salary rate to the payroll clerk and
split the payment with the employee.
10.
The controller has sole access

to pay rates.
The controller can include any pay rates

she desires, for herself or others, including
fictitious employees and friends who will split
the amounts with her.
11.
The payroll clerk can add

names to the payroll records.
The payroll clerk can add fictitious names for

either salaried or hourly employees. She can
set up a checking account in the same
manner discussed in 9.
12.
An accounting clerk does the

bank reconciliation each month.
The person is unlikely to be qualified to

do quality bank reconciliation and will
thereby be unlikely to find the frauds
included previously.
20-11
20-26
a.
The purpose of a surprise payroll payoff is to determine whether or

not nonexistent personnel are included in the payroll.
b.
Procedures other than a surprise payroll payoff that can be used to

discover nonexistent employees are:
1.
2.
c.
When the payroll payoff is taking place, the client should observe
these control procedures:
1.
2.
d.
Examine cancelled payroll checks for employee name,

authorized signature, and proper endorsement that agrees
with the employee's signed W-4 form.
Select several terminated employees from payroll records to
determine whether each former employee received his or her
termination pay in accordance with company policy and was
not paid in subsequent payrolls.
All employees must prove identity.

Unclaimed paychecks must be further investigated. Unclaimed
paychecks might be accounted for by employees who are
sick or on vacation. After all present employees have received
their checks, the remaining paychecks should be traced to
the personnel files to determine if these employees were ever
employed by the client. Thereafter, if practical, the remaining
checks should be held until the employees can be present
with proper identification to claim the check.
See c.2 above.
20-27
DEPARTMENT
Warehouse
and Shipping
Department
EXTENT OF
INCREASE OR
DECREASE IN
PAYROLL
EXPENSE
Extensive
Increase
EXPLANATION FOR
EXPECTED CHANGE IN
DEPARTMENTS PAYROLL EXPENSE
Each online sale must be individually processed
for shipment to single, stand-alone customers.
The time and effort to process, package, and
ship goods to each online customer will
significantly increase the warehouse and shipping
department payroll expense.
20-12
20-27 (continued)
DEPARTMENT
EXTENT OF
INCREASE OR
DECREASE IN
PAYROLL
EXPENSE
IT Department
Little Change
Accounts
Receivable
Department
Little to
Moderate
Increase
Because online sales are applied to customer

credit cards, most of the collection of the
receivables would be handled by the credit card
agencies, not by Archer Uniforms accounts
receivable department. Some increase in payroll
expense may occur, if there are disputes
between Archer Uniforms and the credit card
agencies over the amounts processed
throughout the month. Additional time may be
required to reconcile the processing of cash
payments by the credit card agencies and the
recording of sales in Archer Uniforms financial
statements.
Accounts
Payable
Department
Moderate
Increase
Assuming total sales significantly increase due to

the new online offering, the volume of inventory
purchases will increase. This increase in
inventory purchasing will result in an increase in
vendor payments to be processed. Thus, payroll
expense for the accounts payable department
may increase moderately. Some efficiencies may
be obtained by processing larger bulk orders in a
single vendor payment. However, new products
may be offered and additional vendors may be
used, which in turn will increase the volume of
processing required in accounts payable.
Receiving
Department
Extensive
Increase
Assuming total sales significantly increase due to

the new online offering, the volume of inventory
purchases to be received and processed into the
inventory warehouse will correspondingly
increase.
Executive
Management
Little Change
Most of the work associated with the new online

sales offerings will be the responsibility of other
employees.
EXPLANATION FOR
EXPECTED CHANGE IN
Because the company outsourced the creation
and support of the online sales system, payroll
expense would likely increase minimally (e.g.,
some increase would occur despite the
outsourcing). However, consulting expense
would be expected to increase extensively.
20-13
20-27 (continued)
DEPARTMENT
Marketing
20-28
a.
Moderate
Increase
EXPLANATION FOR
EXPECTED CHANGE IN
The extent of increase in payroll expense for this
department will be dependent on the amount of
advertising that Archer Uniforms creates to
promote its new Web site. Assuming some
advertising is created, there would be a moderate
increase in marketing payroll expense. Other
advertising expenses may increase for ads
generated through external ad agencies and
through Web site ad contracts.
An audit program to verify sales commission expense is as follows:

