Gender Recognition Using Pytorch

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College essay writing serviceGiven a face recognition code,( https://github.com/clcarwin/SFD_pytorch )make gender recognition code and answer the three questions.
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Original essay on: Discuss the new revenue recognition criteria in IFRS

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Retailing Your task includes to,
1) Read the selected article, the Next Step for Revenue Recognition by Jones, J. P., and D Pagach. (2013) The CPA Journal 2013 (October), which is available on Blackboard, and answer the following required questions
a. Provide at least 5 examples of the recognition criteria for revenue from the existing accounting standards which are mentioned in the journal article.
b. Discuss the main difference of these standards with IFRS 15. (You are required to give the title of the standards and the paragraph number of each standard that you have identified.)
c. Discuss the new revenue recognition criteria in IFRS 15.
d. Are the revenue recognition criteria in IFRS 15 consistent with the requirements in the Conceptual Framework (CF) and why? (You are required to give the paragraph numbers of revenue recognition criteria in CF)
2) Evaluate 2017 annual report of your selected company and critique the accounting policies adopted in your selected company.
a. Has your selected company adopted IFRS 15? If it has, then since when? If it has not, then what is (are) the current accounting standard(s) applied?
b. a summary of accounting policy for revenue
3) Provide the following information,
a. the category of revenue (e.g. the main revenue, other revenues, current and last financial years)
b. a copy of information about revenue and its policy as evidence but a copy of an annual report is NOT acceptable
4) Discuss the implications e.g. how IFRS will impact on your selected company. If your selected company has adopted IFRS 15, what implications would be if it implemented.
5) Prepare the assignment in report format based on your study. A sample format of the report is shown in the marking guide. You must use the provided structure to complete this assignment.
o
o Telecommunication Services
o Consumer Services
o Pharmaceuticals & Biotechnology
o Technology Hardware & Equipment
• The words limit is 3,000 maximum but no less or no more than 5% of the words limit excluding references list, footnote, and appendices using 1.5 spacing

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#065

Facial Recognition

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College essay writing serviceyou will be writing a critical analysis on the topic of the privacy concerns surrounding “Facial Recognition Technology”. Your analysis should focus on following:You should provide at least three resources for this analysis. You are welcome to use online resources except for Wikipedia or any other open source resource. Be sure to use proper grammar, spelling and APA citation for this assignment. Use 12 point Times New Roman font and double space your paper. You should have approximately 3 – 4 pages for this particular assignment.Purchase the answer to view it.
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In growing recognition of the effects of behavior on personal health, public he

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In growing recognition of the effects of behavior on personal health, public health officials now also collect and analyze behavioral information regarding behaviors such as alcohol and drug use, seat belt and helmet use, smoking, nutrition, exercise, and sexual activities. Surveillance of noncommunicable conditions like heart disease and diabetes has also expanded in recent years. Whereas infectious disease surveillance relies heavily on case reports by physicians, behavioral and noncommunicable disease surveillance is primarily conducted through surveys designed to be representative of the sampled population.Discuss a Public Health (PH) change made on the local or state level based on the collection of behavioral health information.
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We can work on Arguments against constitutional recognition

