To combat this stereotyping the HR director has decided to<u> "adopt more transparent practices".</u>
Nowadays, pay transparency is an interesting issue among HR and compensation experts. Pay transparency doesn't need to be a win or bust approach where everybody knows every other person's compensation. Or maybe, we trust transparency is a range. It's how much an association will examine its general pay rehearses. Pay transparency is significantly something other than the dollar sum a business pays every worker. It's additionally being more open about how pay was resolved and giving a clarification of the organization's compensation grades.
Answer:
True
Explanation:
When a company as a framework to measure risk against, it can properly assess risk in different periods of time, depending of the risk score obtained within the framework.
This helps regulators because they can access an accurate primary information from the company itself (later on, they should probably compare that information against their own standards in order to prevent bias), and it also helps the company because it can see where it stands in terms of risk, which reduces uncertainty.
The answer is $594.50, hope this helped you
Answer:
The reasons for using the variable-cost approach include all of the following except
this approach provides the most defensible bases for justifying prices to all interested parties.
Explanation:
This is not part of the reasons for using the variable-cost approach. But options b, c, and d are certainly the reasons why the variable-cost approach is used. The variable-cost approach provides a differential analysis for decision-making. It assigns overhead costs to the period in which they are incurred, while other variable costs are assigned to the merchandise produced within that period. Thus, by excluding fixed manufacturing overhead cost, only the direct costs associated with production are used in accounting for the product's costs.
