1. TESTING THE PAYROLL SYSTEM

2. Control Objectives
(a) Payment of wages and salaries should be made only in respect of the client's authorized employees. (b) Payment should be made at authorized rates of pay. (c) Wages and salaries payments should be in accordance with records of work performed, e.g. time, output, commissions on sales. (d) Payroll and payroll deductions (tax and social security) should be calculated accurately. (e) Payment should be made to the correct employees. (f) Liabilities to the tax authorities for tax and social security should be properly recorded.

3. CONTROL PROCEDURES - WAGES AND SALARIES
(a) Approval and control of documents i) There should be written authorization to employ or dismiss any employee. ii) Changes in rates of pay should be authorized in writing by an official outside the wages department. iii) Overtime worked should be authorized in advance by a manager/supervisor, iv) An independent official should review the payroll and sign it. v) The wages cheque should be signed by two signatories and agreed with the signed payroll.

4. vi) Where weekly pay relates to hours at work, clock cards should be used. There should be supervision of the cards and the timing devices, particularly when employees are clocking-on or off. vii) Where a piece work system operates, payment should only be made for work of an appropriate quality which has been inspected and approved. viii) Personnel records should be kept independently of the payroll department for each employee giving details of engagement, retirement, dismissal or resignation, rates of pay, holidays etc, with a specimen signature of the employee. ix) A wages supervisor should be appointed who could perform some of the authorization duties listed above.

5. Arithmetical accuracy
(i) Where appropriate, payroll should be prepared from clock cards, job cards etc, and a sample checked for accuracy against current 'rates of pay. (ii) Payroll details should be checked for '.he accurate calculation of deductions e.g. tax, social security, pensions, trade union subscriptions etc

6. Control accounts
(i) Control accounts should be maintained in respect of each of the deductions showing amounts paid periodically to the inland Revenue, trade unions etc. (ii) Overall analytical checks should be carried out to highlight major discrepancies e.g. check against budgets, changes in amounts paid over a period of time, check against personnel records. (iii) Management should exercise overall review and control.

7. Access to assets and records
(i) Employees should sign for their wages. (ii) No employee should be allowed to take the wages of another employee. (iii) When wages are claimed late, the employee should sign for the wage packet and the release of the packet should be authorized. (iv) The system should preferably allow the wages to be checked by the employee before the packet is opened, by using specially designed wage packets. (v) The wages department should preferably be a separate department with their personnel not involved with receipts or payments functions.

8. (Vi) The employee making up the pay packets should not be the employee who prepares the payroll. (viii) A surprise attendance at the pay-out should be made periodically by an independent official. (ix) Unclaimed wages should be recorded in a register and held by someone outside the wages department until claimed or until a predefined period after which the money should be rebanked. An official should investigate the reason for unclaimed wages as soon as possible.

9. Tests of Controls - Wages and Salaries
(a) Test sample of time sheets, clock cards or other records, for approval by responsible official. Pay particular attention to the approval of overtime where relevant. (b) Test authority for payment of casual labor, particularly if in cash. (c) Observe wages distribution for adherence to procedures ensuring employees sign for wages, that unclaimed wages are re-banked etc. (d) Test authorization for payroll amendments by reference to personnel records. (e) Test control over payroll amendments.

10. (f) Examine evidence of checking of payroll calculations (e. g
(f) Examine evidence of checking of payroll calculations (e.g. a signature of the financial controller). (g) Examine evidence of approval of payrolls by a responsible official. (h) Examine evidence of independent checks of payrolls (e.g. by internal audit). (i) Inspect payroll reconciliations. (j) Examine explanations for payroll expense variances. (k) Test authorities for payroll deductions. (l) Test controls over unclaimed wages.

11. TESTING THE CASH SYSTEM

12. Control Objectives
a) all sums due to the company are received and subsequently accounted for b) no payments are made which should not be made c) all receipts and payments are promptly and accurately recorded.

13. CONTROL PROCEDURES
(a) Controls over cash receipts by post (b) Controls over cash collected by salesmen and representatives (c) Controls over cash sales (d) Controls over banking of receipts (e) Controls over cheque payments (f) Bank reconciliations (g) Controls over petty cash

14. Controls over Cash Receipts by post:
a) The company should safeguard against possible interceptions between the receipt and opening of the post e.g. by using a locked mail box and restricting access to the keys.
b) The opening of the post should be supervised by a responsible official and where the volume of mail is significant; at least two persons should be present when the mail is opened.
c) All cheques and postal orders should be restrictively crossed 'Account payee only, not negotiable' as soon as the mail is opened. This may already appear on the documents when they are received; if not, it should be added.
d) A record should be made immediately of:
Cheques and postal orders received
Cash received.

15. This record may be in the form of a rough cash book, adding machine list or copies of remittance advices. It provides control over the eventual sums banked and entered into the cash book.
e) The cashier and sales ledger personnel should not have access to the receipts before this record is made.
f) Receipts should be kept in a locked safe or other security area and banked immediately.
g) Post should be date stamped. It provides evidence of when remittances are received and can periodically be checked against the date of banking. This helps to prevent cash received one day being banked as representing different receipts on a later day (a process known as 'teeming and lading').

16. Controls over cash collected by salesmen and representatives:
a) Authority to collect cash should be clearly defined. b) Salesmen and others should be required to remit cash and report sales at regular intervals. c) A responsible official should quickly follow up salesmen who do not submit returns as required. d) Collections should be recorded when received e.g. in a rough cash book or copies of receipts which should be given to the salesmen or travelers. e) The collector's cash receipts should be reconciled to the eventual banking which should be made as promptly as possible.

17. Controls over Cash Sales:
a) Cash sales should be recorded at the point the sale is made. Usually this is by means of a Cash Till or the use of cash sale invoices or receipts. b) If cash sale invoices or receipts are used they should be pre-numbered, a register should be maintained of cash sale books and copies should be retained. c) Cash received should be reconciled daily with either the till roll or the invoice totals. Cash should be banked promptly d) This reconciliation should be carried out by someone independent of those receiving the cash and recording the sale. e) Daily banking should be checked against the till roll or invoice total and differences investigated. f) A responsible official should sign cancelled cash sale invoices at the time of cancellation. All such invoices should be checked periodically for sequential numbering.