The document outlines an assignment for creating HR policies on pay, benefits, and conditions of employment for a secretary position. It emphasizes compliance with various employment laws, including the Fair Labor Standards Act and OSHA regulations, and stresses the need for a detailed PowerPoint presentation to cover wage standards, benefits, unionization rights, management of discriminatory practices, workplace safety, and employee recruitment methods. Additionally, it includes requirements for using academic resources and proper formatting for the presentation.

1. Assignment 3: Pay, Benefits, and Terms and Conditions of
Employment
Please read the following information carefully and proceed
with the assignment. I have attached my Assignment 2 Paper to
follow in doing this PowerPoint Assignment.
It is your responsibility as the HR Director of the same
organization from Assignment 2 to a) create policies regarding
pay and benefits for the selected job opportunity, and b)
develop methods for both addressing unionization and
implementing OSHA regulations. You will present your findings
to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles
on contractors vs. employees and temp workers:
· “Distinguishing Independent Contractors and Employees”
· “The Expendables: How the Temps Who Power Corporate
Giants Are Getting Crushed”
Create a PowerPoint presentation with fifteen to twenty (15-20)
slides in which you:
1. Create a Wage and Hour standard for the job opportunity that
you had selected in Assignment 2, and support your standard by
using the Fair Labor Standards Act (FLSA) and Equal Pay Act
to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity
using ERISA. Propose two (2) methods that the employer can
use in order to manage the fiduciary duties wisely and with the
employees’ best interests in mind. Provide a rationale for your
response.
3. Elaborate on two (2) rights regarding unionization that
Section 7 of the NLRA guarantees. Next, examine two (2) unfair
labor practices, and argue the importance of your organization
refraining from using such practices during any self-
organization and collective bargaining activities. Explore two

2. (2) potential repercussions of an organization’s interference
with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from
considering unionization. Then, compose one (1) strategy for
championing a supportive and satisfying work environment
within the organization.
5. Select one (1) OSHA violation case, and determine whether
the resulting penalties were sufficient to deter the organization
in question from repeating the same violative action. Justify
your response.
6. Outline a plan for investigating workplace injuries, and
formulate a policy that explains the process for filing a
worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what
you would say if you were actually presenting in front of an
audience.
8. Use at least three (3) quality academic resources in this
assignment. Note: Wikipedia and other Websites do not qualify
as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on each
slide and relevant graphics (photographs, graphs, clip art, etc.),
ensuring that the presentation is visually appealing and readable
from eighteen (18) feet away. Check with your professor for any
additional instructions.
· Include a title slide containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The title slide is not included in the required slide length.
The specific course learning outcomes associated with this
assignment are:
· Develop policies that are compliant with employment laws.
· Evaluate an organization’s physical environment and
determine criteria that ensure occupational safety.
· Use technology and information resources to research issues in
employment law.
· Write clearly and concisely about employment law using

3. proper writing mechanic.
Grading for this assignment will be based on answer quality,
logic / organization of the paper, and language and writing
skills, using the following rubric found here.
Attachment is Assignment Paper 2
There is a job opportunity in the company that I work as an HR
Director. The company wants to fill the position of a secretary
which is vacant at the moment. The company must consider
various employment laws in its recruitment process to ensure
that it remains within the law. The equal opportunity
employment commission requires that people who apply for a
job have an equal chance of hire despite their race, color,
religion or other factors. The company must comply with the
Fair Labor and Standards Act (FLSA) which prescribes the
amount of pay as well as overtime. The other employment law is
the Occupational Safety and Health (OSH) Act, which regulates
the safety and health conditions in private industries. The
violation of these statutes can raise a lawsuit on the companies
that fail to comply with these laws. The aim of this writing is to
discuss the hiring process as well as managing a diverse
workforce.
The company can use various recruitment methods that are by
the employment laws requirements. Internal sourcing is one
recruitment method that in recruiting a secretary. Internal
Sourcing is an activity that involves advertising the secretarial
job vacancy within the organization to the current employees.
This approach has been commonly used in the present times as
it saves the cost of advertising externally and it also reduces the
expenses on training and other expense to the company. Internal
sourcing avoids discriminatory practices as it does not choose
people based on their race, sex, gender or other factors.
Occupational requirements allow companies to choose people in
their businesses due to professional requirements that these
employees can only fit. Further, this method gives an equal

