<span>It is backed by collateral, and in this case since it is a home mortgage, the collateral is your home. That means that if you don't pay your loan monthly payments on time or don't pay them at all, then they can take your home away and you can end up on the streets. That's why it is secured, it is secured for the bank, not for you.</span>
Answer:
b. It is a luxury good.
Explanation:
Income Elasticity = 2
The Income Elasticity > 1. So, it is luxury goods. In economics, income elasticity for luxury goods is greater than 1 (i.e. Income Elasticity > 1). So option b is correct.
Answer:
True
Explanation:
Based on the information given we were told that Martha does not recognize gain or loss on the distribution and takes a:
Basis in the cash of $40,000 which is TRUE because we were told that MMM distributes $40,000 cash to Martha
Basis in the receivables of $10,000 which is TRUE because we were told that she has an outside basis of $50,000 with distributed cash of $40,000 and accrual-basis accounts receivable of $20,000. Therefore the basis in the receivable of $10,000 is calculated as:
Cash $40,000 + Account receivable $20,000=$60,000
Hence,
$60,000- Outside basis $50,000
=$10,000 Basis in the receivable
The main body of law governing collective bargaining is the National Labor Relations Act (NLRA). It is also referred to as the Wagner Act. It explicitly grants employees the right to collectively bargain and join trade unions. The NLRA was originally enacted by Congress in 1935 under its power to regulate interstate commerce under the Commerce Clause in Article I, Section 8 of the U.S. Constitution. It applies to most private non-agricultural employees and employers engaged in some aspect of interstate commerce. Decisions and regulations of the National Labor Relations Board (NLRB), which was established by the NLRA, greatly supplement and define the provisions of the act.
The NLRA establishes procedures for the selection of a labor organization to represent a unit of employees in collective bargaining. The act prohibits employers from interfering with this selection. The NLRA requires the employer to bargain with the appointed representative of its employees. It does not require either side to agree to a proposal or make concessions but does establish procedural guidelines on good faith bargaining. Proposals which would violate the NLRA or other laws may not be subject to collective bargaining. The NLRA also establishes regulations on what tactics (e.g. strikes, lock-outs, picketing) each side may employ to further their bargaining objectives.
State laws further regulate collective bargaining and make collective agreements enforceable under state law. They may also provide guidelines for those employers and employees not covered by the NLRA, such as agricultural laborers.