Freight Forwarding to Canada | One Union Solutions Global Trade Support

Oct 10, 2025

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Expand your business reach with freight forwarding to Canada by One Union Solutions. We simplify customs, documentation, and transport for seamless trade.<br>

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Freight Forwarding to Canada | One Union Solutions Global Trade Support

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Simplify your global shipping with expert freight forwarding from One Union Solutions. We handle customs, transport, and delivery with speed and reliability. Visit Us: - https://oneunionsolutions.com/freight-forwarding- service/singapore/

Freight,Freight Forwarding,Customs Clearing -Aairc Klobal

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World Access Communication - Global Call Forwarding

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Logistics Software

Ritzy Solutions provides software's for Accounting,Logistics and freight forwarding software,Logistics and freight forwarding software in Saudi Arabia,Logistics and freight forwarding software in USA,Freight Forwarding Software.Visit us : https://www.ritzy.net.au/

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Logistics and Freight Forwarding Software Dubai

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Chinese enterprises are essentially passive players at the sharp end of CSR in China

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND â€“ 09901366442 â€“ 09902787224 INDUSTRIAL MANAGEMENT (Marks 80) CASE 1 : (30 Marks) Trade Unions in the TNC Supply Chain and their relationship with the CSR Movement Chinese enterprises are essentially passive players at the sharp end of CSR in China. They are in a position of having to juggle between the different factors governing the development of industrial relations in China, including trade union reform. In this often tense dynamic, CSR is seen as an external factor and trade unions an internal factor. These two factors have an impact on each other. As part of the research for this case study, the research team (RT) â€˜shadowedâ€™ a CSR audit. The factory had come under very heavy CSR pressure in 2004. Altogether, the RT carried out two investigations: in March (see earlier printed report) and August 2006 Initial conclusions: 1) That factories undergoing CSR audits have better working conditions than those that donâ€™t. 2) There is no evidence to suggest that trade unions have an impact on wage levels at enterprise level. However, factories subject to CSR pressure are generally large workplaces and this was perhaps a factor in improving labour conditions. Moreover, CSR-targeted factories are prone to data distortion due to â€˜training of workersâ€™ answersâ€™ in interview and double or even triple accounting. Enterprise Y was established in 1997 and now has 1,200 workers. It was â€˜Re-registeredâ€™ in 2002 to take advantage of tax breaks etc. It manufactures electronic goods for export chiefly to three retailers and over 50% of goods go to a single US company. Employment breakdown: 80 managers, 300 skilled workers; remainder are ordinary workers. Managers and skilled workers have contracts and social insurance based on minimum legal standards. The extent of contracts among unskilled workers remains unclear. The enterprise had previously AN ISO 9001 : 2008 CERTIFIED INTERNATIONAL B-SCHOOL supplied a â€˜comprehensiveâ€™ contract and social insurance list to CSR audit team (excluding probationary workers) but the RTâ€™s interviews with workers revealed that many had no idea if they had a contract or not or if they were paying into various social insurance schemes such as work injury or pensions. The RT was not given access to formal SI contribution records. Wages were verified at between 900-1100 yuan per month with on average more than 60 hours o/t but this was subject to orders. There were few disputes and conditions generally were better than at surrounding factories. Up until Aug 2006 accommodation was free and reasonably good. The labour turnover rate for unskilled workers was just 8% and most workers had been there more than two years already. However, in the same period the labour turnover rate for skilled workers had increased dramatically. Enterprise Trade Union Established in 2004. Trade union chair M directly elected by workers, largely as a result of pressure from the Brand. By August the follow-up research revealed M had left, apparently for â€˜personal reasonsâ€™ according to management. Former vice chair C had taken over his position. Câ€™s previous experience had been as a member of a trade union committee in an SOE trade union. He was appointed to the post at Y. The local township union said that there would be fresh union elections â€˜soonâ€™. The trade union at Y had three other union committee members. All were mid or senior level managers: human resources manager, one an engineer, and a finance manager. The union had an office in the enterprise but has no bank account or independent accounts/expenses system. All union activities were entirely dependent on management transferral of funds. Trade Union Work Approach to union work very similar to work in SOEs â€“ i.e. very traditional. Also the union works very closely with the township union and pretty much depends on it for policy etc. The latter is very pleased with the Y union, which has received a number of awards. Activities include labour productivity competitions, May Day competitions. Prizes include going on holiday to HK. Examples of general day union work included: â€¢ Management introduced a charge for canteen food. The service had been franchised to outside contractors. In response the union organised a small group (xiao zu) which negotiated with the company and succeeded in getting the food and food hygiene situation improved. â€¢ Dormitory Management Team: made up of company reps and worker reps. Aim was to selfmanage the dormitories and avoid management imposing arbitrary fines on workers. The committeeâ€™s work was based on a â€˜Dormitory