Answer:
$4,870.5
Explanation:
Annual Depreciation Expense:
= [(Cost - Salvage Value) × Machine Usage in 2020] ÷ Total Estimated Working Hours
Depreciation Expense for 2020 (for 3 months only - October to December):
= [($115,900 - $13,900) × 1,910] ÷ (10,000) × (3/12)
= ($102,000 × 1,910) ÷ (10,000) × (1/4)
= $19,482 × (1/4)
= $4,870.5
Notes:
Depreciation will be calculated for only 3 months since the asset has been acquired on 1st October 2020.
Answer:
$4,92
Explanation:
Step 1 Calculate the Total Cost of conversion costs incurred during the process.
<u>Total Cost of conversion costs</u>
Cost of conversion in Beginning inventory $8,800
Add Cost of conversion for April $43,612
Total $52,412
Step 2 Calculate cost per equivalent unit for conversion costs
cost per equivalent unit = Total Cost of conversion / Total equivalent unit for conversion
= $52,412 / 10,650
= $4,92
Therefore, the cost per equivalent unit for conversion costs using the weighted average method would be $4,92.
Answer:
a. $90,000 favorable
Explanation:
Calculation for what The selling price variance for Product Y is
First step is to calculate the Actual price
Actual price:M=$540,000 ÷ 9,000
Actual price= $60
Now let calculate the selling price variance
Selling price variance=($60 - $50) × 9,000
Selling price variance=$10×9,000
Selling price variance=$90,000 favorable
Therefore The selling price variance for Product Y is $90,000 favorable
Answer:
54.55%
Explanation:
The purchasing price is $55
Price has increased to $85.
The monetary increase = $85 - $55 = $30
As a percentage , the increase will be
=$30/$55 x 100
=0.545454 x 100
=54.5454%
=54.55%
Answer:
temporary suspension and maybe an Improvement Plan.
Explanation:
Based on the scenario, if the company has adopted a progressive discipline program then the according response would be a temporary suspension and maybe an Improvement Plan. This is because a progressive discipline program follows the following steps accordingly.
1) Verbal Counseling. The first step in a progressive discipline process is to merely have a conversation with the employee. ...
2) Written Warning. The second step should be another conversation that is documented in a written format. ...
3) Employee Suspension and Improvement Plan. ...
4) Termination.
Seeing since step 2 has already been done the next course of action would be step 3.