4. chance for every employee in the organization to apply for the
position, and. Therefore, it avoids discrimination.
External sourcing is the other method that the company can use
in advertising the secretarial job vacancy which includes using
various recruitment tools including, newspapers, job boards,
trade publications and others. This method helps the
organization to bring in an employee who have little knowledge
concerning the organization and can result in bringing a unique
perspective to the group. This approach avoids discrimination
by accepting applications from diverse groups. It also prevents
bias by recruiting people based on the qualifications on the job
rather than on their race, gender, national origin, ethnic group
and other related factors.
Interviewing is another method that a company can use in
recruiting the secretary. In this process, the interviews need to
be scheduled so that there is a conducive environment where
there are no interruptions to ensure that the candidates resumes
get seen. Interview method avoids discrimination by making
sure that everyone get to go through the interview and that the
job candidate is chosen based on how they respond to questions
about how they will solve an individual problem for the
company rather than from the qualifications only.
The company has a way of ensuring that it accepts all the
applications and that the claims are validated whether the
applicants have attained the necessary credentials for a job
opportunity. The company advertises the job opening which has
a specified deadline under which the applications need to reach
beyond which they cannot qualify to be accepted. At that time,
range applicants send their applications, and they are all
received in the database. The application can either be on paper
or in soft copies that move via the email to the company’s email
address that in the job advertisement. The applications need
checking whether the applicants have the qualifications required
for the job as advertised (Schmeisser, 2013).
An interview is then planned fro to take place for those people
that are identified to be having the skills, experience and

5. academic qualifications needed. The interviewing team would at
this point be looking at key points that the applicants would
state on how they intend to do their job and the person who
outlines the best key points would be selected to fill the
position. During the interview process, the job candidates are
required to produce their certificates that they have gained
through schooling or other non-academic certifications which
need analysis of whether they are original, or they are fake.
Those candidates that have the required credentials are the ones
that are to have the priority to the selection for the job vacancy.
It is important that the company outlines the application
process so that job applicants can have enough information so
that they can channel the requests in the right manner that is
acceptable to the organization. It is also vital that the
complainants get to show whether they have the required
credentials for the position advertised since they can only
perform as expected if they have them
It is important for the company to maintain all applicants’
records to ensure that it can defend itself in the case of a
discriminatory case raised by candidates. The first step is to
make sure that all the candidates are received, and reading takes
place as at the time that they get to the office. The second step
is that the files should be kept to ensure that they are intact and
that lost. The data needs to be arranged in a suitable manner in
a logical manner so that the file is well in an organized manner.
The other step is to ensure that the interview notes are written
for every job applicant so that the essential point that they
raised related to the job are written to make sure that when they
complain their points can compare with the interview notes of
those candidates that fit in the job credential that was required.
The fourth step is to ensure that the key points that the company
was looking for are well noted down so that it uses it as the
strategy by which to interviews employees. It is vital to have
this measure as it would ensure that those raising discriminatory
cases are defeated as the organization has the basis of which to
compare employees and to select the one that is best suited.

6. The fifth step is to ensure that the records are kept for at least
seven years as stipulated by employment laws to make sure that
if an applicant raises the discriminatory case within that
lifespan, the company would have enough proof that its
recruitment practices were not discriminatory. The maintenance
of candidates records would occur an effective way to protect
the company from unnecessary lawsuits that are very costly and
time-consuming, and they also end up destroying the good
reputation of the organization.
Background checks are crucial in an organization especially in a
time when the organization wants to recruit an employee.
Background checks are meant to ensure that the information
given by the job applicant is correct and is what the employer
wants.
The background checks that must for the secretarial vacancy are
education records, workers compensation as well as character
references. Education records are vital since they state whether
the job applicant is competent for the job position or not. It is
unfortunate for an employer to fail to do a background check on
educational records that have been provided to find later that
the person is not suitable for the job. It could be costly for the
organization to plan for another recruitment process and an
organization should be careful to ensure that the background
checks are done to make sure that the person recruited has the
competency for the position. It is also necessary that the
company seeks to know more about the employees previous
compensations in other businesses since it determines in most
cases the salary range.
It is most likely that employees tend to lie on the compensation
that they were receiving in other firms where they had been
working. It is, therefore, vital that a company do a background
check to ensure that the information given by the employee is
correct so that it can be of use to the enterprise. A character
reference is also an important area that should be analyzed for
background checks as it is possible for employees to give
referees that are in existence or to be an individual who is not