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Arguments against constitutional recognition
A constitution refers to a legal framework that is meant to protect its citizen from adverse conditions or eventualities that may accrue in the day to day living of a citizen. In some cases, however, this can be quite contrary (depending on the structure of the leadership) (Attwood, 2007). An example includes the Australian legal framework which constitutes one of the most powerful sets of law; however, does not represent the interests of the minority communities (indigenous Australians). The Indigenous Australians are not sufficiently protected by the nation’s constitution. The Torres Strait Islander and Aboriginal people in Australia are the most vulnerable individuals due to the constitution’s failure to protect them (Kowal, 2008). The constitution’s inability to protect these individuals has resulted in poor living conditions in matters regarding health, housing, education, and property acquisition; compared to the rest of the Australians. To understand the study topic in a better manner, the essay attempts to analyze how the Australian government has marginalized the indigenous communities in Australia. The essay focuses on the constitution as a tool used by the government to advance atrocities against the minority communities.
Constitutional recognition is nothing more than a symbolic gesture
The current constitution in Australia discriminates against the indigenous people in different ways. Even though the constitution acknowledges the indigenous Australian people, there are categorical cases of discrimination. Most of the efforts to remedy such cases took places during the 1967 Federal Referendum; however, there were no major changes regarding the independence of the indigenous Australians (Tushnet, 2009). The current Australian Constitution does not specifically mention the indigenous population; it only contains sections of references majorly in section 25 and 51 allowing the state to single out against people on the basis of their races. The Aboriginal and Torres Strait Islander people have been affected severally by these references in the constitution as the government has used the power provided by section 25 and 51 to enact legislations which marginalize against the minority communities.
The discriminatory tendencies of the Australian constitution can also be seen during the formation of the Reconciliation movement in Australia which commenced with the 1967 referendum in which a significant population of the population living in Australia (90 percent of the Australians) voted to get rid of discriminatory clauses in the legal establishments that discriminated against the indigenous Australians (Tushnet, 2009). To some extent, this approach granted the indigenous communities the right to take part in elections, acquire proper citizenship status and also to be included in the census exercise (Australian Government, 2015, para.1-3). However, it is it important to note that the movement was not quite efficient in its fight against constitutional discrimination especially: because there are some sections of the constitution that still harbor certain discriminatory clauses; and in relation to this, in 2015, Australia was declared as the only democratic country in the world that had clauses in its constitution that authorized discrimination in terms of race (Moses, 2011). The international community found that the indigenous people were the most affected individuals by such constitutional provisions.
Constitutional recognition will not improve the physical and mental health of Indigenous Australians
Most of the indigenous Australians especially Aboriginals live comparatively shorter lives than the rest of the Australians population. Their life expectancy is also lower compared to the rest of the non-Aborigine people of the Australian nation (Awofeso, 2011).  This can largely be attributed to the lack of proper legal frameworks that protect and safeguards the indigenous population interests in matters regarding effective health care policies and frameworks (Larson, Gillies, Howard, & Coffin, 2007). It is known that most of the Aborigines have quite limited participation in the health care systems and where there is participation of individuals from such minority settings, most of the services offered to them are way below the required standards (Paradies, Harris, & Anderson, 2008). This is mainly due to lack of proper recognition of the Aborigines’ basic health requirements by the existing legal frameworks. This therefore means that the government and the relevant stakeholders need to integrate the necessary efforts (amending constitutions where possible) to include the Australian indigenous people into the proper health care frameworks and policies; as a way of recognizing and protecting the Aborigine’s rights to a healthy living and also as an effort meant to ensure that the existing health system provide better health care services to the minority just like the rest of the population (non-indigenous) (Moses, 2011).
Constitutional recognition will negate Indigenous Australians right to sovereignty and possible treaty negations
When it comes to matters regarding the Aboriginal Australia Constitution recognition and their sovereignty as well as the related treaties, it is quite notable that the constitutional recognition to a large extent is more likely to negate the indigenous rights to sovereignty including the related treaties (Coulthard, 2007). This is because some of the sections in the constitution harbor certain clauses that portray discriminatory tendencies. The treaty, on the other hand, is meant to promote and uphold the aborigine and the Torres Strait Islander peoples’ sovereignty. The treaty system can be used to promote a sense of equality in a way that all of the people in Australia regardless of their identities, historical backgrounds and culture can be viewed as being equal. Most of the minority communities are against constitutional recognition because they feel that it is largely flawed and this, therefore, explains why a significant number of the Australia Aborigines want a treaty and negotiation. Most of the Aborigine population feels that the constitution imposes laws on them and that it also oppresses them (what they call the law of the colonizer government) (Rudd, 2008). The only way the indigenous people think this could be addressed would be through the signing of a single pact with a supportive body of an elected board of members belonging to the indigenous communities throughout the country (Brown, 2007). The main reasons why most of the aboriginal communities are against constitutional recognition is particularly based on the fact that the different government states (Victoria, Queensland, NSW, and South Australia) have taken no major steps to address issues such as legal funding, underpayment, advisory groups and health care inequality among the first communities.
Conclusion
Even though the Australian constitution has undergone a significant amendment in a referendum to address the issues of discrimination against the indigenous people, the nation has quite a long way to achieve the much-awaited equality. The flawed legal framework has led to a perception that the indigenous people are inferior so that they suffer oppression in the hands of the government and the rest of Australians. To remedy the current situation in the most effective manner, it is quite important that the relevant authority and leaders in the nation to promote a sense of equality so that the indigenous communities can enjoy equal opportunities just like the rest of the Australian population.
References
Attwood, B. (2007). The 1967 referendum: Race, power and the Australian constitution. Aboriginal Studies Press.
Brown, A. J. (2007). Federalism, regionalism and the reshaping of Australian governance. Federalism and regionalism in Australia: new approaches, new institutions, 11-32.
Coulthard, G. S. (2007). Subjects of empire: Indigenous peoples and the ‘politics of recognition’in Canada. Contemporary political theory, 6(4), 437-460.
Kowal, E. (2008). The Politics of the Gap: Indigenous Australians, Liberal Multiculturalism, and the End of the Self‐Determination Era. American Anthropologist, 110(3), 338-348.
Larson, A., Gillies, M., Howard, P. J., & Coffin, J. (2007). It’s enough to make you sick: the impact of racism on the health of Aboriginal Australians. Australian and New Zealand journal of public health, 31(4), 322-329.
Moses, A. D. (2011). Official apologies, reconciliation, and settler colonialism: Australian indigenous alterity and political agency. Citizenship Studies, 15(02), 145-159.
Paradies, Y., Harris, R., & Anderson, I. (2008). The impact of racism on Indigenous health in Australia and Aotearoa: Towards a research agenda. Cooperative Research Centre for Aboriginal Health.Awofeso, N. (2011). Racism: a major impediment to optimal Indigenous health and health care in Australia. Australian Indigenous Health Bulletin,11(3), 1-8.
Rudd, K. (2008). Apology to Australia’s Indigenous peoples. House of Representatives Official Hansard, 1, 13.
Tushnet, M. (2009). Weak courts, strong rights: Judicial review and social welfare rights in comparative constitutional law. Princeton University Press.
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We can work on Employee Reward and Recognition Systems

