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3 years ago

Important business data that is not known to the public is considered what type of information?

Business

1 answer:

nasty-shy [4]3 years ago

8 0

Answer: Insider Information

Confidential information that only individuals working in an organization know about the company is known as insider information.

This information is not usually disclosed to the public and a company's management team may or may not choose to make this information public at a later date.

Using such information to buy and sell shares of a company is usually considered illegal and is a punishable offence under law.

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Joel and Rachel are both retired. Married for 50 years, they’ve amassed an estate worth $2.4 million. The couple has no trusts o

Mariulka [41]

If Joe or Rachel dies in 2006-2008, there will be no federal estate tax liability since there is an unlimited marital deduction for the surviving spouse. Only when both die there will be an estate tax liability over the $2 million exemption amount.

8 0

3 years ago

Ravelo Corporation has provided the following data from its activity-based costing system:

Serggg [28]

Answer:

Activity Cost Pools Total Cost Total Activity

Assembly $498,520 44,000 machine-hours

Processing orders $54,263 1,100 orders

Inspection $77,589 1,100 inspection-hours

Explanation:

Activity Cost Pools Total Cost Total Activity

Assembly $498,520 44,000 machine-hours

Processing orders $54,263 1,100 orders

Inspection $77,589 1,100 inspection-hours

8 0

3 years ago

Why is a rigorous performance appraisal program a key part of the Teach for America program?

Naddika [18.5K]

Answer: Please refer to Explanation

Explanation:

Teach for America is a Non-profit Organization founded in 1989 that aims to place teachers in schools that need it the most especially in low income areas.

The very rigorous performance appraisal program is done to ensure that the children being taught are benefitted in the most effective way.

Teach for America hopes to impart on the lives of the children, long lasting benefits that will take them very far in life. For thus reason they train recruits as much as possible to ensure that they are well armed to deal with any kind of situation that may arise while they are on duty. It is important to realize that a lot of TFA programs deal with kids from minority or lower income backgrounds and it is important to know how to relate with them and part of this training is for that. Children learn in numerous ways. The training therefore enables the recruits to know how to employ different educational methods to reach their to even the toughest of students and educate them.

4 0

3 years ago

C) Explain briefly the three stages of orientation process

alexandr1967 [171]

Answer:

There are 4 stages of orientation process

1) The Pre-Orientation Stage

Although all the levels of orientation are essential, some companies skip the pre-orientation stage for new hires, and that could be a mistake. Pre-orientation begins before the start date of your new employees and involves sending a package of information via email or postal service. This package typically includes documents such as an organizational chart, vision statement, mission statement, explanation of benefits, annual report and a checklist of what the actual orientation will cover. Sending a pre-orientation package increases the level of comfort your new hires will have when they arrive to work on their first day, and it allows them to prepare questions in advance. Some companies also include a small giveaway in the package, such as a company mug or T-shirt, which can help create a sense of camaraderie.

2) The Introduction to the Job-Site Stage

In this orientation stage, your goal is to make new hires comfortable in their new work environment. In the first part of this orientation stage, new recruits are given information about your company’s aims, objectives, culture, organizational structure, strategic plan, customer base and future goals. The second part of this orientation stage typically is a tour of the workplace, including seeing equipment, identifying potential safety hazards, and meeting some of the managers and supervisors in each department. The purpose of this job-site orientation is to make your new hires familiar with the basic layout of the company and to understand the general precepts that govern how the workplace functions. This orientation usually takes a day to complete.

3) The Job - Specific Orientation Stage

In this stage, new hires are given job- or task-specific orientation, typically by their immediate supervisor. New employees learn details about their specific department or team, including information about breaks, absences, parking facilities, personal phone calls, email and internet policy, as well as the standards of performance for their work. The goal is to shrink the orientation to the actual tasks that the new employee will perform, with an understanding of the normal workday processes that will ensure maximum efficiency. In some instances, you may want to assign a “buddy” to your new hire. This buddy’s job is to become a guide during the new hire’s first weeks or months of work, answering questions, acting as a sounding board, and relaying critical information about projects and deadlines.

4) The Follow-Up Orientation Stage

Although there are multiple levels of orientation that last several days, the truth is that new hire orientation is a months-long process. That’s why the follow-up stage is so critical – it allows you to determine how well your new employee is adjusting to the job. Follow-up usually occurs on a weekly basis. Supervisors or managers meet with the new employee to discuss any issues and problems that have arisen. Supervisors should encourage new employees to ask questions and honestly express challenges they are facing. The follow-up orientation stage lets you determine how well your employee is performing assigned duties and also reveals how well your company has done in providing all the tools and help necessary for new hires to flourish. Of all the levels of orientation, this one is most critical to long-term success.

3 0

3 years ago

Cantor Corporation acquired a manufacturing facility on four acres of land for a lump-sum price of $9,000,000. The building incl

Naily [24]

Answer:

Initial value of building = $4,050,000

Initial value of land = $2,700,000

Initial value of equipment = $2,250,000

Explanation:

The fair value of an asset refers to a unbiased estimate of the likely market price of the asset.

The initial value of a fixed asset refers to the amount of money that spent to acquire or create the asset.

The initial value of each asset from a group of asset can be calculated using the following formula:

Initial value of an asset = Lump-sum price * (FVA / TFV) ............ (1)

Where, from the questio;

Lump-sum price = $9,000,000

FVA = Fair value of a particular asset. From the question, we have:

Building fair value = $4,500,000

Land fair value = $3,000,000

Land fair value = $2,500,000

TFV =Total fair value = Building fair value + Land fair value + Land fair value = $4,500,000 + $3,000,000 + $2,500,000 = $10,000,000

Substituting the values into equation (1), we can determine the initial value of each asset as follows:

Initial value of building = $9,000,000 * ($4,500,000 / $10,000,000) = $9,000,000 * 0.45 = $4,050,000

Initial value of land = $9,000,000 * ($3,000,000 / $10,000,000) = $9,000,000 * 0.30 = $2,700,000

Initial value of equipment = $9,000,000 * ($2,500,000 / $10,000,000) = $9,000,000 * 0.25 = $2,250,000

5 0

3 years ago