Management Contractâ€™ which the union drew up. Any fines imposed had to be in accordance with the contract and workers reported an improvement in the overall dormitory conditions. Union representing workers in wage consultations The union was very proud of this aspect of its work. Wages stipulated in contracts were 574 yuan per month â€“ however the real income of workers varied between 900 and 1100 per month due to o/t. On 1 September 2006 â€“ the government introduced new standards for min. wage which were reset at 690 yuan per month, which at current contract and o/t levels in the factory would mean a 300 yuan per month wage increase. Company provided figures which made it clear that if they abided by the wage increase in current market conditions they would go bust. Yâ€™s HR department presented a proposal saying that Y should meet new min. wage requirements but cancel food and board subsidy. However, this would break contracts with workers in which the company agreed to supply food and dormitory accommodation. Management consulted with local government and township trade union and decided to try and solve the problem through consultations with enterprise union. RT investigation found that the consultation did not follow either the regulations on collective consultations on wages, nor did they constitute a collective contract. Instead: Workers Rep meeting called by boss: mostly production managers but also a small number of line workers present who were appointed as â€˜repsâ€™ by the trade union chair. RT observed this meeting and also provided legal advice to worker reps. At the meeting was a deputy managing director and the two managers from the union committee. Meeting procedures and presentations recorded in report â€“ worker reps presented with an ultimatum regarding bankruptcy plus threat of dismissal from HR dep. for anyone who did not agree with the cancellation of free food and board. Trade union said: it wanted the new min. wage standard met; new charges for food and board should be reasonable and include a self management team for dormitory. Union also called for further consultation with members. Not much feedback from members. Union held further talks with senior company managers. This led to the Method of New wage Management. New charges 200 for dorm and 60 for food, a rate below market prices but reduced the wage rise itself to between 40-60 yuan. RT interviews with workers showed that most workers agreed with the new arrangements. A minority felt that they had been cheated. All signed the new agreement and anyone who refused was told their contracts would not be renewed. CSR audit RT shadowed and at times provided translation for a social audit team. Despite the professionalism of the audit team, their task to report actual conditions at the factory was essentially a failure. The audit team asked that the factory management bring o/t levels down to legal levels, although they also expressed an understanding of local conditions and stated that workers were able to take adequate rest time despite high levels of overtime. No workers expressed dissatisfaction with pay and conditions directly to audit team. The audit team also had an extensive meeting with trade union chair who told them that the new wage levels had been met but did not mention the introduction of dormitory and canteen charges. The audit team also asked that a dispute mediation committee be established at factory level as well as warning management that a complaints system for workers should be implemented as soon as possible. Also discussions over whether the deposit that the factory demanded for work uniform was an illegal job deposit. Audit team agreed that it wasnâ€™t. Audit team did not discover the fact that some workers who did not meet piece rate targets had to complete quotas in their own time â€“ up to 1-2 hours per day! The trade union chair had told workers it was in their interests to lie to audit team over working hours as trained to do so by enterprise management. He was under no pressure to take this line from the enterprise itself. Discussion: â€¢ Organisation of the trade union was from CSR pressure not pressure from workers i.e. in effect top down. 2004 US client retailer had cancelled an order due to working conditions and this had caused losses. â€¢ Union operated in a cooperative manner with management not confrontational. â€¢ With regard to a workersâ€™ complaints and mediation system. The US client did not believe it to be true when management had told them there were no disputes with or among the workers. The real situation was that the union had not taken part in any disputes. RT checked with the MOLSS and found that a dispute had occurred following a death in the dormitory. Management denied it was due to a work injury and police ruled out criminal behaviour. Eventually MOLSS brokered compensation with family and Y enterprise. No details made available. However, RT concluded from this dispute that the company did not have an injury compensation scheme for workers. If they did have, the settlement would have been between the dead workerâ€™s family and the insurance company. â€¢ Audit ream did not discover that the HR department pressured workers to hand in their notice when they wanted to cut staff levels rather than simply lay them off. This was to avoid compensation. The union also kept silent on this. â€¢ The wage negotiation process was entirely non-confrontational except for HR attitude to the workers, who were threatened with dismissal if they objected to concluding the agreement. â€¢ The union helped the enterprise and the brand find an easy way out of the wage dilemma. It did not â€˜representâ€™ the workers in this process. Questions : 1. What is the experience of China about Trade Union in the above mentioned case? 2. How Trade Union resolved the dispute? By confrontation or by negotiations? 3. What is the general impression about the Trade Union movement with reference to this case? 4. Give your comments and opinion Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND â€“ 09901366442 â€“ 09902787224