1.
2.
3.
b.
EXTENT OF
INCREASE OR
DECREASE IN
PAYROLL
EXPENSE
Select a sample of office copies of sales invoices.

a.
Check commissions rate to commissions rate file.
b.
Check computation of sales commissions.
c.
Examine invoices for internal verification by accounts
receivable clerk.
d.
Trace sales commission amounts to sales commission
ledger.
Foot the sales commission ledger for one or more months, and
trace the total to the general ledger.
Compare totals for periods in the sales commission ledger to
period balances of sales commission expense.
An audit program to verify accrued sales commissions is:

1.
2.
3.
Compare the accrual with that of the previous year. Investigate

any significant change.
Compare the amount of commissions paid to the salesmen
on the fifteenth of the month following year-end to the total
accrued commissions at year-end. Obtain a reconciliation and
explanation for any reconciling items.
Send confirmations to salesmen for the larger amounts of
accrued commissions and a sample of the smaller amounts.
20-14
Case
20-29
a.
Conventional forms and documents in a payroll system include the

following:

Personnel records
Deduction authorization forms
Rate authorization forms
Time cards and job time tickets
Payroll checks
Payroll journal or listing and labor distribution
Earnings record
W-2 form
Payroll tax returns
In using the computer service center, it appears that there

is no loss in documentation in substance; however, the earnings
record is not printed out each pay period, thus, the current version
is usually in machine readable form. (This assumes that
authorization forms exist although they are not discussed in the
case.) The fact that the earnings record is in magnetic form is not a
problem, as long as the service bureau has adequate backup and
recovery controls.
The above analysis reflects the fact that Leggert's internal
controls in the payroll area are generally good. There is good
segregation of duties between the President and Clark, assuming
both are trustworthy, honest people. Procedures, forms, records,
and reports are comprehensive and well-designed.
The only potential deficiency in internal control is that
errors in details could be made by the service bureau and not
necessarily be caught. It is difficult to imagine that these would
be material.
20-15
20-29 (continued)
b.
PAYROLL
TRANSACTIONRELATED
AUDIT OBJECTIVE
PROCEDURES
TYPE OF
PROCEDURE
a. Observe existence of personnel

files in President's care.
Test of control
b. Observe use of time clock and

control of time cards by clerk.
Test of control
c. Examine time cards for

President's approval.
Test of control
d. Observe distribution of payroll

checks by President.
Test of control
e. Examine cancelled checks for

proper endorsement.
Substantive test of
transactions
f. Compare cancelled checks

with personnel records.
Substantive test of
transactions
g. Examine cancelled check for

President's signature.
Test of control
2. Existing payroll
transactions are
recorded
(completeness).
a. Account for the numerical

sequence of payroll checks.
Test of control and

substantive test of
transactions
b. Observe preparation of
payroll bank reconciliation by
President.
Test of control
3. Recorded payroll
transactions are for
the amount of time
actually worked
and at the proper
pay rate;
withholdings are
properly calculated
(accuracy).
a. Observe use of time clock

and control of time cards by
Clark.
Test of control
b. Observe Clark rechecking

hours.
Test of control
c. Recompute gross pay,

deductions and net pay.
Substantive test of
transactions
d. Trace rates and authorizations

to personnel file.
Substantive test of
transactions
e. Examine payroll journal or

listing for approval by Clark.
Test of control
f. Compare rates in payroll

journal or listing with personnel
files to determine that rate
actually paid is authorized.
Substantive test of
transactions
1. Recorded payroll
payments are for
work performed by
existing employees
(occurrence).
20-16
20-29 (continued)
PAYROLL
TRANSACTIONRELATED
AUDIT OBJECTIVE
4. Payroll transactions
are properly
classified
(classification).
are recorded on the
correct dates
(timing).
are properly
included in the
employee earnings
record; they are
properly
summarized.
c.
PROCEDURES
TYPE OF
PROCEDURE
a. Review chart of accounts.
Test of control
b. Examine payroll journal or

