PF1인증덤프샘플다운 & PF1인증시험덤프문제

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DumpTOP는 고객님께서National Payroll Institute PF1첫번째 시험에서 패스할수 있도록 최선을 다하고 있습니다. 만일 어떤 이유로 인해 고객님이National Payroll Institute PF1시험에서 실패를 한다면 DumpTOP는National Payroll Institute PF1덤프비용 전액을 환불 해드립니다. 시중에서 가장 최신버전인National Payroll Institute PF1덤프로 시험패스 예약하세요.

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>> PF1인증덤프샘플 다운 <<

시험대비에 가장 적합한 PF1인증덤프샘플 다운 인증덤프

National Payroll Institute인증 PF1시험준비중이신 분들은National Payroll Institute인증 PF1시험통과가 많이 어렵다는것을 알고 있을것입니다. 학교공부하랴,회사다니랴 자격증공부까지 하려면 너무 많은 정력과 시간이 필요할것입니다. 그렇다고 자격증공부를 포기하면 자신의 위치를 찾기가 힘들것입니다. DumpTOP 덤프는 IT인증시험을 대비하여 제작된것이므로 시험적중율이 높아 다른 시험대비공부자료보다 많이 유용하기에 IT자격증을 취득하는데 좋은 동반자가 되어드릴수 있습니다. DumpTOP 덤프를 사용해보신 분들의 시험성적을 통계한 결과 시험통과율이 거의 100%에 가깝다는 놀라운 결과를 얻었습니다.

최신 Payroll Fundamentals PF1 무료샘플문제 (Q61-Q66):

질문 # 61
Which of the following deductions would be the last payroll withholding in order of priority?

정답：B

설명：
In payroll, deductions are applied in a priority order so employers satisfy mandatory legal obligations first.
CRA collection tools such as a Requirement to Pay (RTP) and a Demand on a Third Party (DTP) are legal
/garnishment-type deductions. CRA explains that a Requirement to Pay directs a third party (often the employer) to send amounts otherwise payable to the employee to the CRA, and the employer must comply.
Company pension contributions (where participation is required as a condition of employment or under a plan
/collective agreement) are generally company-compulsory deductions-important, but they come after statutory and legal deductions. Voluntary insurance coverage is a classic voluntary deduction (the employee chooses it; it is not legally required). Voluntary deductions are normally taken last because they must not interfere with statutory/legal withholding obligations.
So among the options, voluntary insurance coverage is the one that would be withheld last in the order of priority.


질문 # 62
Phan was employed fromMarch 1, 1992throughJanuary 10, 2007. He was not a member of the organization' s pension plan. Calculate the number of years eligible for the$1,500.00portion of a retiring allowance.

정답：A

설명：
The special$1,500transfer eligibility connected to retiring allowances is based specifically onyears (or part- years) of service before 1989where the employee hadno vested employer pension/DPSP benefitsfor those years. CRA explains that, in addition to the $2,000-per-year pre-1996 rule, you can also transfer an additional
$1,500 for each year or part-year before 1989that meets the vesting condition.
Phan's employment began in1992, which isafter 1989. Because he haszeroservice before 1989, there areno years that can qualify for the $1,500 portion-regardless of whether he belonged to a pension plan.
Therefore, the number of eligible years for the$1,500component is0(option A). Payroll must base this calculation on actual service dates, including any related-employer service if applicable, but here the start date alone makes the $1,500 portion ineligible.


질문 # 63
The employee-employer relationship is deemed to be severed when:

정답：D

설명：
In ROE administration, the key concept is whether the employment relationship is still "active" (that is, whether there is an ongoing expectation the employee will work again). Service Canada's ROE guidance ties ROE issuance to an interruption of earnings and specifically identifies situations where an employee is no longer on the employer's active employment list (for example, no expectation of future work) as a trigger for issuing an ROE.
Options A and B describe circumstances that can still align with an ongoing employment relationship. For example, employees may remain eligible for certain benefits after a last day worked, and a right to recall means the employer may still consider the employee attached to the workplace (often still "active" depending on the arrangement). In contrast, when there is no expectation of work to be performed, the relationship is effectively ended for ROE purposes, and the employer generally proceeds with separation reporting and ROE completion based on the interruption of earnings rules.


질문 # 64
A paper Record of Employment must be issued:

정답：B

설명：
Service Canada's ROE guidance states that an employer must issue an ROE each time an employee experiences an interruption of earnings and when Service Canada requests one. This makes option A true.
For paper ROEs, the ROE guide is explicit about deadlines: you must issue a paper ROE within 5 calendar days of (1) the first day of an interruption of earnings, or (2) the day the employer becomes aware that an interruption of earnings has occurred. This confirms option B.
An interruption of earnings generally occurs under the 7-day rule-when an employee has had or is anticipated to have 7 consecutive calendar days with no work and no insurable earnings from the employer.
That's why option C is also true: once the employer becomes aware the 7-day threshold is met (or will be met), the ROE requirement is triggered, and the paper ROE must be issued within the time limit above.


질문 # 65
Feraz Dalia is due $12,523.00 in legislated wages in lieu of notice that will be added to his last weekly pay of
$1,080.00. Calculate Feraz's Employment Insurance (EI) premium, if his employer is situated in Saskatchewan and the yearly maximum contribution will not be exceeded.

정답：

설명：
$221.73 (employee EI premium)
Explanation:
In Saskatchewan (outside Quebec), EI premiums are deducted at the 2026 employee EI premium rate of $1.63 per $100 of insurable earnings (1.63%).
CRA guidance confirms that wages in lieu of termination notice are subject to EI premiums, and to determine statutory deductions you include the wages in lieu with the regular income (if any) for the pay period.
Step 1: Determine total insurable earnings in the final pay (assuming both amounts are insurable and the annual maximum won't be exceeded):
$12,523.00 + $1,080.00 = $13,603.00.
Step 2: Calculate EI premium:
$13,603.00 × 1.63% = $13,603.00 × 0.0163 = $221.7289, which rounds to $221.73.
So, the EI premium to deduct from Feraz's pay for this combined payment is $221.73.


질문 # 66
......

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