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The Challenge Essex Ambulance Service (EAS) is an organisation

Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND â€“ 09901366442 â€“ 09902787224 INDUSTRIAL MANAGEMENT CASE 2 (30 Marks) Acas and Essex Ambulance Service NHS Trust: Improving consultation and working patterns. The Challenge Essex Ambulance Service (EAS) is an organisation dealing with unscheduled care,predominantly accessed via 999 calls. It was established as an NHS Trust in 1990 and employs around 1,300 people who are primarily members of two unions, Unison and the GMB. The Trust had two inter-related problems. Firstly, relations between management and unions had deteriorated after a national ambulance dispute in 1989. Trade unions did not have recognition at the Trust, and a trade union representative described the management-union relationship throughout the 1990s as â€œarms-lengthâ€ and â€œfairly tenseâ€. During this time, trade union involvement was restricted to representatives attending health and safety committees and representing union members during individual disputes. Consultation between management and the workforce was nonexistent, and this was due in part to the management style of the organisation. A JNCC (joint negotiation and consultation committee) was established at the unionsâ€™ insistence, but it was largely ineffective. Decisions made at the JNCC were often overturned or ignored by the Chief Executive Officer (CEO), thereby damaging the committeeâ€™s credibility, and the CEO had no involvement in the committee. This contributed to a second problem: a failure to respond to different staff interests by modernizing working arrangements for part-time and relief staff. These workers were unable to influence their work roster and shift patterns to the same extent as full-time and longer serving staff. And because of a lack of consultation mechanisms, it was proving difficult to agree on strategies that would mutually resolve the problem. The Trust eventually recognised trade unions in 1999. In 2002, following the departure of key managers who had resisted engaging in joint consultation, trade union representatives, supported by management, contacted Acas for help in addressing these problems and improving the employment relations climate. Acas was approached, according to the HR manager, because it was seen as â€œindependent, and expert around this areaâ€. How Acas helped In October 2002 the Acas adviser met with management and trade unions to develop two sets of workshop programmes, each addressing the issues identified as problems. Two initial workshop sessions were held to discuss rostering issues. The Acas adviser led these workshops, using techniques to break down barriers between participants, including splitting them into mixed (management-trade union) groups to work on problems and design solutions. Throughout the workshops, the adviser also profiled examples of how problems were resolved in other organisations she had worked with.By the end of the first workshop a number of recommendations were developed, including the need to have clear principles driving consultation, the need for a review of the roster system, and the need to have stronger informal ties between key managementunion players. The Acas adviser then put together a report based on the ideas and suggestions generated at the workshop, and these were discussed at a further workshop, at which participants ratified and agreed a new system of rosters. â€˜Break-out groupsâ€™ addressed problems in a way that included the voice of all parties, and stakeholders and the adviser also worked with specific sub-groups of staff â€“ for example relief workers (who fill in for workers on holiday or sick leave) â€“ to tackle particular rostering problems and design improved working practices. The adviser organised a subsequent facilitated workshop in early 2003, attended by key Trust managers and union groups. Its aim was to establish the purpose of the JNCC and its terms of reference. Whilst no formal output emerged from the workshop, participants felt that it had formed the basis for the renewal of the forum. The HR manager described the imperatives driving this initiative: â€œâ€¦ bear in mind weâ€™re coming from a stance where the unions werenâ€™t involved in negotiation at all â€¦ Weâ€™re moving towards Agenda for Change now and thatâ€™s very much about partnership working with staff-side. So we wanted to make sure that the JNCC had the right terms of reference and was going to be working effectively for both sides to benefit.