Test of control
c. Compare classification with

chart of accounts or
procedures manual.
Substantive test of
transactions
a. Observe collection and

processing of time cards by
Clark.
Test of control

Test of control
c. Observe posting of ledger by

Clark.
Test of control
d. Observe preparation of
payroll bank reconciliation by
President.
Test of control
e. Compare date of check

recorded in payroll journal
with date on cancelled checks
and time cards.
Substantive test of
transactions
a. Observe re-adding of payroll

journal or listing and posting
by Clark.
Test of control

Test of control
c. Observe posting of ledger by

Clark.
Test of control
d. Trace postings from payroll

journal to general ledger.
Substantive test of
transactions
Procedures in performance format:

1.
Make observations of the following activities by Mary Clark:

a)
Control, collection and processing of time cards.
b)
Rechecking of hours on time cards.
c)
Processing and approval of payroll journal or listing.
d)
Posting of general ledger.
20-17
20-29 (continued)
d.
2.
Make observations of the following activities by the President:

a)
Maintenance of personnel files.
b)
Distribution of paychecks.
c)
Processing and approval of payroll journal or listing.
d)
Posting of general ledger.
3.
Make observations of the following general matters and

activities:
a)
Use of time clock by employees.
b)
Existence and use of adequate chart of accounts.
4.
Select a sample of payroll check numbers and:

a)
Account for existence and recording of paychecks.
b)
Examine paychecks for President's signature.
c)
Examine checks for proper endorsement.
d)
Compare cancelled checks with personnel records.
e)
Compare date on check with date recorded in payroll
journal or listing and on the time card.
5.
Select a sample of payroll entries from the payroll journal or

listing and perform the following steps:
a)
Obtain time cards, examine for President's approval,
and trace hours to payroll journal or listing.
b)
Examine personnel files and authorization for rates
and deductions.
c)
Recompute gross pay, deductions, and net pay.
d)
Compare account classification with chart of accounts
or procedures manual.
6.
Select a sample of payroll journals and perform the following

steps:
a)
Examine payroll journal for approval by Clark.
b)
Trace postings to general ledger.
A sampling data sheet follows. Note that this sampling data sheet
was prepared using attributes sampling. The only difference between
this approach and a nonstatistical approach is the determination of
sample size. Under nonstatistical sampling, students sample sizes
will vary.
20-18
20-29 (continued)
PLANNED AUDIT
DESCRIPTION OF ATTRIBUTES
EPER*
TER**
ARACR**
INITIAL
SAMPLE
SIZE***
1. Payroll check number accounted for
0%
5%
5%
59
2. Payroll check signed by President
0%
4%
5%
74
3. Time card approved by President
1%
6%
5%
78
4. Time card hours agree with payroll

journal or listing
1%
6%
5%
78
5. Personnel file is complete
0%
6%
5%
49
6. Pay rate and deductions supported

by authorization
1%
4%
5%
156
7. Gross pay, deductions, and net pay

correctly computed
0%
5%
5%
59
*
**
***
These amounts are arbitrary to complete data sheet.

Information to determine actual appropriate amounts is not given in problem.
These amounts are judgments and are not the only acceptable amounts.
Determined from attributes sampling tables.
Internet Problem Solution: Risks of Outsourcing the Payroll Function
20-1
Many businesses outsource the payroll function. In this web article, the IRS
provides information on outsourcing payroll duties for employers who outsource
the payroll function:
(see http://www.irs.gov/businesses/small/article/0,,id=176943,00.html).
In another page, the IRS provides information on employment tax fraud
investigations:
(see http://www.irs.gov/compliance/enforcement/article/0,,id=187270,00
.html)
1.
If the third party makes the payroll tax payments, are they responsible
for any deficiencies or failure to make payments?
Answer:
The employer, not the third party, is ultimately responsible for the
deposit and payment of federal tax liabilities. Even thought the third
party is making the deposits, the employer is the responsible party.
If the third party fails to make the federal tax payments, the IRS
may assess penalties and interest on the employers account.
20-19
Internet Problem 20-1 (continued)

