Answer:
The correct answer is option 1. a stimulus in the presence of which a response will be reinforced
Explanation:
We call discriminative stimuli to those stimuli that indicate the probability that a given response is reinforced. The presence of a discriminative stimulus makes the appearance of the responses that have been reinforced in their presence more likely.
It's a neutral stimulus that indicates when the response may or may not lead to the desired consequence. That is, the discriminative stimulus indicates whether the enhancer is available.
They have more advanced technology
Ummm the answer would the 5 pie
Answer:
n November 8, 1942, in the thick of World War II, thousands of American soldiers landed on the Atlantic coast of Morocco, while others amassed in Algeria, only to take immediate gunfire from the French. Needless to say, it marked the end of U.S. diplomatic relations with the Vichy government installed in France during WWII.
The invasion of North Africa—a joint venture between the United Kingdom and the United States known as Operation Torch—was intended to open up another front of the war, but the colonial power in the region was France, purportedly a neutral party in World War II. After all, France had signed an armistice with Adolf Hitler on June 22, 1940, within weeks of being overrun by German soldiers. Yet as the National Interest reports, “Instead of welcoming [the Americans] with brass bands, as one sergeant predicted, Vichy France’s colonial forces fought back with everything they had.”
Explanation:
Answer:
"COBRA is a federal law requiring employers with __20__ or more employees to provide the option of continuing the employee's existing health coverage for dependents for up to ___36__ months following qualifying events."
Explanation:
COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) is a federal law that requires employers of 20 or more employees who offer health care benefits to offer the option of continuing this coverage to individuals who would otherwise lose their benefits due to termination of employment, reduction in hours or certain other events. Individual states may also have COBRA-like laws that apply.
If you are employer covered by the COBRA laws, you'll need to familiarize yourself with the basics of the law, including which employees are eligible for COBRA and which benefits are covered by COBRA, the events that trigger COBRA coverage, and what your communication duties entail. Administrative duties involving signing up eligible employees may be outsourced.
Depending upon the type of event and who the beneficiary is, coverage could continue for 18 or 36 months after the date of the event or the coverage loss:
in the case of termination of employment or reduction in hours
— 18 months for the employee and any covered dependents
in the case of qualifying events for reasons other than termination of employment or reduction in hours
— 36 months of coverage