7. trustworthy. Having referees from whom another organization
can know more concerning the individual seeking for the
secretarial position is very necessary. The company should,
therefore, ensure that a background check is done on referees of
the person, employee’s compensation and on the educational
background to make sure that the employee selected is
satisfactory to the company.
A drug test is a procedure by which biological specimen of a
person is taken and examined whether there are traces of drugs
in them. It is vital for employers who do not want their
employees to use drugs to test them to ensure that they do not
use them, and those that are using are punished or dismissed.
Drug testing in the current company that I am working is
compulsory to ensure that employees perform to the
expectations of the employers since drugs tend to reduce a
person’s performance and concentration. An employee using
illegal drugs can also be harmful as they can injure their
colleagues or they harm themselves or even the company’s
properties (Sims, 2013).
Drug testing is thereby vital for the secretarial position as it
will ensure that the employees perform as expected. Medical
tests can also be done to ensure that the employee is in a real
state regarding their health to be in a position to handle the
roles and duties that will need to assign to them. It is important
for an employer to do these tests as it can be used to help the
patient to get treatment for the sickness. The knowledge of the
employee health can also help the organization to select an
individual who has a certain health level that will ensure that
he/she handles the jobs in a right way as desired by the
employer. Medical tests are vital to be used as employment test
as it can prevent the situation where a sick person gets a role
that he/she cannot handle and deteriorates the condition. It is,
therefore, vital for an employer to be conversant with the health
of an employee before they can be taken in for a job.
An integrity/honesty test is a method that many companies use
as an employment test. Honesty test measures the ability of an

8. employee, to be honest, dependable or even trustworthy when
carrying out their roles and responsibilities. A lack of integrity
is unfavorable to the organization as it indicates that the
individual will be violent, have disciplinary issues, be absent
when they are needed and show other characteristics that the
organization does not desire. A company can choose those
employees that score high in the integrity tests. The reason for
choosing this test is that secretaries are people that are required
to provide information that undergoes testing and is accurate by
all means.
The hiring and promotional decisions are vital for a certain job
in an organization. There needs to be a well laid down a policy
that ensures that the decision to hire and to promote and the
employee is done in the right way as stipulated by the
organization. For the job position of a secretary, hiring should
be done when the position is left vacant. A vacant position can
occur when the employee resigns due to their reasons, gets fired
or dies.
This post needs to fill as the company cannot operate without
the secretary as there are various roles that they need to
perform, and they cannot be carried out by another person since
they are involving and they also require that one has the
competencies to ensure that the performance is high. Regarding
promotions the secretary should be promoted based on their
performance whereby if they reach a certain level that has been
set they need to progress to the next step.
Subjective criteria for assessing soft skills can be dangerous to
any organization as it means that every interviewee will be
determining based on their thinking and not according to what
the employer desires. A challenge with this method is that it can
bring about confusion when selecting employees who suit the
job. I would suggest that a company uses an objective method
of assessing soft skills since the method is straightforward, and
it is easy to use and to evaluate the soft skills needed for an
individual job. Using an objective method ensures that the
assessment method is only one that needs to be followed and.

9. Therefore, the interviewers will be guided using this approach
to make sure that the individual having the right soft skills is
selected.
According to In Erbe (2014), reasonable accommodations
describe changes that need to be effected to ensure that people
with disabilities or those that belong to a particular religious
belief are welcome in the company and can perform their duties
in a way more equally like other people. The law requires that
employers be ready to provide reasonable accommodations
unless the accommodations produce undue hardships. In the
case of the secretarial position in our company a person having
a disability can be provided with reasonable accommodations by
providing materials in other formats that the individual can use
comfortably and be in a position to perform their jobs in the
rights. Such materials could include Braille, hearing gadgets,
large print or other materials that make the life of the
disadvantaged person to be more conducive. An individual who
has a limb disability like with the foot can reasonably have
accommodation by having to move the office space to a
different area where they can access it easily rather than up the
stairs where it is challenging for them to reach there in case
there are no lifts or elevators.
An employer should not discriminate against their employees
due to their religious beliefs. Companies, therefore, need to
accommodate those employees that have a religious belief even
though they could be against it. An employee has the right to
reasonable accommodation by the employer. I would suggest
that the company makes some changes for the employee so that
thy can practice their faith as well as perform in their jobs. For
instance, the employee can be given some time off when it is
their time to pray, fast or to attend their Sabbath. I would also
suggest that the company accommodates the person when they
want to be excused from work on religious matters or to great
people using their religious phrases.
Sometimes it becomes hard for the employer top to provide
reasonable accommodation to the employee, and this is allowed

