3/26/24, 3:11 PM Solution Manual Auditing and Assurance Services 13e by Arens Chapter 20

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 Direct labor
Inventory Salary expense
Construction in progress Commission expense
Wages payable Payroll tax expense
Payroll taxes withheld
Accrued payroll taxes
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. 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).
2. 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).
3. 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.
4. Compare postings to the chart of accounts to ensure that payroll
transactions are properly classified. (Classification)
5. 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

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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 Cutoff misstatements or improper
accounts to amounts in prior years. amounts recorded in a period.
2. Direct labor divided by sales compared Cutoff misstatements or amounts
to industry standards in prior years. charged to improper payroll accounts.

3. Commission expense divided by sales Failure to record commission on

compared to industry standards, prior sales, or recording the improper
years, or sales agreements. commission amount.
4. Payroll tax expense divided by salaries Failure to record payroll taxes or
and wages compared to prior year recording of the improper amount.
balances adjusted for changes in the
tax rate and not including officers’
salaries.
5. Comparison of accrued payroll and Failure to record payroll accruals or
payroll tax accounts to prior years. recording improper amounts at the
end of a period.
6. The percentage of labor included in Use of improper labor standards, or
work in process and finished goods classification misstatements.
inventories compared to prior years.

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. Examine cancelled payroll checks for employee name, authorized

signature, and proper endorsement (especially for second endorse-
ments) to discover checks going to nonexistent employees. The
endorsement should be compared to signatures on W-4 forms.
2. 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.
3. 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.

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20-9 (continued)
4. Examine the subsequent payroll periods of terminated employees
to ascertain that the employees are no longer being paid.
5. 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. Cancelled payroll checks for employee name, authorized signature
and proper endorsement, watching specifically for unusual or recurring
second endorsements.
2. Payroll journal or listing, tracing transactions to the personnel files
to determine whether the employees were actually employed during
the payroll period.
3. 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.
4. Payroll checks, observing each employee as he or she picks up and
signs for his or her check.
5. Time cards, testing them for reasonableness or observing whether
they are being punched by the proper employees.
20-12 Types of authorizations in the payroll and personnel cycle are:
1. Deduction authorization, without which the wrong amount (or no
deduction) may be deducted from the employee's paycheck.
2. Rate authorizations, without which the employee may be getting
paid at the wrong rate.
3. Time card authorization, without which the employee may be getting
paid for the wrong quantity of hours worked.

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20-12 (continued)

4. Payroll check authorization, without which unauthorized funds may

be paid out.
5. Commission rate authorization, without which the salespeople might
be improperly compensated for their sales efforts.
6. 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. Recompute hours worked from time cards.

2. Compare pay rates with union contract, approval by the board of
directors, or other source.
3. Recompute gross pay.
4. Check withholdings by reference to tax tables and authorization
forms in personnel files.
5. Recompute net pay.
6. 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. Time card hours agree with payroll computations.

2. Overtime hours are approved.
3. Foreman approves all time cards.
4. Hourly rates agree with personnel files and union contracts.

20-5

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20-16 (continued)

5. Gross pay calculation is verified.

6. Exemptions taken agree with W-4.
7. Income tax, other deductions, and net pay calculations are verified.
8. Authorizations are available for voluntary withholdings and
miscellaneous deductions.
9. 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

TRANSACTION- SUBSTANTIVE
RELATED AUDIT TEST OF POTENTIAL AUDIT
OBJECTIVE CONTROL MISSTATEMENT PROCEDURE
1. Recorded payroll Examine Employees are Compare rates
transactions are authorizations in paid the wrong in payroll
stated at the personnel files. rate. journal or listing
proper pay rates to rates in
(accuracy). personnel files.
2. Recorded payroll Examine Employees are Compare
transactions exist personnel files for improperly termination
(occurrence). termination terminated and dates from
notices. payment personnel files
continues. to date of last
paycheck.

20-6

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TRANSACTION- SUBSTANTIVE
RELATED AUDIT TEST OF POTENTIAL AUDIT
OBJECTIVE CONTROL MISSTATEMENT PROCEDURE
3. Hours worked are Examine time Incorrect recording Randomly
correctly recorded cards and observe of time. sample workers
(accuracy). preparation. and trace to
time cards for
hours worked.
4. Recorded payroll Examine time Incorrect times are Analyze payroll
payments are for cards for used in computing records of a
work actually approval. employees' pay. sample of
performed by employees for
existing employees reasonableness.
(occurrence).
5. Recorded payroll Examine payroll Employees’ pay is Recompute
transactions are journal or listing miscalculated. employees'
for proper rate and for indication of pay, compare
amount (accuracy). internal verification. pay rates to
personnel files,
and hours
worked to time
cards.
6. Time records are Examine system Direct labor is Trace entries
properly classified of identifying jobs charged to wrong from job
by job by number. jobs. summaries to
(classification). time cards, job
cards, etc.
7. Recorded payroll Observe and Payroll payments Trace payroll
checks are for discuss payroll are made to checks to
work performed by system with nonexistent employees,
existing employees employees. employees. to determine
(occurrence). if employee
exists.
8. Payments are Observe Payments are Examine
made to actual payments and made to wrong cancelled
employees discuss with employees. checks for
(occurrence). employees. endorsements,
and compare to
personnel file.
9. Recorded payroll Observe Unclaimed Examine
transactions are distribution of paychecks are cancelled
for work performed paychecks and cashed by the checks for
by existing recording of wrong people. endorsements,
employees unclaimed wages. and compare to
(occurrence). personnel file.

