Self Assessment Term Paper Example | Topics and Well Written Essays - 250 words

Self Assessment - Term Paper Example ) says that merchandise budget planning accounts for inventory shrinkage by indicating deviation between budgeted loses and loses causes by stock theft. Every merchandise budget factors in inventory loses expected as a result of conventional damages during stock handling, losses from discounts and those from general sales activities. In this context, any substantial divergence between the planned loss and actual losses after sales will account for inventory shrinkage. Sales = $26,000, stock 1 = $100,000 and stock 2 = $88,000. Difference in stock value = $12,000. This value represents inventory shrinkage within a single sales period of $26,000. Additions to stock is given by; (value of stock 1/sales) Ãâ€" (sales - inventory shrinkage). Additions = (100,000/26,000) Ãâ€" 14000 = $53,846. Based on the formula GMROI = Gross Margin Ãâ€" (Sales/Average Inventory Cost). Gross margin = 46/100. This means 1.3 = 0.46 Ãâ€" sales-to-stock ratio. Therefore, sales to stock ratio = 2.8:1. In this case, the stock-to-sales ratio for 6 months = 2.8 : 1. In retail marketing, the concept of stock-to-sales ratio shows the relationship between the quantity of inventory in stock and the amount of sales. In August, there will be a high stock-to-sales ratio as compared to that of September. According to Toomey (2010), a high ratio in August means that substantial value of capital is tied up in inventory with little sales. On the contrary, September comes with significant sales; hence the ratio reduces as inventory value melts away due to increasing sales. This rule helps retail managers to acknowledge the fact that approximately 80% of sales will come from 20% of the entire stock. On the contrary, 20% of the stock levels will cause 80% of the losses incurred during sales. According to Toomey (2010), the Pareto rule helps retail managers to focus on only 20% of the inventory levels. This rule should serve as a reminder that managers should focus on controlling inventory levels of fast-selling

Sexual Discrimination Case Study Example | Topics and Well Written Essays - 3000 words

Sexual Discrimination - Case Study Example Sergeant Williams, a churchwarden at St Augustine's was uneasy that an acknowledged homosexual should be working as a caretaker at the parish school. He voiced his concerns to the school's head teacher who brought the matter to a meeting of the school's governing body. They endorse Sergeant Williams' concerns and advise that Jeffrey's contract should be terminated. This year, in the local police station, Desk Sergeant Williams took Jeffrey's statement reporting the fact that his flat has been broken into and several valuable items have been stolen, which statement also revealed Jeffrey's sexual orientation. Sergeant Williams, who was also a churchwarden of St. Augustine, reported his concerns of having an acknowledged homosexual working as the parish school caretaker to the school head teacher. Jeffrey's employment contract was terminated by the head teacher after the school's board of governors endorsed Sergeant Williams' concerns. Jeffrey filed the present application for injunctive relief to prevent the school administration from implementing the dismissal decision as well as appeal the same with prayer claiming for additional damages over and above the notice period for the period that the statutory dismissal or disciplinary procedure would have taken. The Employment Act 2002... injunctive relief to prevent the school administration from implementing the dismissal decision as well as appeal the same with prayer claiming for additional damages over and above the notice period for the period that the statutory dismissal or disciplinary procedure would have taken. II. LAW - Relevant Domestic and European Community Law, Convention and Practice i. Under the Employment Act 2002: The complainant employee alleges that the dismissal impinges upon his rights under s.35 of the Employment Act 2002: the right to procedural fairness through the internal dismissal procedure to determine whether there are extant grounds to dismiss the employee; the right to accompaniment or assistance by a trade union representative or work colleague; and The right to appeal the grievance decision. The complainant's rights under the Sex Discrimination Act 1975 and the Employment Equality (Sexual Orientation) Regulations 2003 are asserted to be also violated. The Employment Act 2002 (Dispute Resolution) Regulations 2004 requires that the employer afford the employee the procedural fairness through internal dismissal/disciplinary procedures. The Employment Act 2002 (Dispute Resolution) Regulations 2004 provides, inter alia: Application of dismissal and disciplinary procedures 3. -(1) Subject to paragraph (2) and regulation 4, the standard dismissal and disciplinary procedure applies when an employer contemplates dismissing or taking relevant disciplinary action against an employee. (2) Subject to regulation 4, the modified dismissal procedure applies in relation to a dismissal where- (a) the employer dismissed the employee by reason of his conduct without notice, (b) the dismissal occurred at the time the employer became aware of the conduct or immediately thereafter, (c)