â€ The benefits: improved consultation and working patterns: A range of positive outcomes flowed from Acasâ€™ involvement at the Trust, with management and trade union representatives emphasising their significance in light of the relationship difficulties and low levels of trust at the Trust during the 1990s. Firstly, the JNCC has become a central feature of employment relations at the Trust. It now functions effectively, partly as a result of good informal relations between key trade union representatives and HR managers. The Committee has provided a vehicle for regular management-trade union dialogue on a wide variety of issues, including work-life balance and flexible working. The JNCC has also become a crucial medium for discussions around Agenda for Change. Secondly, in terms of work rosters, there is a new system that accommodates the interests of both full-time staff and those on a variety of different contracts. Employees who formerly had little advance knowledge of when they were working can now plan their rest days more clearly. In facilitating changes in working patterns, the Acas project has brought part-time staff closer to the strategic concerns of the Trust. This has meant that human resource planning is clearer and more consensual in nature, and levels of commitment from part-time staff are, according to trade union representatives, higher than in the past. Thirdly, the process of improving consultative mechanisms and the roster system has helped build relationships between management and union representatives, enabling them to develop other new practices relating to, for example, meal breaks and work-life balance initiatives. A joint approach has also been taken to managing the implementation of Agenda for Change, with trade union representatives reporting that they now feel that they have some ownership over its development. There are now â€˜joint management-union chairsâ€™ for sub-groups, including Agenda for Change subgroups, each tackling a variety of new issues and reforms. These new issues are approached in a very different way to the past, when the level of dialogue was virtually non-existent. There are still differences and problems, but the new framework has sustained a high degree of joint working. Central to this has been the strong explicit commitment and support for consultative mechanisms from the union and senior management, including the interim CEO, who chaired the JNCC. As one trade union representative explained: â€œ(The Acas project) has built a foundation to move forward on the working lives for our relief staff, for full time staff. And weâ€™ve now got the JNCC firmly established as the main staff conduit to the head of the organisation on a formal basis.â€According to HR managers and trade union representatives, longer term benefits of Acas involvement have become evident over the last two years. These include increased levels of trust between employees, unions and managers, and improved formal and informal workplace relations. Trade union representatives and managers now speak to each other openly and constructively, and improvements to operational systems and practices are the subject of consultation and dialogue to a much greater extent than in the past. Such is the nature of the turnaround that Trust managers and union representatives are often called upon to provide advice to other Trusts who are attempting to improve employer-trade union relationships. Questions:- 1. Give the brief history of the above mentioned case study 2. What was the problem? How it was resolved? 3. What was the effect of solution on the unitâ€™s mechanism? 4. What is the message ? Assignment Solutions, Case study Answer sheets Project Report and Thesis contact aravind.banakar@gmail.com www.mbacasestudyanswers.com ARAVIND â€“ 09901366442 â€“ 09902787224