10. by the law as long as the employer can proof that they are
facing undue hardships.
In cases of the unique religious beliefs, an employer is excused
from providing the reasonable accommodation when the cost of
producing is very significant. Therefore, an employer can fail to
accommodate employees when it harms the morale of other
workers. An employer can also fail to provide reasonable
accommodation when doing so infringes the rights of other
workers in the organization. In cases of people suffering from a
disability, it becomes impossible sometimes for the employer to
give reasonable accommodations and it is allowed by law. When
the financial costs of housing are exceedingly high, then an
employer can fail to accommodate an employee with a
disability. Further, where there is a difficulty in interchanging
employees or facilities due to the nature of their work or even
high costs of doing so, then an employer can fail to
accommodate a person having a disability (Pankl, 2010).
The court case of an affirmative action is that of Fisher V.
Texas. In the year 2008 there occurred that several high school
seniors that had been depriving of the chance to admit to the
University of Texas and one of the students named Austin filed
the lawsuit. According to the pupils, the school could not have
used race to ensure that the school had to promote diversity.
They argued that other factors that could have been used to
make sure that diversity was maintained other than using race.
The court ruled that affirmative action programs had to be put
under strict scrutiny to ensure that the university practices in a
way that that it does not use race as a way of diversifying
students.
In Hall v. Gus Construction Co., a court case where a
construction company employed three women to labor as traffic
controllers at their road construction locations. Fellow
colleagues who were men subjected these women to very harsh
verbal sexual abuse. Further, these women faced offensive as
well as unwelcome contact. One of the women had developed a
skin rash, and the men had a nickname for her which was

11. Herpes. The men went further to ask the woman if she was
interested in having sexual relations with them. These men went
further to subject these women to other types of harassment
such as urinating in the water jugs, showing them pornographic
materials and other activities that were unwelcoming and
offensive. In spite of this, the supervisor had known of that and
did nothing to stop it. The court found this behavior as to be
going against the Title VII since it was unwelcome ways of a
sexual nature even though no woman was subject to sexual
contact
I would recommend that the company uses other methods to
ensure that there is the maintenance of diversity in the
workplace rather than using race. The company should abolish a
policy that aims at recruiting people based on their race.
Harassment is unlawful, and my business should look out for
cases of harassment and discipline them accordingly to ensure
that any harassment is done way with completely.
Work-life conflict is a situation where there is an inter-role
conflict between work and family. In that case, demand tends to
mutually incompatible so that when one meets the requirement
of one of them then it tends to become hard to satisfy the needs
of the other. Work-life conflicts, therefore, tend to be multi-
directional regarding their relationship where work can have an
impact on family and family can have an effect on labor. When
there is a conflict between the two, then it becomes difficult to
obtain rewards from the two sections, and one has to forego one
of them. Work-life conflicts have two principal components.
Work-life components have the practical aspects which are the
considerations of time and scheduling conflicts. It also has the
aspect of the personal feeling stressed overwhelmed.
Work-life conflicts can occur in various ways. The first one is
that life of a job can interfere with responsibilities that one is
require performing. This condition can happen when an
employee concentrates more on personal life rather on their
jobs. This situation can cause the individual to perform poorly
in their jobs. Responsibilities associated with a single position

