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The Hardworking Family
John is a hardworking man. He always gets up early to work and to do all the things he has to do. Mary, John's wife, helps him and she usually spends a lot of time at work with John. John works all the time.
John and Mary have three children who often complain that their parents work too much and seldom enjoy life. They say, "Dad, you and Mom should take a break from work and try to have some fun. You never relax."
John's answer is: "Sometimes I think of taking a vacation, but who will pay our bills?". Mary agrees with John and says that someday their children will understand the situation.
(Adaptado de: <https://www.englishexperts.com.br>. Acesso em: 9 jun. 2023.)
Assinale a alternativa que apresenta a classe gramatical das palavras em destaque no texto:
Sorry for the delayed response
01 Have ___ (1) e-mail you’ve been meaning (but not really) to reply to? Read below for some
02 reasons why your response has been delayed:
03 • I totally meant to respond to this earlier, but I didn’t know ___ (2) answer to your question
04 and I kept not caring enough to ask anyone. Now ___ (3) weird amount of time has passed,
05 so I’m going to loop Laura (cc’d) into this e-mail thread to see if she can handle this. Laura?
06 • Sorry for ___ (4) delay! I put off answering your e-mail until I had ___ (5) even more tedious
07 task that I wanted to avoid. Thanks!
08 • So sorry that I’m just getting to this now. There were six other people on this e-mail thread
09 and I was hoping that one of them would answer your question and I could just go on living
10 my life.
(Available at: https://www.instagram.com/p/CsHm2YnteFa/ – text especially adapted for this test).
Analyze the following excerpt from the text: “(...) your response has been delayed” (l. 02). Mark the alternative below that shows the sentence correctly rewritten in an interrogative structure and in the same verb tense.
Read Text II and answer the three questions that follow it.
Text II
June 15, 2023 - Debates over Diversity, Equity and Inclusion (DEI) efforts are currently thriving, including debates over the degree to which corporate diversity efforts are valuable, whether chief diversity officers can succeed, and whether corporate diversity commitments can produce lasting change.
Over the past year, at least a dozen U.S. state legislatures have proposed or passed laws targeting DEI efforts, including laws aimed at limiting DEI roles and efforts in businesses and higher education and laws eliminating DEI spending, trainings, and statements at public institutions. Moreover, with the U.S. Supreme Court poised to address affirmative action in two cases involving the consideration of race in higher education admissions this summer, debates in the U.S. regarding DEI initiatives are likely far from over.
At the same time, DEI-related legal requirements continue to grow in other jurisdictions, and with global financial institutions facing expanding environmental, social, and governance (ESG)- related trends and regulations in the EU and other jurisdictions, as well as global expectations regarding their role in ESG, including DEI-related corporate developments and initiatives, these matters are likely to continue to work their way into capital allocations and the costs of doing business, as well as into the expectations of certain stakeholders.
This widening gap between global expectations and regulation regarding DEI-related matters and the concerns of some constituents in the U.S. over the role of DEI in corporate decision-making is likely to continue growing for the foreseeable future, putting companies between the proverbial rock and hard place.
What these developments make clear is that corporate DEI efforts are, and likely have been for some time, riskier than many companies may initially appreciate. And the risks associated with DEI initiatives are only positioned to grow and expand as companies look to thread the DEI needle and make a broader and potentially more divergent set of stakeholders happy, or at least less annoyed, with their DEI-related commitments and initiatives. In this article, we discuss the top four legal risks that companies often fail to address in their DEI efforts.
[…]
(From https://www.reuters.com/legal/legalindustry/diversity-matters-four-scarylegal-risks-hiding-your-dei-program-2023-06-15/
The word “poised” in “with the U.S. Supreme Court poised to address affirmative action” (2nd paragraph) is equivalent to
The word can in “I can write this letter if you need” expresses:
Conheça nossos planos