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Air Freight Market Poland, Corporate Freight Market - Ken Research

The report covers Poland freight forwarding market size, market segment by freight mode (land & pipeline freight, water freight and air freight), by international and domestic freight forwarding.. For more information on the research report, refer to below link: https://www.kenresearch.com/automotive-transportation-and-warehousing/logistics-and-shipping/poland-freight-forwarding-market/149480-100.html

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Poland Freight Forwarding Market Outlook to 2022: Ken Research

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Major Flow Corridors Freight Forwarding Thai, Freight Forwarders in Thailand - Ken Research

The report provides a comprehensive analysis of overall market size for freight forwarding in Thailand, segmentation by normal and express delivery, by freight movement (sea freight, road freight, air freight and rail freight).. For more information on the research report, refer to below link: https://www.kenresearch.com/automotive-transportation-and-warehousing/logistics-and-shipping/thailand-freight-forwarding-market-outlook-2022/156566-100.html

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Logistics and Freight Forwarding Software UAE

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Freight Forwarding Shipping Management Software Saudi Arabia

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Ocean, Air, Road Logistics & Freight Solution | Haiko Logistics

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Shipping Management Software Australia

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The Current Situation, Problems and Countermeasures of the Legal Regulation of the Coordinated Development of the Cold C

People have higher and higher requirements for the quality of life, the pursuit of fresh ingredients, more and more attention to the whole link of food from the field to the table, which has higher requirements for cold chain logistics. With the integrated development of Beijing Tianjin Hebei region, the population of the region is growing, and the demand for seafood, dairy products, fruits and other goods that are not suitable for long term storage is growing. As a result, the cold chain logistics industry is developing rapidly in this region. The cold chain logistics industry in this region not only connects with the cold chain logistics transportation on land and sea, North and south, but also undertakes the import and export transportation of cold chain logistics. As far as the development momentum is concerned, Beijing Tianjin Hebei region is the first regional joint legislation region in China, and whether it is internal regional development or external export or cold chain industry exchange and cooperation in other provinces and cities, the influence is huge. However, in the development process of cold chain logistics industry, the laws and regulations related to cold chain logistics in China have not been developed accordingly. The lag of laws leads to the cold chain logistics industry losing the restraint and guarantee of corresponding laws and regulations. In this paper, the research on the coordinated development of Beijing Tianjin Hebei cold chain logistics industry is generally divided into three parts, using the literature research method to analyze the current situation of Beijing Tianjin Hebei cold chain logistics industry and legal regulation, and using the case study method to analyze and summarize the existing problems of Beijing Tianjin Hebei cold chain logistics industry and the corresponding solutions. Specifically in the three aspects of legislation, law enforcement and justice, first of all, analyze the existing laws and regulations in Beijing, Tianjin and Hebei, and sort out the existing laws and regulations, then combine with the problems in the cold chain logistics industry in Beijing, Tianjin and Hebei, further analyze the deficiencies in the legal regulations, and finally for the whole flow of cold chain logistics industry from raw material production, transportation, processing to trafficking Cheng, make appropriate suggestions. The cold chain logistics industry itself has the characteristics of cross regional. The general idea of improving the cold chain logistics environment of Beijing, Tianjin and Hebei and strengthening the management means is to establish perfect laws and regulations, strengthen the regional law enforcement cooperation and judicial cooperation. In terms of legislation, based on the existing laws and regulations, combined with the overall process of cold chain logistics, laws and regulations are further refined. On the basis of the governments incentive policies, substantial assistance is strengthened to help cold chain enterprises improve infrastructure construction as soon as possible. In terms of law enforcement, all departments in the region should strengthen the sense of cooperation. Using modern information platform to share information of cold chain logistics, the government, cold chain industry association, media and social personages supervise cold chain enterprises, and establish a wide safety supervision system. In terms of judicial cooperation, we need to further strengthen judicial cooperation mechanism, strengthen inter regional court information sharing, talent flow and other measures. In order to better realize the coordinated development of Beijing, Tianjin and Hebei, and accelerate the steady development of Beijing, Tianjin and Hebei cold chain logistics industry. Changjun Wu | Shanshan Wang "The Current Situation, Problems and Countermeasures of the Legal Regulation of the Coordinated Development of the Cold Chain Logistics Industry in Beijing, Tianjin and Hebei" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29576.pdf Paper URL: https://www.ijtsrd.com/management/law-and-management/29576/the-current-situation-problems-and-countermeasures-of-the-legal-regulation-of-the-coordinated-development-of-the-cold-chain-logistics-industry-in-beijing-tianjin-and-hebei/changjun-wu

