Answer:
a. $612
b. $2,480
Explanation:
a. Overhead is applied at a rate of $12 per direct labor hour.
Overhead applied would therefore be;
= 12 * total labor hours
= 12 * 51
= $612
b. Total Cost = Direct labor cost + Direct Material cost + Manufacturing overhead
= 978 + 890 + 612
= $2,480
Answer: 3.22
Explanation:
Given that;
mean = 2.5 min
standard deviation = 0.25 min
now to get the value of X required, we say
z = (x - u) / a
where z is the distance from the mean measured in the standard deviation units, x is the value we are interested in, u is the mean distribution, a is the standard deviation of the distribution.
the time delay should be just enough to allow 99.8% of the cabinets to dry completely = 99.8/100 = 0.9980
first we determine an appropriate z value.
Using the standardized normal tables,
value of z for approximately 0.9980 is 2.88
so using our initial equation z = (x - u) / a
we substitute the value
z = (x - u) / a
2.88 = ( x - 2.5) / 0.25
2.88 * 0.25 = x - 2.5
0.72 = x - 2.5
x = 0.72 + 2.5
x = 3.22
Below are the choices that I manage to check from other source:
A.Standard errors
B.Interval widths
C.Z-statistic
D.<span>Both b and c
The answer is D which is </span>Both b and c.
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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 The NLRA was originally enacted by Congress in 1935 under its power to regulate interstate commerce under the Commerce Clause in Article I, Section 8 of the U.S. Constitution.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.
