Answer: A deferred call provision prohibits the bond issuer from redeeming callable bonds prior to a specified date.
Explanation:
A deferred call provision refers to the provision whereby the calling of a bond before a particular date is prohibited. The bond is known to be call protected during this period.
Therefore, a deferred call provision prohibits the bond issuer from redeeming callable bonds prior to a specified date.
Answer:
Total sales variance $87,340 Favorable
See report below
Explanation:
The sales budget for the month of June would like as follows:
Budgeted Sales
Product units Price Total($)
A 40,000 $7 280,000
B 39,000 $9 351,000
Actual sales
Product units Price Total($)
A 39,000 $7.10 276,900
B 49,600 $8.90 441440
Sales Budget Report for the month of June 2019
Budget Actual Variance ($)
A 280,000 276,900 3,100 Unfavorable
B 351,000 441,440 <u>90,440 </u>favorable
Total sales variance <u> 87,340 Favorable</u>
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: 1.356345
Explanation:
Based on the scenario and information provided in the question, the 90-day forward rate will be calculated as:
= Spot Rate × (1 + Germany Interest Rate) / (1 + United States Interest Rate)
= 1.35 × (1 + 6.5%) / (1 + 6%)
= 1.35 × (1 + 0.065) / (1 + 0.06)
= 1.35 × 1.065/1.06
= 1.35 × 1.0047
= 1.356345
