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umka2103 [35]
3 years ago
15

Toby Company has budgeted three hours of direct labor per recliner at a standard cost of $30 per hour. During January, 650 actua

l hours were worked, completing 200 recliners. All were sold and Toby Company’s actually labor was $31 per hour. What is Toby Company’s direct labor efficiency variance for January?
Business
1 answer:
belka [17]3 years ago
4 0

Answer:

Direct labor efficiency variance=$1,500

Explanation:

Direct labor cost variance is the difference between the actual quantity of direct labor and the standard or budgeted quantity of direct labor multiplied by the standard cost of direct labor..

Step 1: Calculate Actual hours

Actual hours=650 hours

Step 2: Calculate the actual cost

Actual cost=actual hours×actual rate

Actual cost=(650 hrs×$31 per hour)=$20,150

Step 3: Calculate the standard cost

Standard cost=Total number of actual hours×standard rate

where;

Standard rate=$30 per hour

Total number of Actual hours=(200×3)=600 hours

replacing;

Standard cost=(600×30)=$18,000

Step 4: Calculate the direct labor efficiency variance

Efficiency variance=(Actual labor-budgeted labor)×standard price

where;

Actual labor=650 hours

Standard labor=600 hours

standard price=$30 per hour

replacing;

Direct labor efficiency variance=(650-600)×30

Direct labor efficiency variance=(50×30)=$1,500

Direct labor efficiency variance=$1,500

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Answer:

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In this scenario Sweet Stuff Sugar Source ships low value to weight goods all over the world. So their transportation cost will be high and it will make up a large percentage of total cost.

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Ulleksa [173]

Answer:

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Explanation:

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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]

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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

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RUDIKE [14]

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coldgirl [10]

Answer:

Option C                

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Learn more about agency agreement with the help of the given link:

brainly.com/question/15038930

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