12. can affect the life of a job of an employee since an employee
cannot be in the workplace and be at home at the same time.
Some jobs that are too involving and also they offer employees
an overtime so that they can work for extra hours.
It is also possible for conditions that occur in personal life or at
work to affect the other in a resolute or negative manner. There
are certain requirements placed on the worker that can result in
the spill over. A job promotion is an example that can cause joy
in the family of the employee since the job development is
desirable it results in an improvement in the morale of the
employee as well as an increase in their income. On the other
hand, affect personal life of an employee. The employee tends
to be unhappy, and this reflects on how they relate to their
families (Paludi, 2012).
References
In Erbe, N. (2014). Approaches to managing organizational
diversity and innovation.
Paludi, M. A. (2012). Managing diversity in today's workplace:
Strategies for employees and employers. Santa Barbara, Calif:
ABC-CLIO.
Pankl, E. T. (2010). Recruitment, development, and retention of
information professionals: Trends in human resources and
knowledge management. Hershey, PA: Business Science
Reference.
Schmeisser, W. (2013). International Human Resource
Management and International Labour Law: A Human Resource
Management Accounting Approach . München: Oldenbourg.
Sims, R. R. (2013). Human resource management:
Contemporary issues, challenges and opportunities. Greenwich,
Conn : Information Age Publ.

13. MATH 106 QUIZ 5 Extended Due Date:
Wednesday, February 24, 2016
NAME: _______________________________
I have completed this assignment myself, working
independently and not consulting anyone except the instructor.
INSTRUCTIONS
· There are 6 problems (on 5 pages); some problems have
multiple parts. This quiz is open book and open notes. This
means that you may refer to your textbook, notes, and online
classroom materials, but you must work independently and may
not consult anyone(and confirm this with your submission). You
may take as much time as you wish, provided you turn in your
quiz no later than 11:59 PM (US Eastern Time
Zone)Wednesday, February 24, 2016.
· Show work/explanation. Answers without any work may earn
little, if any, credit. You may type or write your work in your
copy of the quiz, or if you prefer, create a document containing
your work. Scanned work is acceptable also; a single file in pdf
format is preferred.In your document, be sure to include your
name and the assertion of independence of work.
· If you have any question, please post it in “Ask the Professor”
discussion on LEO if the answer to your question would benefit
others in class; otherwise, please contact me privately via e-
mail.
1. (15 pts) There are two envelopes. The first envelope contains
a $1 bill and a $10 bill. The second envelope contains a $5 bill
and a $50 bill.
From the first envelope a bill is randomly chosen, and from the
second envelope, a bill is randomly chosen, and the outcome is
recorded. [For instance, the outcome (1, 5) means $1 bill from

14. the first envelope and $5 bill from the second envelope.]
(a) List all of the outcomes in the sample space.
(b) Let A be the event "the sum of the bill values is an even
number of dollars."
What outcomes belong to event A? (Just list them).
What is the probability of event A? ______
(c) Let B be the event "the sum of the bill values is greater than
50 dollars."
What outcomes belong to event B? (Just list them).
What is the probability of event B? ______
(d) Determine the probability P(A B), where A and B are the
events described above. Show work/explanation.
2. (12) A telemarketing executive has determined that for a
particular product, 25% of the people contacted will purchase
the product. If 10 people are contacted, what is the probability
that at most 1 will buy the product? Show work/explanation.

15. 3. (15 pts) A collection of 11 greeting cards consists of 7
birthday cards and 4 thank-you cards. Four of the cards are
randomly selected for purchase.
What is the probability that the 4 purchased cards consist of 2
birthday cards and 2 thank-you cards? Show work/explanation.
(The Answer can be stated as fraction, such as 35/46, or as
decimal rounded to three decimal places)

16. 4. (13 pts) For a certain game of chance, a player loses $10
with a probability of 0.30, breaks even with probability 0.10,
gains $3 with probability 0.20, gains $4 with probability 0.25,
and gains $6 with probability 0.15. This information is
summarized in the table below (extra space provided for
computations.)
Payoff Table
xi
–$10
$0
$3
$4
$6
pi
0.30
0.10
0.20
0.25
0.15
(a) A player plays this game of chance one time. What is the
probability that the player will win some money? Show
work/explanation.

