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企业接受外币资本投资时，如合同约定汇率高于收到外币当日汇率，则外币资本按合同约定汇率折合的人民币金额与接收到外币当日汇率折合的人民币金额之间的差额，应计入当期损益。()
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听力原文： On April 19, 1995, a truckload of bomb exploded at a government building in Oklahoma City. One hundred and sixty-eight people were killed, including nineteen children. Hundreds more were injured. After a few days of investigation, the FBI believed Timothy James McVeigh was linked to the bombing, and took him into custody. He was eventually charged with using a weapon of mass destruction against innocent citizens, and to damage the property of the United States.
McVeigh was born in New York State on April 23,1968. When he was eleven years old his parents obtained a legal separation. His parents got back together soon after that but there were still more marital troubles to come. In 1986, his parents divorced. After McVeigh graduated from high school, he entered a college but soon he gave up his studies, and enlisted in the US Army. He was involved in the Persian Gulf War in 1991, and later got five awards for his excellent performance in the war. Later he left army and worked as a security guard. In the following years he was involved in anti-government activities. In 1995 be bombed the Federal building, killing 168 innocent people. McVeigh's trial began on April 24, 1995. The jury decided he was guilty on June 2. On June 13, the same jury sentenced McVeigh to death. In 2000, the federal courts rejected McVeigh's request to overturn his death penalty sentence. In the same year, McVeigh decided to give up his appeals altogether. On June 11, 2001, McVeigh was executed by lethal injection in a federal prison in the American state of Indiana.
How many adults died in the bombing of the Federal building in Oklahoma？
某压缩机站内设有3台压缩机，各台压缩机的声压级分别为96 dB(A)、90 dB(A)、98 dB(A)，则总声压级为()。
在发生涉及补价的非货币性交易的情况下，换入资产的账面价值可以不予披露。()
Part A
Directions: Read the following four texts. Answer the questions below each text by choosing A, B, C or D. (40 points)
Improving the balance between the working part of the day and the rest of it is a goal of a growing number of workers in rich Western countries. Some are turning away from the ideals of their parents, for whom work always came first; others with scarce skills are demanding more because they know they can get it. Employers, Caught between a falling population of workers and tight controls on immigration, are eager to identify extra perks that will lure more "talent" their way. Just now they are focusing on benefits (especially flexible working) that offer employees more than just pay.
Some companies saw the change of mood some time ago. IBM has more than 50 different programmes promoting work-life balance and Bank of America over 30. But plenty of other firms remain unconvinced and many lack the capacity to cater to such ideas even if they wanted to. Helen Muftis, with Hay Group, a human-resources consultancy, sees a widening gap between firms "at the creative end of employment" and those that are not.
The chief component of almost all schemes to promote work-life balance is flexible working. This allows people to escape rigid nine-to-five schedules and work away from a formal office. IBM says that 40% of its employees today work off the company premises. For many businesses, flexible working is a necessity. Globalization has spread the hours in which workers need to communicate with each other and increased the call for flexible shifts.
Nella Barkley, an American who advises companies on work-life balance, says that large firms ale beginning to understand the value of such schemes, "but only slowly". For most of them, they still mean little more than child care, health care and flexible working.
To some extent, the proliferation of work-life-balance schemes is a function of today's labour market. Companies in knowledge, based industries worry about the shortage of skills and how they are going to persuade talented people to work for them. Although white-collar workers are more likely to be laid off nowadays, they are also likely to get rehired. Unemployment among college graduates in America is just over 2%. The same competition for scarce. talent is evident in Britain.
For some time to come, talented people in the West will demand more from employers, and clever employers will create new gewgaws to entice them to join. Those employers should note that for a growing number of these workers the most appealing gewgaw of all is the freedom to work as and when they please.
Employees are demanding more from their employers because
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