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No matter if you want to make a background transparent (PNG), add a white background to a photo, extract or isolate the subject, or get the cutout of a photo - you can do all this and more with remove.bg.

Note: When using the opacity property to add transparency to the background of an element, all of its child elements inherit the same transparency. This can make the text inside a fully transparent element hard to read.

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If you do not want to apply opacity to child elements, like in our example above, use RGBA color values. The following example sets the opacity for the background color and not the text:

The background shorthand CSS property sets all background style properties at once, such as color, image, origin and size, or repeat method. Component properties not set in the background shorthand property value declaration are set to their default values.

Browsers do not provide any special information on background images to assistive technology. This is important primarily for screen readers, as a screen reader will not announce its presence and therefore convey nothing to its users. If the image contains information critical to understanding the page's overall purpose, it is better to describe it semantically in the document.

By default, Tailwind makes the entire default color palette available as background colors. You can customize your color palette by editing theme.colors or theme.extend.colors in your tailwind.config.js file.

Public Trust is a type of background investigation, but it is not a security clearance. Depending on the job, you must complete either the Standard Form 85 (SF85) or 85P (SF85P) questionnaire.

Read the Background and security clearance section of the job announcement to see what security level is required. If you have questions about the background investigation process, contact the hiring agency for the job.

Some employers look into your background before deciding whether to hire you, or before deciding whether you can keep your job. When they do, you have legal rights. The Federal Trade Commission (FTC) enforces a federal law that regulates background reports for employment, and the Equal Employment Opportunity Commission (EEOC) enforces federal laws against employment discrimination. This publication explains these laws, and how to contact the FTC and EEOC if you think an employer has broken the law. There might be other rules in your city or state, so it's a good idea to check with someone who knows the laws of your area.

An employer may ask you for all sorts of background information, especially during the hiring process. For example, some employers may ask about your employment history, your education, your criminal record, your financial history, your medical history, or your use of online social media.

Unless the employer is asking for medical or genetic information, it's not illegal to ask you questions about your background, or to require a background check. (Employers aren't allowed to ask for medical information until they offer you a job, and they aren't allowed to ask for your genetic information - including family medical history - except in very limited circumstances.)

However, when an employer asks about your background, it must treat you the same as anyone else, regardless of your race, national origin, color, sex, religion, disability, genetic information (including family medical history), or older age (40 or older). For example, an employer is not allowed to ask for extra background information because you are of a certain race or ethnicity.

Special rules apply when an employer gets a background report about you from a company in the business of compiling background information. First, the employer must ask for your written permission before getting the report. You don't have to give your permission, but if you're applying for a job and you don't give your permission, the employer may reject your application.

Second, if the employer thinks it might not hire or retain you because of something in the report, it must give you a copy of the report and a "notice of rights" that tells you how to contact the company that made the report. This is because background reports sometimes say things about people that aren't accurate, and could even cost them jobs. If you see a mistake in your background report, ask the background reporting company to fix it, and to send a copy of the corrected report to the employer. You also should tell the employer about the mistake.

Sometimes it's legal for an employer not to hire you or to fire you because of information in your background, and sometimes it is illegal. An example of when it is illegal is when the employer has different background requirements depending on your race, national origin, color, sex, religion, disability, genetic information (including family medical history), or older age (40 or older). For example, it would be illegal to reject applicants of one ethnicity with criminal records for a job, but not reject other applicants with the same criminal records. This is true whether or not the information was in a background report.

Even if the employer treated you the same as everyone else, using background information still can be illegal discrimination. For example, employers shouldn't use a policy or practice that excludes people with certain criminal records if the policy or practice significantly disadvantages individuals of a particular race, national origin, or another protected characteristic, and doesn't accurately predict who will be a responsible, reliable, or safe employee. In legal terms, the policy or practice has a "disparate impact" and is not "job related and consistent with business necessity." (It doesn't matter whether or not the information was in a background report.)

If you think that a background check was discriminatory, you may contact the EEOC by visiting its website at www.eeoc.gov, or by calling 800-669-4000 (voice) or 800-669-6820 (TTY). The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information. The EEOC investigates, conciliates, and mediates charges of employment discrimination, and also files lawsuits in the public interest. For specific information on-

If an employer got your background report without asking your permission, or rejected you without sending you the required notices, contact the FTC at www.ftc.gov, or by calling 877-FTC-HELP (1-877-382-4357) (voice) or 866-653-4261 (TTY). For further information see-

The background() function sets the color used for the background of the Processing window. The default background is light gray. This function is typically used within draw() to clear the display window at the beginning of each frame, but it can be used inside setup() to set the background on the first frame of animation or if the background need only be set once.

An image can also be used as the background for a sketch, although the image's width and height must match that of the sketch window. Images used with background() will ignore the current tint() setting. To resize an image to the size of the sketch window, use image.resize(width, height).

It is not possible to use the transparency alpha parameter with background colors on the main drawing surface. It can only be used along with a PGraphics object and createGraphics().

If the applicant has completed a background investigation check for either employment or certification through the Idaho Department of Education within the past six (6) months, the individual does not need to complete another background check. A Background Investigation (BIC) Check Form can be used to make changes to the background check within 6 months. Those requiring a new BIC, complete and submit or review the following:

Yes, you can use the same background check for any employment or certification purpose within six months from the fingerprint card processing date. The BIC Form can be utilized to make any changes within that time frame.

A background check for volunteering can ONLY be utilized for volunteering purposes. The FBI charges a lower price for volunteers, who are not paid through the school district. A new background check for employment will be needed if a volunteer becomes an employee, regardless of when the volunteer fingerprint card was processed.

No; however, a BIC Form needs to be submitted, which has been signed by the employing summer school district. The Idaho Department of Education will notify the new district if the summer school employee has not cleared the background check.

Fingerprint rejections may lead to delay. Fingerprint rejections occur for different reasons including the prolonged use of hand sanitizer and the wearing of latex gloves. IPLA does not conduct or administer the criminal background checks and cannot assist you with expediting the process.

Event-driven functions in the Cloud Functions (1st gen) Node.js, Python, Go,and Java runtimes expect different arguments from CloudEvent functions. Thisolder style of event-driven function is called a background function. e24fc04721