17. (b) If the player plays the game many times, what is the
player’s expectation? That is, what is the expected value of the
probability distribution?
Show work. (You are welcome to use the extra row and/or
column in the table to make it easier to carry out the
computation.)
5. (24 pts) Medicines to relieve headache pain include Drug X
and Drug Y. A study was carried out, tracking 100 patients
suffering from a particular kind of headache, migraine
headaches. Each patient was treated for two migraine
headaches. For one migraine headache, Drug X was
administered, and for the other, Drug Y was administered.
Given a randomly selected patient, the study found that Drug X
relieved a migraine headache for 57 of the patients, Drug Y
relieved a migraine headache for 50 patients, and Drugs X and
Y both relieved the migraine headaches for 24 patients.
(a) Let X = “Drug X relieved migraine” and Y = “Drug Y
relieved migraine”. Complete the following Venn diagram,
filling in the appropriate number of patients in each of the
regions.
(
U
Y
X
____
____
____
_____
)

18. (b) Let event X = “Drug X relieved migraine” and event Y =
“Drug Y relieved migraine”. Fill in the associated probability
table with the appropriate probabilities (No work/explanation
required)
Y
Y
Totals
X
X
Totals
(d) Given a randomly selected patient, state the probability that
Drug X or Drug Y relieved a migraine headache.

19. (c) Given a randomly selected patient, state the probability that
Drug Y did not relieve the migraine headache.
(e) Given a randomly selected patient, state the probability that
Drug Y relieved a migraine headache but Drug X did not.
(f) Given a randomly selected patient, state the probability that
neither Drug X nor Drug Y relieved a migraine headache.
6. (21 pts) The table below gives the distribution of blood types
by sex in a group of 600 individuals.
Blood Type
Male
Female
Total
O
100
208
308
A
34
142
176
B
20
72
92
AB

20. 6
18
24
Total
160
440
600
(Answers for parts a through f can be stated as fractions, such
as 35/46, or as decimals rounded to three decimal places)
A person is selected at random from the group.
Showing your work, what is the probability that the person:
(a) is female?
(b) has blood type A?
(c) is a female having blood type A?
(d) is a female or has blood type A?
(e) is female, given that the person’s blood type is A?
(f) has blood type A, given that the person is female?

21. Consider the events F = "person is female" and A = "person has
blood type A".
(g) Are the events F and A independent? Show
work/explain carefully.
1
1
MATH 106 QUIZ 5
Extended Due Date: Wednesday, February 24, 2016
NAME:
_______________________________
I have completed this assignment myself, working
independently and not consulting anyone
except the instructor.
INSTRUCTIONS
·
There are
6

22. problems (on
5
pages)
;
some problems have multiple parts.
This quiz is
open
book
and
open notes
. This means that you may refer to your textbook, notes, and
online
classroom materials, but
you must work independently and may not c
onsult anyone
(and
confirm this with your submission). You may take as much time
as you wish, provided you
turn in your quiz no later than
11:59 PM (US Eastern Time Zone)
Wednesday, February
24
, 201
6
.
·
Show work/explanation. Answers without any work may ear

23. n little, if any, credit.
You
may type or write your work in your copy of the quiz, or if you
prefer, create a document
containing your work. Scanned work is acceptable also;
a single file in pdf format is
preferred.
In your document,
be sure to include
your name and the assertion of
independence of work.
·
If you have any question, please post it in “
Ask the Professor
” discussion on LEO if the
answer to your question would benefit others in class;
otherwise, please contact me privately
via e
-
mail.
1. (
1
5
pts) There are two
envelopes
. The first
envelope
contains

24. a
$
1
bill
and a
$10 bill
. The
se
cond
envelope
contains a
$5
bill
and a
$50 bill
.
From the first
envelope
a
bill
is randomly chosen, and from the second
envelope
, a
bill
is
randomly chosen
, and the
outcome is recorded.

25. [
For instance, the outcome
(
1, 5
)
means
$
1
bill
from
the
first
envelope
and
$
5
bill
from the second
envelope
.]
(a) List all of the outcomes in the sample space.
(
b
) Let A be the event "the sum of the
bill values
is an

26. even
number of
dollars
."
What
outcomes belong to event A? (Just list them).
What is the probability of event A?
______
(
c
) Let B be the event "the sum of the
bill
values is
greater than
5
0
dollars
."
Wh

27. at
outcomes belong to event B? (Just list them).
What is the probability of event B?
______
(
d
)
Determine the probability
P(A
È
B)
, where A and B are the events described above
. Show
work/explanation.