Final answer:
Common payments and benefits subject to QPIP premiums are typically tied to employee compensation, including salary and taxable benefits like health benefits, retirement plans, and legally required insurances. Employee training expenses and workplace utilities are operational costs, while bonuses are a form of supplemental pay that may be subject to premiums.
Step-by-step explanation:
When considering common payments and benefits that are subject to QPIP premiums, items such as employee training expenses (training), workplace utilities (utilities), and bonuses for exceptional performance (performance) do not typically fall under these premiums. Instead, QPIP premiums are related to aspects of employment that are tied directly to an employee's compensation and benefits. This can include employee insurance, retirement plans, employer payments to social security, and other legally required benefits.
Regarding the options provided:
- Employee training expenses are generally seen as an operational cost and not subject to these premiums.
- Workplace utilities are also considered operational costs.
- Bonuses for exceptional performance are a form of supplemental pay and may be subject to such premiums.
- Salary and other taxable benefits are indeed subject to QPIP premiums as they form part of the total compensation package for an employee.
The term 'other taxable benefits' typically includes items such as health benefits, retirement and savings accounts, and legally required insurances such as unemployment and workers' compensation insurance. Employers are also required by law to pay into pension insurance through agencies like the Pension Benefit Guarantee Corporation and workman's compensation insurance.