20-7

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20-20

TYPE OF TEST TRANSACTION-RELATED AUDIT OBJECTIVE(S)

1. Substantive test To determine if monthly payroll costs have been correctly
of transactions allocated (accuracy).
2. Test of control To determine if recorded payroll transactions are for work
actually performed by existing employees (occurrence).
3. Substantive test To determine if employees are paid for the hours they have
of transactions worked (accuracy).
4. Substantive test To determine if the appropriate person is paid and amount and
of transactions time are correct (accuracy and timing).
5. Substantive test To determine if the correct job is charged for labor and if the
of transactions 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 To determine whether terminated employees were subsequently
of transactions 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 Observe employees punching in—only
observation of use of time clock by the one card per employee—to see whether
foreman. any employee punches two cards
(normally not an effective or practical
audit procedure).
2. Paychecks distributed by someone other Perform payroll payoff, requiring
than the foreman. identification from all employees prior
to payment.
3. Pay employees only for time charged to Compare total hours worked from
jobs. Reconcile payroll expense to payroll journal or listing to total hours
amounts charged to jobs. 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 Perform payoff as described in 2 above.
after signing.
6. Internal verification of calculations and Recompute federal withholding taxes
amounts. and trace to employee earnings record.
7. Payroll checks are prenumbered and Reconcile the disbursements in the
accounted for. Use an imprest bank payroll journal or listing to the
account where the amount to be disbursements on the payroll bank
deposited is taken from the payroll journal statement.
or listing.

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20-22

APPLICABLE TRANSACTION-RELATED OR
TYPE OF TEST 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) Occurrence and accuracy (if totals are compared).

(1), (2) (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 TESTS OF DETAILS
OF TRANSACTIONS OF BALANCES

6 2

5 9

3 7

8 4

20-9

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20-24 a. 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.
b. 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. b.
INTERNAL
CONTROL DEFICIENCY TYPE OF MISSTATEMENT

1. The foreman should not hire The foreman may hire unqualified
employees. employees, friends or possibly a fictitious
person to be paid through the payroll
system.

2. The foremen should not The foreman may provide inappropriate pay
recommend wages for rates or pay rates that are split between an
employees. employee and the foreman.

3. Time cards should not be left in Employees, including the foreman, can take
a box that employees have extra time cards and clock in for other
access to. employees or fictitious employees.

4. The foreman collects and The foreman can include fictitious time cards
approves the time cards as well for check preparation.
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.)

5. There is no internal verification The payroll clerk can make mistakes

of the payroll clerk’s input of entering the hours or names.
names or hours into the payroll
system.

20-10

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20-25 (continued)

a. b.
INTERNAL
CONTROL DEFICIENCY TYPE OF MISSTATEMENT

6. The controller compares two The controller will not find any existing
output records and fails to mistakes made by the payroll clerk.
compare the output to any input
records.

7. The foreman receives the The foreman can keep checks for which he
payroll checks for distribution. has submitted time cards for nonexistent
employees.

8. The foreman mails checks to Nonexistent or former employees who had

absent employees. someone else prepare their time cards will
receive a check in the mail.

9. The controller hires and The controller can submit information for a
approves wages for salaried nonexistent employee, open a checking
employees and signs their account in the person’s name and receive
checks. 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 The controller can include any pay rates
to 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 The payroll clerk can add fictitious names for
names to the payroll records. 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 The person is unlikely to be qualified to

bank reconciliation each month. do quality bank reconciliation and will
thereby be unlikely to find the frauds
included previously.

20-11

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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. Examine cancelled payroll checks for employee name,

authorized signature, and proper endorsement that agrees
with the employee's signed W-4 form.
2. 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.

c. When the payroll payoff is taking place, the client should observe
these control procedures:

1. All employees must prove identity.

2. 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.

d. See c.2 above.

