Letter A is the correct answer.
In Human Resources, replacement chart is a forecasting tool used for planning that help companies and organizations to better visualize key job roles, the employees that are currently working for the company, the jobs that are still available and future vacancies. In the chart, positions are mapped according to specific information such as potential replacements, gender, and promotion potential.
The correct answer to this open question is the following.
If I need to investigate the opinions of people in my school about using social media. the primary and secondary sources that I can use would be the following.
Primary sources.
I would ask my computer teacher and prepare a basic set of questions to ask him about the use of social media.
The other primary source would be the head of the computer laboratory because she has experience in handling social media issues. These could be good primary sources of information because both teachers are experts and have written articles on social media for the school newspaper.
The secondary source I would use would be a good social media news site to check interesting articles. The other source would be a good book on social media in the school library.
Answer:
<h2>Ang puso ay isang kalamnan na nagbobomba ng dugo na mayaman sa oksiheno ... Kapag ikaw ay may pagpalya ng puso, kailangan mong bigyan ng masusing pansin ang iyong katawan at kung paano ang nararamdaman mo, bawat araw.
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Missing: palagay nalaman tantyahin rate
Explanation:
Answer: 40 years of age
Explanation:
In the absence of age as a bona fide occupational qualification (BFOQ), the Age Discrimination in Employment Act of 1967 prohibits discrimination against an individual who is 40 years of age or older
This discrimination is base on age because it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favour older workers based on age even when doing so affect in return the younger worker.
This Act does not support the discrimination of age when it comes to job applications
