Answer and Explanation:
The presentation of the partial income statement is presented below:
Nash Corporation
Partial income statement
Income from continuing operations $10,813,600
Discontinued operations
Loss from operations of a division $316,100
Loss from disposal of the division $206,600 ($522,700)
Net income $10,290,900
Earning per share
Income from continuing operations
($10,813,600 ÷ 10,000,000 shares) $1.08
Less Discontinued operations
($522,700 ÷ 10,000,000 shares) -$0.05
Net income
($10,290,900 ÷ 10,000,000 shares) $1.03
We simply deduct the losses from the income so that the net income could arrive
Answer:
Tha annual effective yield rate for the bond is:
= 6.2%
Explanation:
a) Data and Calculations:
Bond par value = $1,000
Annual coupon rate = 6%
Annual spot interest rates = 7%, 8%, and 9% for year 1, year 2, and year 3 respectively
Current value of bond = $970 ($1,000 * 99% * 99% * 99%)
Annual coupon payments = $60 * 3 = $180
Effective rate for the three years = $180/$970 * 100 = 18.6%
Annualized effective yield rate = 6.2% (18.6%/3)
OR
Annualized effective yield rate = (Annual coupon payments/Current value of bonds)
= 6.2% ($60/$970)
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
Answer:
The correct answer is letter "C": both frictional unemployment and the natural rate of unemployment.
Explanation:
Natural unemployment is defined as the lowest rate of unemployment an economy will reach. It is called natural because its causes are other than an adverse economy. Natural unemployment is a combination of <em>frictional unemployment</em> -employment transitions, <em>structural unemployment</em> -mismatch between abilities and current position, and <em>labor surplus</em>.
Unions are groups of individuals who join to set minimum standards at work in regards to wages, compensations, and conditions. <em>Union members are, by default, always available to join the workforce even if there is work to be done or not. Sometimes, union members are assigned duties their abilities outperform just to avoid having the member unemployed. These are the reasons why unions are said to contribute to natural unemployment.</em>
Answer:
transactional leadership
Explanation:
Transactional leadership is a style in which the leader tries to encourage its employees to perform well in their jobs by using rewards and punishments. According to this, the answer is that transactional leadership focuses on clarifying employees’ role and task requirements and providing followers with positive and negative rewards contingent on performance.