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Download The Maidens: The new thriller from the author of the global bestselling debut The Silent Patient | PDF File

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Download Everyday Cook: Vibrant Recipes, Simple Methods, Delicious Dishes | PDF books

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Free Hungry: The Highly Anticipated Memoir from One of the Greatest Food Writers of All Time | PDF File

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r The first goal of our company is to help all people to pass the AWS-Solutions-Architect-Professional exam and get the related certification in the shortest time. Through years of concentrated efforts of our excellent experts and professors, our company has compiled the best helpful and useful AWS-Solutions-Architect-Professional test training materials, and in addition, we can assure to everyone that our AWS-Solutions-Architect-Professional Study Materials have a higher quality than other study materials in the global market. The AWS-Solutions-Architect-Professional learn prep from our company has helped thousands of people to pass the exam and get the related certification.r The Amazon AWS-Solutions-Architect-Professional exam consists of 75 multiple-choice and multiple-response questions, and candidates have 180 minutes to complete it. AWS-Solutions-Architect-Professional exam is available in multiple languages, including English, Japanese, Korean, and Simplified Chinese. To pass the exam, candidates must score at least 750 out of 1000 points.r To pass the AWS-Solutions-Architect-Professional certification exam, candidates must demonstrate their ability to design and deploy complex AWS solutions, including designing and deploying scalable and secure applications, implementing data storage solutions, designing and deploying networking solutions, and designing and deploying automation solutions.r >> AWS-Solutions-Architect-Professional Reliable Exam Tutorial <<r AWS Certified Solutions Architect - Professional pass4sure practice & AWS-Solutions-Architect-Professional pdf training materialr Our specialists check daily to find whether there is an update on the AWS-Solutions-Architect-Professional study tool. If there is an update system, we will automatically send it to you. Therefore, we can guarantee that our AWS-Solutions-Architect-Professional test torrent has the latest knowledge and keep up with the pace of change. Many people are worried about electronic viruses of online shopping. But you don't have to worry about our products. Our AWS-Solutions-Architect-Professional Exam Materials are absolutely safe and virus-free. If you encounter installation problems, we have professional IT staff to provide you with remote online guidance. We always put your needs in the first place.r Amazon AWS Certified Solutions Architect - Professional Sample Questions (Q69-Q74):r NEW QUESTION # 69 You have deployed a three-tier web application in a VPC with a CIDR block of 10.0.0.0/28. You initially deploy two web servers, two application servers, two database servers and one NAT instance for a total of seven EC2 instances. The web, application and database servers are deployed across two availability zones (AZs).You also deploy an ELB in front of the two web servers, and use Route53 for DNS. Web traffic gradually increases in the first few days following the deployment, so you attempt to double the number of instances in each tier of the application to handle the new load.Unfortunately some of these new Instances fall to launch.Which of the following could be the root cause? Choose 2 answersr A. AWS reserves the first and the last private IP address in each subnet's CIDR block so you do not have enough addresses left to launch all of the new EC2 instancesr B. AWS reserves the first four and the last IP address in each subnet's CIDR block so you do not have enough addresses left to launch all of the new EC2 instancesr C. The Internet Gateway (IGW) of your VPC has scaled-up, adding more instances to handle the traffic spike, reducing the number of available private IP addresses for new instance launchesr D. The ELB has scaled-up, adding more instances to handle the traffic spike, reducing the number of available private IP addresses for new instance launchesr E. AWS