Answer:
So we can offer for the house $180119.95
Explanation:
Monthly income =$4000
Monthly mortgage payment allowed (P)= 25% of 4000= $1000
Interest rate per month (i)= 0.5%
Number of months in total (n)= 30*12= 360
Maximum loan affordable = P*(1-(1/(1+i)^n))/i
=1000*(1-(1/(1+0.5%)^360))/0.5%
=$166791.61
Closing cost is 4% of loan value = 166791.61*4% =$6671.66
Balance Amount left for down payment = 20000-6671.66
=$13328.34
It means we can pay $6671.66 for closing cost of Loan and $13328.34 for down payment.
Cost of house paid maximum = Down payment + Affordable loan
=13328.34+166791.61
=$180119.95
So we can offer for the house $180119.95
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
The amount of compensation expense Crane should record for 2017 under the fair value method is $207000
<u>Solution:</u>
From the given,
Stock options for 63000 shares
$10 par value common stock
$25 per share and the option price was $20
Total compensation expense = $627000
On calculating we get,
We can conclude that there is $207,000 decrease. Therefore, the correct answer is option c.
Answer:
Total allocated cost= $146.4
Explanation:
Giving the following information:
Julie Stone visited the hotel for a 6-night stay.
Julie had 3 meals in the hotel during the visit.
guest check-in= $8.40 per guest check-in
room cleaning= $21.00 per room cleaning
meal service= $4.00 per served meal
<u>To allocate costs based on the activity, we need to use the following formula:</u>
Allocated MOH= Estimated manufacturing overhead rate* Actual amount of allocation base
guest check-in= 8.40*1= 8.4
room cleaning= 21.00*6= 126
meal service= 4.00*3= 12
Total allocated cost= $146.4