20-27

EXTENT OF
INCREASE OR
DECREASE IN EXPLANATION FOR
PAYROLL EXPECTED CHANGE IN
DEPARTMENT EXPENSE DEPARTMENT’S PAYROLL EXPENSE
Warehouse Extensive Each online sale must be individually processed
and Shipping Increase for shipment to single, stand-alone customers.
Department 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

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20-27 (continued)

EXTENT OF
INCREASE OR
DECREASE IN EXPLANATION FOR
PAYROLL EXPECTED CHANGE IN
DEPARTMENT EXPENSE DEPARTMENT’S PAYROLL EXPENSE
IT Department Little Change 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.
Accounts Little to Because online sales are applied to customer
Receivable Moderate credit cards, most of the collection of the
Department Increase receivables would be handled by the credit card
agencies, not by Archer Uniform’s 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 Uniform’s financial
statements.
Accounts Moderate Assuming total sales significantly increase due to
Payable Increase the new online offering, the volume of inventory
Department 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 Extensive Assuming total sales significantly increase due to
Department Increase the new online offering, the volume of inventory
purchases to be received and processed into the
inventory warehouse will correspondingly
increase.
Executive Little Change Most of the work associated with the new online
Management sales offerings will be the responsibility of other
employees.

20-13

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20-27 (continued)

EXTENT OF
INCREASE OR
DECREASE IN EXPLANATION FOR
PAYROLL EXPECTED CHANGE IN
DEPARTMENT EXPENSE DEPARTMENT’S PAYROLL EXPENSE
Marketing Moderate The extent of increase in payroll expense for this
Increase 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.

20-28 a. An audit program to verify sales commission expense is as follows:

1. 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.
2. Foot the sales commission ledger for one or more months, and
trace the total to the general ledger.
3. Compare totals for periods in the sales commission ledger to
period balances of sales commission expense.

b. An audit program to verify accrued sales commissions is:

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

any significant change.
2. 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.
3. Send confirmations to salesmen for the larger amounts of
accrued commissions and a sample of the smaller amounts.

20-14

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 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

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20-29 (continued)

b.

PAYROLL
TRANSACTION-
RELATED TYPE OF
AUDIT OBJECTIVE PROCEDURES PROCEDURE
1. Recorded payroll a. Observe existence of personnel Test of control
payments are for files in President's care.
work performed by
b. Observe use of time clock and Test of control
existing employees
control of time cards by clerk.
(occurrence).
c. Examine time cards for Test of control
President's approval.
d. Observe distribution of payroll Test of control
checks by President.
e. Examine cancelled checks for Substantive test of
proper endorsement. transactions
f. Compare cancelled checks Substantive test of
with personnel records. transactions
g. Examine cancelled check for Test of control
President's signature.
2. Existing payroll a. Account for the numerical Test of control and
transactions are sequence of payroll checks. substantive test of
recorded transactions
(completeness).
b. Observe preparation of Test of control
payroll bank reconciliation by
President.
3. Recorded payroll a. Observe use of time clock Test of control
transactions are for and control of time cards by
the amount of time Clark.
actually worked
b. Observe Clark rechecking Test of control
and at the proper
hours.
pay rate;
withholdings are c. Recompute gross pay, Substantive test of
properly calculated deductions and net pay. transactions
(accuracy). d. Trace rates and authorizations Substantive test of
to personnel file. transactions
e. Examine payroll journal or Test of control
listing for approval by Clark.
f. Compare rates in payroll Substantive test of
journal or listing with personnel transactions
files to determine that rate
actually paid is authorized.

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20-29 (continued)

PAYROLL
TRANSACTION-
RELATED TYPE OF
AUDIT OBJECTIVE PROCEDURES PROCEDURE
4. Payroll transactions a. Review chart of accounts. Test of control
are properly
b. Examine payroll journal or Test of control
classified
listing for approval by Clark.
(classification).
c. Compare classification with Substantive test of
chart of accounts or transactions
procedures manual.
5. Payroll transactions a. Observe collection and Test of control
are recorded on the processing of time cards by
correct dates Clark.
(timing). b. Examine payroll journal or Test of control
listing for approval by Clark.
c. Observe posting of ledger by Test of control
Clark.
d. Observe preparation of Test of control
payroll bank reconciliation by
President.
e. Compare date of check Substantive test of
recorded in payroll journal transactions
with date on cancelled checks
and time cards.
6. Payroll transactions a. Observe re-adding of payroll Test of control
are properly journal or listing and posting
included in the by Clark.
employee earnings b. Examine payroll journal or Test of control
record; they are listing for approval by Clark.
properly
summarized. c. Observe posting of ledger by Test of control
Clark.
d. Trace postings from payroll Substantive test of
journal to general ledger. transactions

c. 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.

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20-29 (continued)

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.

d. 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.

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20-29 (continued)

PLANNED AUDIT INITIAL

SAMPLE
DESCRIPTION OF ATTRIBUTES EPER* TER** ARACR** 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 1% 6% 5% 78
journal or listing

5. Personnel file is complete 0% 6% 5% 49

6. Pay rate and deductions supported 1% 4% 5% 156
by authorization

7. Gross pay, deductions, and net pay 0% 5% 5% 59

correctly computed

* 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 employer’s account.

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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

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Internet Problem 20-1 (continued)

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.

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Internet Problem 20-1 (continued)

 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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3/26/24, 3:11 PM Solution Manual Auditing and Assurance Services 13e by Arens Chapter 20

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