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Introduction
This assignment is aimed at providing an overview of what Reward Management is concerned with including key areas organizations formulate reward policies, defining strategies of Reward System as well as Reward policies and practices that support the achievement of organizational objectives. It further sets out to determine values, culture and reward systems that match the interest of employees in organizations.
This paper explores to establish the following:How can reward policies and practices support the achievement of business goals;What are the key areas in which reward policies need to be formulated?Employees have the right to determine whether the values, cultures and reward systems of the organization match their own.
QUESTION ONE1.0.1HOW CAN REWARD POLICIES AND PRACTICES SUPPORT THE ACHIEVEMENT OF BUSINESS GOALS?
Definition of Reward Management. Reward Management can be defined as an organization’s effort to attract and retain staff through provision of competitive rewards. Competitive rewards motivate attracts the right quality and quantity of candidates to join an organization in an exchange for the value they would wish to add to the institution in terms of knowledge and skill. According to Michael Armstrong, (2007), Reward Management and practices: Reward management deals with the strategies, policies, and processes required to ensure that the value of people and the contribution they make to achieving organizational, departmental and team goals are recognized and rewarded. It is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
Reward Policies and practices clearly set out compensation eligibility according to grades and qualifications that staff has to support the achievement of business goals. It clearly defines a hierarchy of compensation according to the value individuals add to the organization. When compensation policies are competitive, employees thrive to work extremely hard appreciating what they are getting from the organization in return. Reward policies and practices reinforce positive behaviors and competition in staff towards the attainment of goals and objectives. According to John Shield (2009), Managing Employee Performance and Reward,s that in essence, a reward system maintained by a working organization is likely to have three (3) primary objectives;
To attract the right people at the right time for the right jobs, tasks or rules;To retain the best people by recognizing and rewarding their contribution;To motivate employees to contribute to the best of their ability.
The motivated workforce can be a substantial factor in organizational achievement. When employees are motivated to put in their level best, the organization is more efficient in attaining it’s strategic intent. There is a positive relationship between employee performance and rewards. As such, it is imperative that Managers understand the power of reward systems and how they are used to influence employee output. According to Brown Duncan (2001), Reward Strategies – From Intent to Impact, consideration of how organizations create value and where the most value is added are now often the critical component of business strategies and need to inform the strategic rewards approach. Organizations need to ensure that incentive plans are focused on these high-value focus areas and measures. Staff needs to also understand the various reward programs and how they interrelate and fit in their roles.
QUESTION TWO2.0.2WHAT ARE THE KEY AREAS IN WHICH REWARD POLICIES NEED TO BE FORMULATED?
The organizations should, first of all, develop Reward Strategies in line with the overall HR strategy of the organization. The strategies should address contingent pay structures as well as developing reward policies that support the achievement of the organizational goals through providing rewards which attract, retains and motivates staff to develop a high-performance culture. An effective strategy is one in which there are clearly defined goals linked to business objectives whilst maintaining competitive rates of pays.
There are so many talented persons on the market who are willing to join dynamic organizations to offer their skills and knowledge in return for a competitive compensation. Reward strategies outline how an organization can reward people according to what the organization values as well as for the value that people bring to the organization. Reward policies should motivate people to be committed and engaged and are formulated in the following key areas in the case of ZICTA.
Salary
Salaries being offered by organizations should be viable in order to attract and retain staff. Salaries being offered by ZICTA are competitive and able to sustain employees’ livelihood. This motivates employees to stay with the Authority as there are few firms that can compete with ZICTA in terms of compensation.
Job evaluation
Job Evaluation is a systematic process of identifying the worthiness of jobs within an institution in order to establish internal relativity as well as providing the basis for designing equitable pay structure. ZICTA has used Job Evaluation to measure the importance of different jobs and ascertain their worthiness in order to come up with attractive pay structures. This is done according to employee’s qualifications and other required qualities such as competences and knowledge that staff possesses that adds value to the proposition of the Authority.
Market Rate Analysis
Market Rate Analysis is the process of ascertaining the rates of pay in the labor market. ZICTA has in the past carried out surveys in other related institutions to compare with the prevailing salaries in order to determine and justify pay increase for staff to the Board. However, since ZICTA is one of the institutions with very high pay structures, it has been challenging to find institutions to compare with in order to make a justification for further salary increments. However, the Authority will still continue to benchmark with other high paying institutions to be used as a reference point for justifying pay rise for staff.
Grade and Pay Structures
At ZICTA Jobs are placed in a graded structure according to their relative size. Jobs are ranked in grades i.e Grade 1 to 8. Factors such as qualifications, experience, competence, levels of decision making and other qualities are used to rank jobs in order of value hence coming up with a salary structure which the Authority still uses to reward its staff.
