Use the percentage method to compute the federal income taxes to withhold from the wages or salaries of each employee. If an amount is zero, enter "0". Round your calculations and final answers to the nearest cent.

Click here to access the Table of Allowance Values.

Click here to access the Percentage Method Tables.

You will be required to produce a topic to sentence outline, two paragraphs (one each based on TWO ( 2) different main points given in the outline and a conclusion on ONE of the questions given, using the expository method indicated. This must include documentary evidence within the paragraphs submitted to support the material presented in the paper using MLA latest version. Use either Process analysis or Cause and Effect analysis to answer.

1. Outline the steps which have been taken by one form of telecommunication, to improve its service in Jamaica.

Statement: "Granting US citizenship must take into consideration whether parents are illegal immigrants, not whether birth occurs on USA soil."
You may take any of the following positions: "agree," "disagree," "strongly agree," or "strongly disagree" and then provide reasoning why you have this opinion.

Consider two functions
f (x; y) = (x10)2 + (y + 2)2; and
g(x; y) = (x ? 10)2 + (x ? y + 5)4
Please implement a basic gradient descent algorithm using python
Starting with (x; y) = (0; 0), and set up a xed learning rate = 0:5,
run the gradient descent algorithm for each function. Run for 10
iterations, and report both (x; y) and the function value at the end of
each iteration.
Adjust the , and nd out the fastest convergence (smallest function
value) after T steps (try T = 10 or 100).

You got an interview for a new job. Explain in 1 page how you would prepare yourself for that interview.

Discuss how the use of certain IT systems or technologies could make working or schooling from home easier and effective in this Corona Virus era.

500-750 word essay

1) Pick a company and assess the effectiveness of its response to the current pandemic (hint: use relevant concepts from business policy and strategy course to make your argument)

The new Christmas scheme worked so well that Ariel, Shanice, Isaac, and Tyrone decided to try it also. They decided that no person would receive a gift from the person to whom s/he gave one. Unbeknownst to the others, each friend decided to give a gift card, but each chose a different kind. In addition, none of the friends gave or received a gift card that shared its first letter with his or her name. The person to whom Ariel gave a card was the person who gave the Starbucks gift. The other three cards were for Amazon, iTunes, and Target. The person whose name begins with the same letter as the card that Shanice gave was the person who received the Target card from the friend whose name begins with the same letter as the gift that Shanice received. Who gave what card to whom?

Can you please explain step by step.

From your experiences as a Registered Nurse, identify two (2) items in the health institution where you work that can lend or has been lending to the creation of supportive environment for EBP. Express what factors you think would have caused them to be the creators of supportive environment.

List five (5) positive features that could enhance the successful implementation of the items you listed above in actually being implemented in your work environment. What strategies can you employ to help strengthen those positive features?

1. Describe the nature of operations management in the following organizations. In doing this, first describe the operation process of the production system. Second, identify operations decisions. (Marks 3) (word count maximum:500)

• A paper manufacturing
• An internal design office

*** Please I do not want answer from internet

*** Plagiarism not allowed

[ RACKET]

a) Write a recursive function (gen-list start end). This function will generate a list of consecutive integers, from start to end. If start > end then an empty list is generated.

For example: (gen-list 1 5) ---> (1 2 3 4 5)

b) write a recursive function pair-sum? that takes an integer sequence as generated by the gen-list function in exercise 4 above. This function tests whether any two adjacent values in the given list sum to the given val.

For example,

   (pair-sum? '(1 2 3) 3) ---> #t since 1+2=3. Similarly,

   (pair-sum? (gen-list 1 100) 1000) ---> #f since no two adjacent integers in the range 1 to 100 can sum to 1000.

You must use recursion, and not iteration. Please include explanation thanks.

Blossom Corporation has 10.60 million shares of common stock issued and outstanding. On June 1, the board of directors voted an 73 cents per share cash dividend to stockholders of record as of June 14, payable June 30.

a) Prepare the journal entries for each of the dates above assuming the dividend represents a distribution of earnings. (Credit account titles are automatically indented when amount is entered. Do not indent manually. If no entry is required, select "No Entry" for the account titles and enter 0 for the amounts.)

b) How would the entries differ if the dividend were a liquidating dividend? (Credit account titles are automatically indented when amount is entered. Do not indent manually. If no entry is required, select "No Entry" for the account titles and enter 0 for the amounts.)

After deciding to get a new car, you can either lease the car or purchase it with a three-year loan. The car you wish to buy costs $34,500 (fancy car, isn't it!). The dealer has a special leasing arrangement where you pay $1 today and $450 per month for the next three years. If you purchase the car, you will pay it off in

monthly payments over the next three years at an 8 percent APR. You believe that you will be able to sell the car for $27,000 in three years.

a. Should you buy or lease the car?

b. What breakeven resale price in three years would make you indifferent between buying and leasing?

show all work on excel

WELCOME TO THE WORLD OF 21ST CENTURY HRM

Questions below

Angie was standing at her (former) desk, picking up her personal items and wondering how she had gotten into this mess. At one shoulder was the head of HR, and at the other was one of the security officers. They were there to escort her out of the building as soon as she retrieved her personal items. Thinking back, the last hour or so had been a whirlwind. She had come to work like she had for the past several months, maybe a little late and a little hung over, but she was there.

