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Regular pay = 40 × $22 = $880.

Overtime = 6 × ($22 × 1.5) = 6 × $33 = $198.

Total gross = $880 + $198 = $1,078.

APA stresses that overtime calculations must follow FLSA standards. Even minor underpayments expose employers to penalties and back pay liability.

The Equal Pay Act of 1963 mandates equal pay for men and women performing substantially equal work under similar conditions. Title VII also prohibits discrimination but covers broader employment practices. APA stresses payroll’s role in monitoring pay practices to ensure compliance with equal pay requirements and prevent lawsuits or penalties.

A payroll register is a comprehensive internal report summarizing employee wages, deductions, and net pay for each payroll run. It is used for reconciliation, audits, and compliance. Pay stubs provide individual employee details, while Forms 940/941 handle tax reporting. APA highlights payroll registers as essential tools for payroll professionals to verify accuracy and support financial controls.

Year-end reconciliation ensures payroll records match quarterly filings and IRS requirements before issuing W-2s and 1099s. This process prevents discrepancies, penalties, and rework. APA highlights this step as critical for compliance and employee trust in payroll accuracy.

The Occupational Safety and Health Act (OSHA) requires employers to maintain safe workplaces. While primarily safety-focused, payroll may be involved in handling injury-related leave, compensation, and recordkeeping. FMLA provides job-protected leave, ERISA governs benefits, and COBRA governs continuation of health insurance. APA emphasizes that payroll professionals must coordinate with HR and safety departments to ensure accurate pay adjustments and compliance with OSHA reporting requirements.