Employee benefitsEmployee benefits are benefits such as pension, sick pay, insurance cover, company cars as well as social reaction facilities such as gym membership.
Employment Categories
ZICTA has two type of employment categories – the staff of permanent and pensionable and staff on contract. Staff on permanent and pensionable are entitled to gratuity payment from the Authority after upon attaining retirement age. Staff on fixed term contract are entitled to gratuity paid at the end of the three (3) fixed term contract calculated at 35% of annual gross salary tax-free.Permanent employment applies to unionized staff as well as support staff whereas fixed-term contracts apply to professionals and core staff. Benefits for staff on fixed term contracts are more enhanced compared to benefits that apply to the other category of employment.
Medical Scheme
ZICTA staff are also entitled to medical scheme cover at 100% meaning the Authority. Pays for medical for all its employees, however, spouses and dependents of the staff are covered at 80% by the organization and the 20% is recovered from staff. In an event that an employee has been diagnosed with a chronic ailment that cannot be handled by medical specialists in Zambia, the Authority shall pay 100% for the employee to be evacuated abroad for specialized treatment.
5.3Recreation Facilities
ZICTA also pays for recreation facilities for all members of staff such as Gym membership for staff to consistently keep fit for them to remain productive. We always urge employees to utilize these facilities offered by the organization for their own benefits health lives.
Group Life and Group Personal Accidents
ZICTA also subscribe to Group Life and Group personal accidents for all staff, wherein an event of death, the group life firms are able to compensate staff who pass on whilst in employment.
Training and Development
ZICTA has a training policy in place that provides for staff training and development. It encourages staff to continually grow and long-term staff training is fully sponsored by the Authority.
Staff LoansZICTA also offers construction and vehicle loans. These loans are insured as they are sometimes huge amounts. The purpose of ensuring these loans is to ensure that in an event of the death of an employee, the authority does not repossess the house from the family of the deceased, but claim the money from the insurance firm.
Performance Management System
ZICTA has a Performance Management System in place where at the end of the year, all staff is appraised by their supervisors to determine eligibility for the payment of bonus. Payment of bonus is done on the following basis;Exceptional performers during the year are paid 100% of their gross salarySuperior performers during the year are paid 80% of their gross salaryCompetent performers during the year are paid 60% of their gross salary.This makes employees work extra hard for them to attain exceptional performance.
QUESTION THREE2.0.3EMPLOYEES HAVE THE RIGHT TO DETERMINE WHETHER THE VALUES, CULTURES AND REWARD SYSTEMS OF THE ORGANIZATION MATCH THEIR OWN. WHAT DOES THAT TELL US ABOUT AN ORGANIZATION’S REWARD PRACTICES?
This tells us that organizations should offer competitive rewards that motivate staff in order to retain them in the institution, and employees also have a critical role to play in attaining objectives of the organization. There is a correlation between employees’ performance and organization reward. For an organization to reward employees, the running of business should be with a view to achieving the overall objectives through staff knowledge and skills. Employees should always be committed towards the achievement of organizational goals. Reward Practices in organizations should attract, motivate and retain the right quality of staff. In turn, staff would be motivated and committed to achieving organizational goals. Commitment and engagement is the common thing that enables organizations to realize the potential of people. According to Michael O Malley and William Mercer (Creating Commitment: How to attract and retain Talented employees by building Relationships that Last. Organizations should compete favorably within the job market and within the job sector of the economy in order to attract and retain staff committed and engaged candidates in order to achieve its strategic objectives. Compensation systems should be flexible to adapt to environmental changes such as inflation. It should be socially acceptable to the organizations public, trade unions. The system should further be perceived as reasonable within the framework of impartiality and equity.
4.0Conclusion
Having an implemented well-defined reward policies in organizations is a yardstick to attaining organizational objectives. Competitive reward policies attract employees in their work performance. Employees develop confidence in management when organizations have policies clearly defining purposes and intent. Having established and clearly defined policies provide guidance and reduce grievances in staff as there is a clear guide and reward management. System.
The overall objective of implementing a Reward Strategy is to make the strategy an operating reality which the organization can systematically follow to attain its goals through employees. The strategy should be communicated to staff explicitly stating the purpose and how it will affect staff. Through effective communication, employees develop a culture and beliefs of working hard towards the attainment of the organizational objectives. These norms are shared by all staff and usually lead to a positive work outcome.
References
Michael Armstrong (2001:13), Reward Management and Practices: 3rd EditionMichael O Malley, William Mercer (2000:8), Creating Commitment: How to Attract and Retain Talented Employees by Building Relationships that Las.tBrown Duncan (2001:42), Reward Strategies: From Intent to Impact 1st edition.Michael Dennis Graham (2008:25), Effective Compensation: Creating a Total Reward Strategy.Angela Wright (2004:27), Reward Management in Context.John Shield (2009:39), Managing Employee Performance and Rewards.
The post Employee Reward and Recognition Systems appeared first on Bla Bla Writing.
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Original essay on: Analytics Edge Letter Recognition exercise (starting p.409), all questions.

