For Friday 1, the answer is A natural resource such as coal, gas, or oil that, once consumed, cannot be replaced. Most energy resources currently in use are non-renewable while the renewable ones (such as wind and solar power) are not well developed. Also called depletable resource.
And for Friday 2, Offshore drilling is a mechanical process where a wellbore is drilled below the seabed. It is typically carried out in order to explore for and subsequently extract petroleum which lies in rock formations beneath the seabed.
You don’t have to copy it. U could summarize it. If that helps!!
Answer:
NON-TRADITIONAL CULTURE
Explanation:
Culture is a word for the way of life or set of attitude or behaviour of groups of people, meaning the way they do things and is usually communicated from one generation to the other.
Non Traditional Culture are culture that are used in civilised environments or society based on modern beliefs, rules, symbols and principles and are relatively open to other cultures, technology and social innovations unlike Traditional culture that are shared experiences that are transferred from generation to generation.
1. Christian “Both”
2. Church services “Both”
3. Emperor as head of the church “Eastern Orthodox Church”
4. Holy Bible “Both”
5. Jesus as savior “Both”
6. Patriarchs as equals within the church “Both”
7. Pope as head of church “Roman Catholic Church”
8. No secular authority over church “Eastern Orthodox Church”
Hope this helps :)
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
Answer:
1: ciculartory 2: exreatory
Explanation:
