Finance Student Name: This Quiz Has

Financestudent Name This Quiz Has

Make sure you answer the questions using the learning from our textbook. Question 1 is 30% of your grade: 1 is 13%, 2 is 13% and Question 1 is 4% Question 2 is 70% of your grade: Question 1 is 35%, Question 2 is 20%, Question 3 is 15% 1) Nepean Boards is a small company that manufactures and sells snowboards in Ottawa. Scott Redknapp, the founder of the company, is in charge of the design and sale of the snowboards, but he is not from a business background.

As a result, the company's financial records are not well maintained. The initial investment in Nepean Boards was provided by Scott and his friends and family. Because the initial investment was relatively small, and the company has made snowboards only for its own store, the investors have not required detailed financial statements from Scott. But thanks to word of mouth among professional boarders, sales have picked up recently, and Scott is considering a major expansion. His plans include opening another snowboard store in Calgary, as well as supplying his “sticks” (boarder lingo for boards) to other sellers.

Scott's expansion plans require a significant investment, which he plans to finance with a combination of additional funds from outsiders plus some money borrowed from the banks. Naturally, the new investors and creditors require more organized and detailed financial statements than Scott previously prepared. At the urging of his investors, Scott has hired financial analyst Jennifer Bradshaw to evaluate the performance of the company over the past year. After rooting through old bank statements, sales receipts, tax returns, and other records, Jennifer has assembled the following information: Nepean Boards currently pays out 50 percent of net income as dividends to Scott and the other original investors, and has a 20 percent tax rate.

You are Jennifer's assistant, and she has asked you to prepare the following: 1. A statement of comprehensive income for 2014 and 2015. 1. A statement of financial position for 2014 and 2015. Questions 1.

In light of your discussions in the previous question, what do you think about Scott's expansion plans? 2) Ed Cowan was recently hired by Tuxedo Air Inc. to assist the organization with its financial planning and to evaluate the organization's performance. Ed graduated from university six years ago with a finance degree. He has been employed in the finance department of a TSX100 company since then. Tuxedo Air was founded 12 years ago by friends Mark Taylor and Jack Rodwell.

The organization manufactured and sold light airplanes over this period, and its products have received high reviews for safety and reliability. The organization has a niche market in that it sells primarily to individuals who own and fly their own airplanes. The company has two models; the Sparrow, which sells for $53,000, and the Vulture, which sells for $78,000. Although the company manufactures aircraft, its operations are different from commercial aircraft companies. Tuxedo Air builds aircraft to order.

By using prefabricated parts, the organization can complete the manufacture of an airplane in only five weeks. The organization also receives a deposit on each order, as well as another partial payment before the order is complete. In contrast, a commercial airplane may take one and one-half to two years to manufacture once the order is placed. The organization has provided financial statements and industry ratios for the light airplane manufacturing industry for analysis.

Questions 1. Using the financial statements provided for Tuxedo Air, calculate each of the ratios listed in the table for the light aircraft industry. 1. Mark and Jack agree that a ratio analysis can provide a measure of the company's performance. They have chosen Bombardier as an aspirant company.

Would you choose Bombardier as an aspirant company? Why or why not? There are other aircraft manufacturers Tuxedo Air could use as aspirant companies. Discuss whether it is appropriate to use any of the following companies: Boeing, XOJET, Piper Aircraft, and AeroCentury. 1.

Compare the performance of Tuxedo Air to the industry. For each ratio, comment on why it might be viewed as positive or negative relative to the industry. Suppose you create an inventory ratio calculated as inventory divided by current liabilities. How do you think Tuxedo Air would compare to the industry average? TABLE 3.8 Common financial ratios SHORT ANSWER QUESTIONS INSTRUCTIONS: Please answer all 8 questions and provide an explanation or rationale for your answers.

Your answers should fully answer the questions and should apply the law to the facts where applicable. Please cite the law used. Please write at least 2 paragraphs for each question. 1. St.

Joseph's Day School is a private Catholic elementary school. It employs 43 people. Paula is a fourth grade teacher at the school. She is unmarried. When she announces to her supervisor that she is pregnant, she is fired the next day.

Paula files a claim with the EEOC. What is the likely result and why? 2. Cindy works as a receptionist for ABC Corporation, a brokerage company that has about 15 employees. She was hired through a XYZ, a recruiter and paid through the recruiting company.

During her time there, Sam, one of the brokers, repeatedly called her “sweetie.” He also asked her to go out for drinks. She ignored his overtures. He repeatedly continued to call her at home and suggested going to dinner. At the Christmas party, Sam got drunk and made several attempts to dance with Cindy. She politely refused.

On his way out, he hugged her and touched her buttocks. At the same time, he calls her “honey buns.” The next day, she complained to a manager at XYZ about Sam’s behavior. A week later, the recruiting company called her and told her that she is no longer wanted at ABC and ended her assignment there. What claims does she have and against whom? 3.

Kyle believed that his employer BillingRUS is violating state and federal law by not reporting income properly. He registered an anonymous complaint with the IRS who promptly initiated an audit. Following the conclusion of the audit, about six months after his complaint, Kyle is terminated by BillingRUS allegedly for performance issues. While his employer never questioned him about the complaint, Kyle believes that his termination decision was retaliatory for his complaint to the IRS. Assess Kyle’s claims and the potential defenses.

4. Karen and Greg are good friends at the law firm where they work. Greg works as an associate for Karen, a partner. After some time, they develop a relationship at work. Although they try to keep it secret, the existence of the relationship is pretty evident to coworkers due to the fact that they come to work together and leave at the same time.

Plus, unbeknownst to Karen and Greg, their blackberry texts are regularly monitored by head partner, including pictures sent to each other. If you were in HR for the law firm and asked to advise what, if anything, to do about Karen and Greg, what would you advise? What, if any, are the problems posed by Karen and Greg’s relationship? 5. Doug works at an auto-repair shop.