reserves one IP address in each subnet's CIDR block for Route53 so you do not have enough addresses left to launch all of the new EC2 instancesr Answer: B,Dr Explanation:http://docs.aws.amazon.com/AmazonVPC/latest/UserGuide/VPC_Subnets.htmlr NEW QUESTION # 70 A company is processing videos in the AWS Cloud by using Amazon EC2 instances in an Auto Scaling group.It takes 30 minutes to process a video. Several EC2 instances scale in and out depending on the number of videos in an Amazon Simple Queue Service (Amazon SQS) queue.The company has configured the SQS queue with a redrive policy that specifies a target dead-letter queue and a maxReceiveCount of 1. The company has set the visibility timeout for the SQS queue to 1 hour. The company has set up an Amazon CloudWatch alarm to notify the development team when there are messages in the dead-letter queue.Several times during the day, the development team receives notification that messages are in the dead-letter queue and that videos have not been processed properly. An investigation finds no errors in the application logs.How can the company solve this problem?r A. Configure scale-in protection for the instances during processing.r B. Update the visibility timeout for the SOS queue to 3 hours.r C. Turn on termination protection for the EC2 instances.r D. Update the redrive policy and set maxReceiveCount to 0.r Answer: Cr NEW QUESTION # 71 An organization is trying to setup a VPC with Auto Scaling. Which configuration steps below is not required to setup AWS VPC with Auto Scaling?r A. Configure the Auto Scaling group with the VPC ID in which instances will be launched.r B. Configure the Auto Scaling Launch configuration with multiple subnets of the VPC to enable the Multi AZ feature.r C. Configure the Auto Scaling Launch configuration which does not allow assigning a public IP to instances.r D. Configure the Auto Scaling Launch configuration with the VPC security group.r Answer: Br Explanation:The Amazon Virtual Private Cloud (Amazon VPC) allows the user to define a virtual networking environment in a private, isolated section of the Amazon Web Services (AWS) cloud. The user has complete control over the virtual networking environment. Within this virtual private cloud, the user can launch AWS resources, such as an Auto Scaling group. Before creating the Auto Scaling group it is recommended that the user creates the Launch configuration. Since it is a VPC, it is recommended to select the parameter which does not allow assigning a public IP to the instances.The user should also set the VPC security group with the Launch configuration and select the subnets where the instances will be launched in the AutoScaling group. The HA will be provided as the subnets may be a part of separate AZs.http://docs.aws.amazon.com/AutoScaling/latest/DeveloperGuide/autoscalingsubnets.htmlr NEW QUESTION # 72 A large payroll company recently merged with a small staffing company. The unified company now has multiple business units, each with its own existing AWS account.A solutions architect must ensure that the company can centrally manage the billing and access policies for all the AWS accounts. The solutions architect configures AWS Organizations by sending an invitation to all member accounts of the company from a centralized management account.What should the solutions architect do next to meet these requirements?r A. Create the OrganizationAccountAccessPolicy 1AM policy in each member account. Connect the member accounts to the management account by using cross-account access.r B. Create the OrganizationAccountAccess 1AM group in each member account. Include the necessary1AM roles for each administrator.r C. Create the OrganizationAccountAccessRole 1AM role in each member account. Grant permission to the management account to assume the 1AM role.r D. Create the OrganizationAccountAccessRole 1AM role in the management account Attach the Administrator Access AWS managed policy to the 1AM role. Assign the 1AM role to the administrators in each member account.r Answer: Cr NEW QUESTION # 73 A company's solution architect is designing a diasaster recovery (DR) solution for an application that runs on AWS. The application uses PostgreSQL 11.7 as its database. The company has an PRO of 30 seconds. 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