Correct Answer choice:
D) He believed that an airport for Atlanta would be a key to the city's economic prosperity.
Explanation:
William Berry Hartsfield was a man of humble origins who became one of the greatest mayors of Atlanta. <span>He is known for his contribution in the development of Atlanta and turning it into the aviation powerhouse that it is today and with building its image as The City Too Busy to Hate.
</span><span>He played an important role during the critical period of world war 2 and continued his policy of fiscal restraint and guided the city through </span><span>War.</span>
Answer:
A marketing strategy
Explanation:
Based on the information provided within the question it can be said that the teenager in this scenario has so far developed a marketing strategy. This refers to a strategy which describes all the information detailing the company's overall game plan that will be used in order to attract consumers and turn them into customers in order to achieve the desired company profit.
The state is Chiapas. Rebellion on a new year on 1994.
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Serena's splendid summer would be the fiction one, all of the others are nonfiction
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
