Answer:
C is the correct answer to this question.
Answer:
$103,400
Explanation:
Does Manuel have any certainties that Nolan will purchase more than 30,000 units during the year? Apparently, according to historic sales, Nolan purchases at least 40,000 units per year, so Manuel should consider that Nolan will again purchase a similar amount this year and therefore, will be entitled to a rebate.
Another issue that must be considered is that 30,000 units / 4 quarters = 7,500 units per quarter, and Nolan clearly purchased more than that.
A rebate is not a discount, it happens when the seller offers a certain amount of goods to a buyer without cost because the buyer purchased more than an specific amount. It is basically an incentive or prize that Manuel gives Nolan for being a good client.
Manuel should recognize $110,000 x (1 - 6%) = $103,400 in revenues
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
She should put this into a chart or graph. This is a
graphical illustration of data, in which "the data is characterized by
symbols.” By organizing data, it can be more effortlessly understand what has
been perceived. Subsequently, most of the data is quantitative, data tables
and charts are typically used to consolidate
the information. Graphs are shaped from those data tables.
