Fundamental Payroll Certification (FPC) 2025 – 400 Free Practice Questions to Pass the Exam

Employer contributions to retirement plans are indeed governed by plan guidelines specified by the employer. This means that an employer has the discretion to set the terms and conditions of their retirement plan, including how much they will contribute, when contributions will be made, and other key provisions. These guidelines must comply with relevant laws and regulations, such as ERISA (Employee Retirement Income Security Act), but within that framework, employers hold significant control over the specifics of their contribution plans.

In contrast, the other statements do not accurately reflect the nature of employer contributions. For example, while contributions are at the employer's discretion in many cases, they are not optional under all circumstances, especially when a plan specifies required employer contributions. Contributions do not necessarily have to be made at the end of each fiscal year; the timing can vary based on the plan terms. Additionally, employer contributions are separate from employee deductions; while employers may match or contribute to plans based on employee contributions, they are distinct transactions and should not be misconstrued as being deducted from an employee's salary directly.