The answer is SAFEGUARD RULE. Safeguard rule requires financial institutions to develop written security information plan that list out in details the plans of the bank to protect and to maintain protection of the customers' non-public information.
Answer:
(a) the marginal cost of producing 1000 pins is given by $2.00 X 1000=
$2000
(b) the firm is making an economic profit.
(c) The firm is not in long-run equilibrium because the cost of production is not equal to the Revenue that will be generated.
Explanation:
Marginal cost this is the cost of producing one additional goods after the initial number.
An economic profit this is the excess profit Revenue generated from a business.
long-run equilibriuma a firm is said to be in long run equilibrium when when marginal revenue equals marginal costs,
Answer:
someone who assists with measuring medication
Explanation:
A pharmist will ask you what your medication that is prescribed by doctors
then an pharmacy tecnician will get the prescribition ready
Answer:
The answer is B
Explanation:
In Miller's decision-making process, he needs to recognize the costs and benefits that he will get from replacing the existing the current machinery with the new one and ignore all the cost that had happened (sunk cost) because has already incurred even if Miller chooses to replace or not to replace the current machine. In this case, it is the cost incurred to upgrade the current machine.
For option A, salvage value of the new machinery should be considered as it helps Miller estimates how much money he is going to recover after the machinery's useful life.
For C, salvage value of the current machinery should be considered as it helps Miller estimates how much he will get from selling this current machine as he disposes them to replace with the new one.
For D, Miller will need to know those the replacement result in any cost saving or cost increasing in the future which is part of the benefit or the cost of replacement.
Answer:
D. If the employees are upset over their salary adjustment, they may not be open to listening to ways they can improve.
Explanation:
Performance appraisals are measures developed by the human resource department in organizations, to evaluate the employees' performance and to suggest ways for them to improve. Rewards are typically given to high-performing employees, usually by way of salary increment or assignment of privileges. Low-performing employees might experience a salary cut or the withdrawal of some privileges.
When these activities are performed at the same time, employees who were rated as not performing well might be brooding over their perceived loss of merits or decrease in salary. Since they are not in the right frame of mind, they might be unwilling to, or not receptive enough to accept action plans for improving performance. So, it is advisable that these two functions are performed at different times.