Brendon had total job benefits of \( \$ 39,500 \) last year. He was required to wear a shirt with the company logo on if for work that he was responsible for buying. Brendon purchased 12 shirts for work during the year at a cost of \( \$ 23.95 \) each. He was also required to attend a training at a cost to him of \( \$ 135 \). What was Brendon's total employment compensation last year? a. \( \$ 39,077.60 \) b. \( \$ 39,212.60 \) c. \( \$ 39,341.05 \) d. \( \$ 39,922.40 \) Please select the best answer from the choices provided A B

To calculate Brendon's total employment compensation last year, we need to account for the costs he incurred for the 12 shirts and the training. First, let's calculate the total cost for the shirts: \( 12 \text{ shirts} \times \$23.95 = \$287.40 \) Now, adding the cost of training: Total costs = \( \$287.40 + \$135 = \$422.40 \) Now, we subtract the total costs from his total job benefits: Total compensation = \( \$39,500 - \$422.40 = \$39,077.60 \) The best answer from the choices provided is: a. \( \$39,077.60 \) --- Brendon’s requirement to buy work shirts and attend training highlights a common scenario where employees may face additional expenses. It's always good to review company policies; sometimes, certain costs can be reimbursed or deducted as tax-deductible expenses, depending on local laws. When pondering costs like uniforms or training, employees should track all associated expenses meticulously. A common mistake is neglecting to keep receipts or failing to inquire about reimbursement policies, which can lead to out-of-pocket misunderstandings. Always ask HR!