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You may work with at most two other students in the class. You must include the names of the
students you worked with at the beginning of your report. Your homework must be submitted to
Canvas as a Zip file (extension .zip, no other extension allowed NO .tar, NO .7z) with the title
HW3_FirstNameLastName.zip and must consist of the following:
 A report in Word answering the questions (but without the code). If the questions ask for
graphs, it should also include the graphs you generated in R as inserted images or
screenshots.
 Source files in R as well as the original CSV data files.
 Please also include your name in all the files you submit, either in the titles, at the top of
the Word document or as comment in the R file.
Problem 1 (CART) 4 points
Analytics Edge Letter Recognition exercise (starting p.409), all questions.
Problem 2 (Clustering) 4 points
Analytics Edge Document Clustering exercise (starting p.415), all questions, including c) (it will
not be extra credit for our assignment!)
Problem 3 (Real-life applications) 2 points
1. Make a summary in Word of at least 400 words and not more than 800 words of the
paper “Analyzing user preferences using Facebook fan pages” posted on Canvas,
explaining the clustering method used and describing the resulting clusters. Don’t read
the appendix. (Note: SPSS is a statistical software like R, except that it is not open-
source).
2. Make a summary in Word of at least 500 words of Chapter 14 of the Analytics Edge
textbook, making sure to include a brief description of each section, take particular care
to describe the clustering approach in 14.3 Defining Peer Groups (among other things)
and the Condorcet clustering method (except the “optimal clustering” section, which is
starred and is therefore more advanced than the other sections) and answer the question:
how can analytics be used to detect Medicaid fraud?