Shortly after she had sat down at her desk to start making phone calls, her supervisor had called her into his office. He asked her to accompany him to the HR manager’s office. Once there, she saw a printout of her (public) Facebook page and the blog that she kept on pretty much a daily basis. She was a little embarrassed by the photos on the printout, but at least they weren’t as racy as some she had considered putting up. She was really glad that when she graduated from college, she had purged her account of all of those pictures of the Florida vacations on the beach (and other places).

Angie knew, like all of the other employees, that company management had been recently going through some of the social networking sites to review potential recruits before they decided to hire them, but she didn’t know anything about management reviewing current employees’ personal webpages. She had, however, read (well, scanned) the company’s social media policy in the employee handbook and had signed a form saying she understood the requirements. Well, she thought, my pages are pretty clean since I was warned about this by career services in college.

However, what she saw next really bothered her. There was the highlighted section of her blog from last Thursday. She had forgotten about that! In it, she noted that she had a whopping hangover because of the girls’ night out on Wednesday night, and she had said, “I think I’ll call in sick because I just can’t face working for that idiot with this headache.” Well, they knew that she wasn’t sick. How could she have been that stupid?

As she sat there, she suddenly realized that this was no normal conversation—it looked more like an inquisition. And when the HR manager informed her that the company was going to terminate her employment because she had violated the social media policy, she couldn’t believe it. What had happened to freedom of speech? What had happened to a person’s right to have a life outside of work? Could the company monitor her personal communications that had nothing to do with work and then use them against her? She wasn’t sure, but she thought that was wrong. Nonetheless, here she was, cleaning out her desk.

A 2012 report by SilkRoad Technology declares, “75% of workers access social media on the job from their personal mobile devices at least once a day, and 60% access it multiple times.” But “fewer than 10% of companies offer social media training to their employees. And only 23% have a specific policy regarding use of social media.”⁸⁰

Also, according to a recent study by Harris Interactive for Careerbuilder.com, about two out of every five employers are using social networks to screen job candidates.⁸¹ More than 40% of employers have decided not to offer jobs to potential candidates based on content from their social networking sites, including Facebook, LinkedIn, Myspace, Twitter, and others. At the same time, 19% said they had hired individuals because of their social media activities. A Business Insider article identifies several recent firings because of social media. These include an employee ranting about his employer on Facebook, a breach of personal privacy when putting photos on Instagram, and using company equipment to make a video complaining about the company, among other issues.⁸²

The National Labor Relations Board (NLRB) has recently jumped into the debate on social media posts, with some new policies and some mixed rulings in social media cases. The NLRB rulings generally direct that it is illegal to adopt overly broad social media policies “like bans on ‘disrespectful’ comments or posts that criticize the employer—if those policies discourage workers from exercising their right to communicate with one another with the aim of improving wages, benefits, or working conditions.”⁸³But employers have been judged to be within their rights in other cases when disciplining employees who acted alone to disparage or vilify their employer or its customers. According to a quote in Forbes magazine by Tony Wagner, a spokesman for the National Labor Relations Board, “The NLRA does not protect personal rants that don’t pull in other employees who may be experiencing poor working conditions.”⁸⁴

Social media sites are no longer just a location where you can connect with your friends. Companies are routinely using these sites to research both recruits for employment and the actions of current employees. The Internet is full of references of people fired for things that they said on their personal web pages. And it doesn’t necessarily matter if you set your pages to private. Your friends may still capture comments that you’ve made on their pages without you even knowing about it. In addition, recruiters in some states can use your “friend” list to find people to call for references, and if your friends are unaware of the purpose for the call, they might say something that you’d rather they didn’t. Employers can look at who has recommended you on sites such as LinkedIn and may approach those references as well.

Questions:

-Please state some of the ethical issues that Angie may have broken that was set forward by the company.

-Please also explain how you would enforce the ethical rules within the work place to current employees so that the similar situation does not happen again.

-Do you think that company's should still monitor their employees social media sites after they have been hired? Why or why not?

Spring 2019 CMSC 140 Programming Project 4: Days Out

Project Specifications

Input for this project:

• the user must enter the number of employees in the company.
• the user must enter as integers for each employee:
  • the employee number (ID)
  • the number of days that employee missed during the past year.

Input Validation:

• Do not accept a number less than 1 for the number of employees.
• Do not accept a negative number for the days any employee missed.
• Be sure to print appropriate error messages for these items if the input is invalid.

Output: The program should display the following data:

• Each employee number (ID) and the number of days missed should be written to the report file named "employeeAbsences.txt".
• The average number of days a company's employees are absenting during the year should be written to the report file named "employeeAbsences.txt".

• Create a global variable of type ofstream for the output file. Use this variable to open the fileemployeeAbsences.txt in your program to write data to it. A global variable is defined above the main function and its scope is throughout the program.
• Create the following three functions that will be called by the main function:

1. A function called NumOfEmployees. This function asks the user for the number of employees in the company. This value should be returned as an int. The function accepts no arguments (No parameter/input).
2. A second function called TotDaysAbsent that accepts an arguments of type int for the number of employees in the company and returns the total of missed days as an int. This function should do the following:

• 1. Asks the user to enter the following information for each employee:
• The employee number (ID) (Assume the employee number is 4 digits or fewer, but don't validate it).
• The number of days that employee missed during the past year.
  2. Writes each employee number (ID) and the number of days missed to the output file (employeeAbsences.txt). ( Refer to Sample File Output )

3. A third function called AverageAbsent that calculates the average number of days absent.
   1. The function takes two arguments:

• the number of employees in the company
• the total number of days absent for all employees during the year.
  2. This function should return, as a double, the average number of days absent.
  3. This function does not perform screen or file output and does not ask the user for input.