2.
What should be the employer address used for correspondence

with the IRS? Why do you think this provision exists?
Answer:
If there are any issues with an account, the IRS will send
correspondence to the employer at the address of record. The IRS
strongly recommends that the employer not change their address of
record to that of the payroll service provider. That way, the employer
can stay informed of matters involving their business.
3.
Read the fiscal year 2009 investigation entitled Former Owner of

Payroll Company Sentenced to 10 Years in Prison. What was the
number of clients and the amount of payroll taxes that this payroll
operator was charged with charged with failing to remit.
Answer:
The investigation report noted the following: Richley, the owner of
Payroll Data Services Inc. (PDS), pleaded guilty on April 11, 2008
to three counts of mail fraud, four counts of tax evasion, and one
count of money laundering. Richley admitted that between January
2000 and April 2003, he received approximately $4.3 million
of employment taxes from at least 36 PDS clients by falsely
representing that he would pay the funds to the IRS on the
companies behalf. Rather than remitting the employment taxes to
the IRS, Richley used the money for other purposes, including buying
multiple luxury vehicles, spending $360,000 in hotels and casinos
in Las Vegas, and buying a residence in Lawrenceburg, Indiana.
Richley also filed false employment tax returns on behalf of his clients,
and false personal income tax returns, in an effort to conceal his
embezzlement scheme.
4.
Review other investigations in 2009 and 2008. Are there other

cases of fraud involving payroll service providers?
Answer:
In addition to the case involving Payroll Data Services Inc. noted in
#3 above (in the 2009 report), the following three cases reported in
the 2008 investigation report involve a payroll service provider:

Three Payroll Servicing Business Executives Sentenced

for their Roles in Employment Tax Fraud Scheme
On September 24, 2008, in Salt Lake City, Utah, three
executives and primary owners of Provident Management
Group (PMG), which at different times operated in American
20-20

Fork, Provo, Salt Lake City, and Mesa, were sentenced for
their roles in an employment tax fraud scheme. Scott M.
Boley, of Mesa, Arizona, was sentenced to 30 months in
prison; Douglas Morby, of Ogden, Utah, was sentenced to
36 months in prison; and Robert Langford, formerly of Mesa
but now living in Illinois was sentenced to 70 months in
prison. All three must serve three years of supervised
release upon the completion of their prison time and ordered
to pay $2,230,716 in restitution. Morby and Boley pleaded
guilty March 4, 2008, to one count of conspiracy for their
roles in the scheme. Langford pleaded guilty March 13,
2008, to conspiracy, mail fraud, and willful failure to pay over
tax monies. In their plea agreements, the defendants
admitted that one of the services their company provided for
its clients was the collection and payment of federal payroll
taxes to the Internal Revenue Service (IRS). However, the
checks to pay the corresponding taxes were never sent to
the IRS. PMG had the IRS delinquency notices mailed to the
company address and never forwarded them to their clients to
avoid the clients discovery of the growing tax delinquencies.
From about June 30, 2001, to about February 1, 2003, PMG
operated both a trust account and a general account and
money was regularly transferred from the trust account to the
general account where it was not segregated or protected from
uses other than the payment of federal payroll taxes. The
executives of the company used client funds designated for
federal tax withholding payments to meet ongoing business
expenses. The defendants also created the false impression
with their clients that money given to them had been used to
pay taxes.

