Better Houses, Inc. has been contracted to build an addition on the Joyners' house. It built half of the addition and then unexpectedly announced that it was not going to finish the job. Such a desertion of work is called "Abandonment of contractual obligations".
<h3>What is contractual obligations?</h3>
Contractual obligations are responsibilities that each party is bound by law to fulfill under the terms of the agreement.
Each contract involves one or both parties exchanging anything of value in connection with a variety of duties, such as goods, services, money, etc.
Elements of a Contract are-
- Offer: An offer was made when one of the parties pledged to carry out or refrain from carrying out a specific action in the future.
- Promise of consideration: A promise of something of value in return for the intended conduct or inaction. This can be demonstrated by a substantial outlay of resources, a promise to provide a service, a commitment not to do something, or reliance on the promise. The incentive for the parties to enter into the agreement is known as consideration.
- Acceptance: The offer was unmistakably accepted. Acceptance can be demonstrated through words, actions, or by carrying out the contract's requirements. In general, the terms of the acceptance must match those of the offer. If not, the acceptance is interpreted as a counteroffer and rejection.
To know more about the contractual obligations, here
brainly.com/question/22433474
#SPJ4
Answer:
Typically, related commands are clustered together on the same menu or toolbar. Menus typically are displayed as one-word strings clustered in a row at the top of the integrated development environment (IDE) or a tool window.
Explanation:
Answer:
what do you mean did our scores improve, if so, idk yet
Answer:
Output measure:
Explanation:
Output measure:
it is structured report on business output that describe about the goal achievement, illustrating the point that is beneficial for the project etc.
it consist of all details about any task, like quantity of material produce, how much of it delivered to the next level. it doesn't mentioned the internal factor like quality of work that would impact the stakeholder.
<span>When downsizing employee the most effective method I feel will be to based the decision on facts or documented evidence that may be difficult to dispute. The source of data can be used maybe the last few performance appraisal results, absenteeism , productivity rate and other soft skills to measure suitability to the job. Create a matrix identifying the criteria and measure the grade of each employee based on the criteria. In a way this is a measured evaluation.
The least effective i would think are those decisions based on emotional considerations.</span>
