Answer:
27%
Explanation:
The actual rate being charge on these loans is the effective annual rate and the formula to calculate it is:
i=(1+(r/m))^m−1
i= effective annual rate
r= interest rate in decimal form=0.24
m=number of compounding periods per year= 52 (a year has 52 weeks).
i=(1+(0.24/52))^52-1
i=1.27-1
i=0.27
According to this, the answer is that the actual rate being charge on these loans is 27%.
Transnet SOC Ltd is a rail, port, and pipeline company in Johannesburg.
Price: This company is a price maker, therefore, in terms of price, Transnet perfect compitetor is a price taker.
Output: Transnet has the ability to decide the quantity of their output and they have many competitors on this one.
<span>Profit: Transnet might be able to increase their profit but in a competition it would be hard because customers might switch to the competitor. </span>
Answer:
a) 1. Acquired cash by issuing common stock ⇒ Asset Source
2. Paid a cash dividend to the stockholders ⇒ Asset Use
3. Paid cash for operating expenses ⇒ Asset Use
4. Borrowed cash from a bank ⇒ Asset Source
5. Provided services and collected cash ⇒ Asset Source
6. Purchased land with cash ⇒ Asset Exchange
7. Determined that the market value of the land is higher than the historical cost ⇒ Not applicable
b) I used an excel spreadsheet because there is not enough room here.
Answer:
In employment law, a bona fide occupational qualification (BFOQ) (US) or bona fide occupational requirement (BFOR) (Canada) or genuine occupational qualification (GOQ) (UK) is a quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees—a quality that when considered in other contexts would constitute discrimination and thus be in violation of civil rights employment law. Such qualifications must be listed in the employment offering.[citation needed]
Explanation:
Canada
The law of Canada regarding bona fide occupational requirements was considered in a 1985 Canadian court case involving an employee of the Canadian National Railway, K. S. Bhinder, a Sikh whose religion required that he wear a turban, lost his challenge of the CNR policy that required him to wear a hard hat.[1] In 1990, in deciding another case, the Supreme Court of Canada amended the Bhinder decision: "An employer that has not adopted a policy with respect to accommodation and cannot otherwise satisfy the trier of fact that individual accommodation would result in undue hardship will be required to justify his conduct with respect to the individual complainant. Even then the employer can invoke the BFOQ defence."[2]
United States
In employment discrimination law in the United States, both Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act contain a BFOQ defense. The BFOQ provision of Title VII provides that:
[I]t shall not be an unlawful employment practice for an employer to hire and employ employees, for an employment agency to classify, or refer for employment any individual, for a labor organization to classify its membership or to classify or refer for employment any individual, or for an employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining programs to admit or employ any individual in any such program, on the basis of his religion, sex, or national origin in those certain instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise ...[3]
i'm not able to add the balance of the answer so pls go to https://en.wikipedia.org/wiki/Bona_fide_occupational_qualification
