Individual Assignment Assignment # 03 Prepared for Kanchan Das‚ Ph.D. Course Instructor Operations Management (MGT-314) Summer-2012 Prepared by Md. Tanvir Rahman Mazumder 0930-319-030 Date of Submission: 30-07-2012 Question from chapter 12 1. a i) Annual demand= 40*260=10400 boxes Q*= (2DS/H) ^0.5= (2*10400*$60/30) ^0.5= 203.96 Ii) TC= (Q/2)*H+ (D/Q)*S= (203.96/2)*$30+ (10400/203.96)*$60
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Company uses overtime‚ inventory and subcontracting to absorb the fluctuations in demand for its playgrounds for children. An aggregate production plan is devised annually and updated quarterly. Cost data‚ expected demand‚ and available capacities in units for the next four quarters are given here. Demand must be satisfied in the periods it occurs; that is‚ no backordering is allowed. Design a production plan that will satisfy demand at minimum cost. (25 Marks) Expected Regular Overtime Subcontract
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in or out of “his scope of employment.” Jake’s actions are considered in his scope of employment for his specific role as a mechanic for his employment at the auto dealership. Jake notes to his employer‚ Herman that he has been working overtime for two days during the free oil change deal at the auto dealership. Jake tells Herman that he believes if he is doing the extra work for the car dealership’s special‚ he should be fairly compensated. In accordance with the FLSA (Federal Labor
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answer in standard form. (b) The basic wage earned by a truck driver for a 4O-hour week is $560.00. (i) Calculate his hourly rate. ( L mark ) For overtime work‚ the driver is paid one and a half times the basic hourly rate. (ii) (iii) Calculate his overtime wage for 10 hours of overtime. ( 2 marks) Calculate the TOTAL wages earned by the truck driver for a 55-hour week. ( 3 marks) Total 12 marks n (a) Factorise completely: (i) 2ax +.3oy
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these directors the required compensatory amount for the additional working hours performed by them in which they have worked for the development as well as the betterment of the agency and its procedures. Directors at the state agency qualify for overtime compensation based on the uniqueness of
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of the FLSA with respect to minimum wage and overtime. Exempt employees include most executives‚ administrators‚ professionals‚ and outside sales representatives. Nonexempt employees are those who are subject to the provisions of the FLSA. To qualify for any of the preceding exemption categories‚ all of the pertaining tests must be met. Because of their duties‚ responsibilities‚ and salaries‚ employees in exempt jobs are not covered by the overtime provision of the FLSA. "Exempt" is not a title
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and timely production schedule possible. We analyzed many different options when trying to determine the best course of action that Bells should take. Included in those options were using additional workers with no overtime‚ maximizing current workers with the use of overtime hours‚ outsourcing to one or more suppliers‚ and a combination of all the above. We also analyzed using a level or chase approach‚ all while trying to adhere to Bells established principals with regards to employees and
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regular and overtime pay. 5. Identify distinctive compensation plans. Contents Chapter 2 outline: LEARNING OBJECTIVES THE FAIR LABOR STANDARDS ACT Coverage Enterprise Coverage Individual Employee Coverage Employer Employee Employees of a Corporation Domestics Partnerships Statutory Employees Statutory Nonemployees Wages The Minimum Wage Paying Less than the Minimum Wage State Laws Paying a “Living Wage” Tips Workweek Overtime Hours and Overtime Pay Exceptions to Overtime Hours and
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Ethics Case Assignment From Diane’s perspective: 1) Relevant facts: * She is planning on not recording overtime worked * Policy is clear that employees must accurately record the time worked 2) Ethical Issue: * Working overtime and not recording your hours worked 3) Who is being Affected and How: * Diane: Could lose her job‚ Hours of work‚ violating the firms policy‚ placing will in the position to violate the firms policy‚ may have similar circumstances in the future
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Business Environment: Labour condition in Foxconn Specific Issus: A startling 13 young workers attempted or committed suicide at the two Foxconn production facilities in southern China between January and May 2010. in NATIONAL factor: We can interpret their acts as protest against a global labor regime that is widely practiced in China. Their defiant deaths demand that society reflect upon the costs of a state-promoted development model that sacrifices dignity for corporate profit in the
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