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#065

LAWS529: Information Technology Law- Face Recognition Technology- Law Research Assignment Help

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Internal Code: MAS7615
Law Research Assignment Help:
Task:
Question for Research AssignmentFace recognition technology refers to a biometric method of identifying an individual by comparing live or digital image data with stored records. Whilst such technologies are increasingly being used for purposes of enhancing security, preventing crime and aiding criminal investigations, Australia does not have a specific legal framework governing the use of such technologies.
Discuss the merits of introducing specific laws prescribing the circumstances and conditions under which face recognition technologies may be used in Australia. Your analysis may refer to existing Australian laws in this generalarea, the law reform discourse and international developments.
This assessment task relates to the following learning outcomes:1. Demonstrate an understanding of the fundamental principles of information technology law.2. Articulate the specific rules of information technology law through closely examining legislation and case law.3. Provide legal advice through properly identifying legal issue(s), applying the relevant law to the identified issues, and accurately assessing the likely outcome.4. Develop skills for designing new laws and for reforming existing laws by examining policy debates and law reform discourse as applied to new or emerging technologies areas.5. Undertake in-depth research of critical issues in information technology law utilising scholarly legal publications from both national and international sources
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#065

Assignment #1: Revenue Recognition, homework help

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Assignment #1: Revenue Recognition
I. Allocate Transaction Price, Upfront Fees
Tablet Tailors sells tablet PCs combined with Internet service, which permits the tablet to connect to the Internet anywhere and set up a Wi-Fi hot spot. It offers two bundles with the following terms.
1. Tablet Bundle A sells a tablet with 3 years of Internet service. The price for the tablet and a 3-year Internet connection service contract is $500. The standalone selling price of the tablet is $250 (the cost to Tablet Tailors is $175). Tablet Tailors sells the Internet access service independently for an upfront payment of $300. On January 2, 2017, Tablet Tailors signed
100 contracts, receiving a total of $50,000 in cash.
2. Tablet Bundle B includes the tablet and Internet service plus a service plan for the tablet PC (for any repairs or upgrades
to the tablet or the Internet connections) during the 3-year contract period. That product bundle sells for $600. Tablet Tailors provides the 3-year tablet service plan as a separate product with a standalone selling price of $150. Tablet Tailors signed 200 contracts for Tablet Bundle B on July 1, 2017, receiving a total of $120,000 in cash.
Instructions:
(a) Prepare any journal entries to record the revenue arrangement for Tablet Bundle A on January 2, 2017, and December 31, 2017.
(b)Prepare any journal entries to record the revenue arrangement for Tablet Bundle B on July 1,2017, and December31, 2017.
(c) Repeat the requirements for part (a), assuming that Tablet Tailors has no reliable data with which to estimate the stand- alone selling price for the Internet service.
II. Five-Step Revenue Process
The five steps of revenue recognition are:
a. Identify the contract with customers.
b. Identify the separate performance obligations in the contract.
c. Determine the transaction price.
d. Allocate the transaction price to the separate performance obligations.
e. Recognize revenue when each performance obligation is satisfied
Revenue is recognized based on a five-step process that is applied to a company’s revenue arrangements.
Instructions:
(a) Briefly describe the five-step process.
(b) Explain the importance of contracts when analyzing revenue arrangements.
(c) How are fair value measurement concepts applied in implementation of the five-step process?
(d) How does the five-step process reflect application of the definitions of assets and liabilities?
ADDITONAL INSTRUCTIONS:
• Complete Part I using Excel.
Include descriptions for the journal entries.
Show your work. For numbers that require calculations, show your work either as formulas within the cells or separately below the journal entries.
• Complete Part II using Word.
Any references used must be cited in-text in APA format with the full reference listed on a separate reference page.

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