Answer:
The correct answer is option (B).
Explanation:
According to the scenario, the given data are as follows:
Purchased office supplies = $4,500
Supplies on balance account (in beginning) = $200
Supplies remaining (in end of month) = $180
So, To calculate supplies used in February we use following method:
Supplies Used = Supplies in Beginning + Purchased office supplies - Supplies in Ending
= $200 + $4,500 - $180
Supplies Used = $4,520
Hence, the amount of supplies USED during February was $4,520.
Answer:
4.18%
Explanation:
The formula for used for this calculation is given as
Future value = Present( Initial) value (1 + r)ⁿ
Where n = number of years of the investment = 13 years
Future value (Amount of the investment after 13 years)= $5,280
Present ( Initial) value (Amount of the investment before 13 years) = $3,100
r = rate of return
The formula for r is derived as:
r = (Future value/ Present (initial) value)¹/ⁿ- 1
r = ($5,280/$3,100)¹/¹³ - 1
r = 1.0418139573 - 1
r = 0.0418139573
r is always in percentage format
r = 0.0418139573 × 100
r= 4.18139573%
Approximately, the rate of return annually for 13 years = 4.18%
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
See the formula of the future value of annuity ordinary through Google
Solve for PMT
PMT=10,000,000÷(((1+0.09)^(10)
−1)÷(0.09))=658,200.89
Answer:
b) cash 1000
account receivable 1000
Explanation:
Since in the question it is given that the company received payment from one of his customers on August 5 for the service performed on July 21
So under the accrual basis accounting, the journal entry is as follows
Cash Dr $1,000
To Account receivable $1,000
(Being the payment received is recorded)
While debiting the cash and credited the account receivable
