Answer:
A. center-of-gravity method
Explanation:
The mathematical technique that is being described in the question is called the center-of-gravity method. Like mentioned in the question this is an business technique that is used by businesses in order to find the best possible geographic coordinates for a single distribution point. This location is calculated by considering the Market's surrounding it, Volume of goods shipped, and Shipping Costs.
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Answer:
The correct answer is that Gloria would have to invest $75,581 today at the rate of 7.25 % to receive $100000 in four years,hence option is correct
Explanation:
FV=PV(1+r)^t
FV=$100000
PV= is unknown
r=7.25%
t=4years
PV=FV/(1+r)^t
PV=100000/(1+0.0725)^4
=$75581
Hence the amount Gloria has to invest today is $75581
Answer:
Reduction in work in progress = $7500
Explanation:
given data
time = 10 hours
time = 15 hours
worth = $1,500
to find out
reduction in work in process value
solution
we find work in progress by this formula
work in progress = Flow rate × Cycle Time .......................1
so Initial work in progress is
Initial work in progress = (1 per hour) × 10 hours = 10
and Final work in progress is here
Final work in progress = (1 per hour) × 15 hours = 15
so
Initial work in progress value = 10 × 1500
Initial work in progress value= $15000
and
Final work in progress value =15 × 1500
Final work in progress value = $22500
so
Reduction in work in progress = $22500 - $15000
Reduction in work in progress = $7500
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