The auto mechanics regularly use foul language, and many of them regularly call Doug, a mechanic, “gay” or a “faggot.” Doug is offended by this behavior and reports it to Bob, the supervisor. Bob says that there is nothing that he can do about it. Does Doug have a claim under federal law? Explain why or why not. 6.

Raheem is a Middle Eastern American working at a local bank. While working as a bank teller, he believes that he overhears another coworker call him a potential “terrorist.” After that event, he quits his job on the spot. Does Raheem have a claim? Explain why or why not. 7.

Why is it important to classify workers correctly as either employees or independent contractors? 8. Explain the public policy exception to the doctrine of employment at-will, including stating what the ex-employee must demonstrate to prevail and give at least three examples of the public policy exception that have been recognized by some of the states.

Sample Paper For Above instruction

The case of Nepean Boards presents an intriguing scenario for financial analysis. As a small snowboard manufacturer in Ottawa run by Scott Redknapp, the company's informal financial records highlight the need for improved financial management, especially as they contemplate expansion. The absence of detailed historical financial statements reflects a lack of formal accounting practices, which can pose significant risks for investors and creditors. However, recent growth driven by brand word-of-mouth suggests potential, but the expansion plans require careful financial planning and assessment of performance and financial health.

From the perspective of a financial analyst, evaluating the performance of Nepean Boards involves constructing comprehensive financial statements, chiefly the statement of comprehensive income and the statement of financial position for the years 2014 and 2015. These statements would provide a clearer picture of revenue, expenses, assets, and liabilities, which are essential for making informed decisions about expanding operations. A healthy net income, positive cash flows, and manageable debt levels would support the case for expansion, whereas signs of financial weakness could warrant caution.

Regarding Scott's expansion plans, the analysis of financial data can reveal the company's capacity to sustain further growth. If the financial statements show increasing profitability, strong liquidity, and effective management of liabilities, then expansion could be viable. Conversely, if financial ratios such as return on assets, debt-to-equity ratio, or liquidity ratios indicate underlying problems, Scott may need to reconsider or reevaluate the scope of his plans. For example, high levels of debt or declining profitability could jeopardize the new store's success or strain current resources.

In evaluating Tuxedo Air Inc., Ed Cowan's role includes conducting ratio analysis to compare its financial performance to the industry. Calculating ratios such as liquidity ratios, profitability ratios, and efficiency ratios enables understanding whether the company performs better or worse than competitors like Bombardier, Boeing, or Piper Aircraft. Bombardier, although an ambitious aspirant due to its size and global presence, may not be an ideal comparator if Tuxedo Air operates on a different scale or market niche. Instead, more comparable companies like Piper Aircraft or AeroCentury, which focus on smaller aircraft and similar production dynamics, may provide more relevant benchmarks.

When comparing Tuxedo Air to industry averages, particular ratios such as inventory turnover, current ratio, and gross margin can shed light on operational efficiency and financial health. A high inventory-to-current liabilities ratio might suggest either excellent management or excess inventory, which could tie up working capital unnecessarily. Such analysis assists management in identifying strengths and vulnerabilities, guiding strategic decisions, and setting realistic performance targets.

From a legal and ethical standpoint, understanding disparate claims and potential liabilities is crucial. Paula's firing upon announcing her pregnancy may constitute pregnancy discrimination under the Pregnancy Discrimination Act, which is part of Title VII of the Civil Rights Act. The EEOC would likely find that this constitutes unlawful discrimination, as it relates to sex and pregnancy discrimination, leading to potential liability for the employer.

In the case of Cindy, her claims could include sexual harassment and retaliation for reporting inappropriate behavior. The repeated unwelcome advances and physical contact by Sam, coupled with her subsequent reporting and termination, support claims under Title VII for hostile work environment and retaliation. The employer or recruiting agency could be held liable if they were aware or should have been aware of Sam's behavior but failed to act.

Kyle’s termination shortly after reporting income reporting issues raises the issue of retaliatory discharge. Under laws like the Sarbanes-Oxley Act and other whistleblower statutes, employees are protected from retaliation for whistleblowing on legal violations. Kyle might have a valid claim if he can demonstrate that his reporting was a contributing factor to his termination, and the employer's stated reasons are pretextual.

The case of Karen and Greg highlights issues related to workplace relationships and monitoring. It is advisable for HR to develop clear policies regarding workplace relationships to prevent conflicts of interest, favoritism, or harassment. Monitoring of private communications like texts must comply with privacy laws and ethical standards, and any action taken should balance privacy rights with organizational integrity.

Doug’s experience with offensive language and harassment at his auto repair shop potentially falls under Title VII’s protections against workplace harassment based on sex, including sexual orientation. If the behavior is pervasive and creates a hostile work environment, Doug could have a valid claim. However, the employer’s obligation depends on their knowledge of the behavior and their promptness in addressing it.

Raheem’s harassment claim depends on whether the comments and actions he experienced were based on race or national origin, which are protected grounds under Title VII. If a coworker called him a “terrorist,” and it was rooted in discrimination based on ethnicity, Raheem might have a valid claim of race/national origin harassment.

Classifying workers correctly as employees or independent contractors is essential for legal compliance, tax obligations, and rights to benefits. Misclassification can lead to penalties, back taxes, or liabilities for employment benefits.

The public policy exception to employment at-will allows employees to be protected from termination if their discharge violates fundamental public policies. This includes cases where employees refuse to commit illegal acts, report illegal activities, or participate in legal proceedings. States like California and New York recognize such exceptions, which require employees to demonstrate that their dismissal violates public policy to prevail in wrongful termination suits.