Indiana Owner of Payroll Service Business Sentenced

for Failing to Pay Over Taxes
On June 3, 2008, in South Bend, Ind., David Lee Jones was
sentenced to 30 months in prison and ordered to pay
$748,277 in restitution to his victims for failing to forward
payroll taxes to the IRS. Jones owned and operated Affiliated
Payroll Services, Inc., a business that provided payroll services,
including the payment of payroll taxes for clients. According
to court documents, Jones collected approximately $458,000
from his clients and did not forward the tax money to the
IRS. Instead, he diverted the employment tax money for his
own personal use.
20-21

Owner of Pay Plus Payroll Administrators Sentenced for

Evasion of Payment of Payroll Taxes
On November 2, 2007, in Tampa, Fla., Robert Kenneth
Dromm, owner of Pay Plus Payroll Administrators, Inc. (Pay
Plus), was sentenced to 48 months in prison to be followed
by three years of supervised release. Dromm pleaded guilty
on August 17, 2007 to one count of tax evasion. According to
court documents, Pay Plus collected funds from its corporate
clients and agreed to file payroll tax returns (Forms 941) with
the Internal Revenue Service (IRS) and pay to the IRS its
clients payroll taxes. During the period between 1999 and
2004, Dromm embezzled the funds of the company which he
knew represented the payroll tax payments of Pay Plus
clients. He engineered a scheme through which he collected
those funds and used them for personal purposes but did not
turn them over to the IRS. During the tax years in question,
as a result of this scheme, Dromm embezzled almost $3
million in this manner and ultimately evaded the payment to
the IRS of approximately $1.6 million in employment tax
funds which he and his company owed to the IRS on behalf
of his clients.
(Note: Internet problems address current issues using Internet sources. Because
Internet sites are subject to change, Internet problems and solutions may change. Current
information on Internet problems is available at www.pearsonglobaleditions.com/arens.)
20-22

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Examine time card for indication of approval to ensure that payroll

1. Comparison of payroll expense

Cutoff misstatements or improper

2. Direct labor divided by sales compared

Cutoff misstatements or amounts

3. Commission expense divided by sales

Failure to record commission on

4. Payroll tax expense divided by salaries

Failure to record payroll taxes or

5. Comparison of accrued payroll and

Failure to record payroll accruals or

6. The percentage of labor included in

Use of improper labor standards, or

7. Analysis of direct labor variances.

Use of improper labor standards, or

Examine cancelled payroll checks for employee name, authorized

Examine the subsequent payroll periods of terminated employees

Cancelled payroll checks for employee name, authorized signature

Types of authorizations in the payroll and personnel cycle are:

Deduction authorization, without which the wrong amount (or no

Payroll check authorization, without which unauthorized funds may

Recompute hours worked from time cards.

Time card hours agree with payroll computations.

Gross pay calculation is verified.

The frequency of control deviations or monetary errors must be estimated

 Multiple Choice Questions From CPA Examinations

 Discussion Questions and Problems

3. Hours worked are

Incorrect times are

6. Time records are

TRANSACTION-RELATED AUDIT OBJECTIVE(S)

To determine if monthly payroll costs have been correctly

To determine if recorded payroll transactions are for work

To determine if employees are paid for the hours they have

To determine if the appropriate person is paid and amount and

To determine if the correct job is charged for labor and if the

To determine if all payroll checks are recorded (completeness).

To determine whether terminated employees were subsequently

SUBSTANTIVE AUDIT PROCEDURE

1. Approval of time cards by foreman and

Observe employees punching inonly

2. Paychecks distributed by someone other

Perform payroll payoff, requiring

3. Pay employees only for time charged to

Compare total hours worked from

4. Internal verification of classification.

Trace labor distribution to supporting job

5. Payroll checks not returned to payroll clerk

Perform payoff as described in 2 above.

6. Internal verification of calculations and

Recompute federal withholding taxes

7. Payroll checks are prenumbered and

Reconcile the disbursements in the

Posting and summarization.

Completeness, accuracy and cutoff.

Occurrence, timing and accuracy.

Occurrence and accuracy (if totals are compared).

Multiple Choice Questions From CPA Examinations

Discussion Questions and Problems