Answer:
The cost recorded for the equipment=$66,500
Explanation:
When dealing with the total cost of an equipment we take the purchase cost and other additional associated costs that come with the equipment. This can be expressed as;
T=P+A
where;
T=total cost
P=purchase cost
A=additional costs(transportation cost+sales tax+installation cost)
In our case;
T=unknown
P=$60,000
A=(1,000+3,000+2,500)=$6,500
replacing;
T=60,000+6,500=66,500
The total cost=$66,500
The cost recorded for the equipment=$66,500
Beach Bake, a small maker of a new sunscreen, needs financing to build a warehouse. The owner wants to avoid personal loans. Asset-based financing I would recommend.
What is asset based financing?
Working capital and term loans are given to businesses using a specific technique called asset-based finance. As collateral, it uses real estate, accounts receivable, machinery, equipment, and inventories. When a loan to a corporation is backed by one of the company's assets, it is effectively referred to as a secured loan.
How do asset-based loans work?
Asset-based lending refers to a loan or line of credit given to a company and secured by a piece of property. Inventory, equipment, accounts receivable, and other balance-sheet assets are just a few examples of the different types of collateral utilized in asset-based lending.
Learn more about secured loan: brainly.com/question/17077155
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<u>Answer:</u>
<u>- Yes,</u>
<u>- Bilateral, Implied contract which is enforceable.</u>
<u>Explanation</u>:
Note, both parties consented to a contract even though it was an informal setting. Remember, certain gestures were used by Ed to show contract acceptance, There's also valid consideration since the value of the exchange is known; which is a candy bar for $1.
Fran thus understands that Ed will pay for the candy later since he saw the sign, this also makes it a bilateral contract (between two parties only). The contract is also enforceable since it is legal to sell candies.
Answer:
The correct answer is C) Employment-at-will
Explanation:
Under the employment-at-will doctrine, employers can dismiss an employee for any reason as long as the reason is not illegal (for example, firing someone because of his race or sex, which would be illegal discrimination), and employees can leave the job at anytime at will. Under this doctrine, if you do not want to keep working, you just stop going to your job.
The benefit of this doctrine is that it gives more labor flexibility and avoids the existence of lawsuits. The con of this doctrine is that it reduces labor protections.
