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:
Follows are the solution to the given points:
Explanation:
In point a:
It must allocate 
for both the taxicab and 
for the rest of the license, the client list, and the company name registered.
Its cost of intangible material could be amortized for 180 months starting in April. 
is her amortization deduction.
She could also use Section 179 to decrease her taxable money to 
but include her deduction.
Her taxable annual income is 
.
In point b:
They must allocate 
for the taxi and for their licenses, the customer list as well as the business by interacting with people register. Its cost of the material could be depreciated for 180 months, starting in April.
is her amortization deduction.
The taxable income here 
Section 179 could be requested if another income is earned on the tax return (such as W-2 wages).
As all Section 179 is unpaid with other earned income, it is carried forward into the next year.
In building a new mall,
The input would be : Labor, All materials needed in building a mall
Conversion : Building process
Output : The actual mall itself
hope this helps
Answer:
Once Han returns to the US, his civilian employer is required to take him back.
Soldiers who are no longer in active duty and return to civil life again, have the right to return to their previous civilian jobs. Serving in the military is a very important task and soldiers should not be economically hurt because they served their country and employers are required to give them back their old job.
