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.
This free background remover app allows you to highlight the subject of your photo and create a clear background, so you can place your new image into a variety of new designs and destinations. Place it on a colored backdrop or add a new background to put your subject in a completely new environment.
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Removing the background of your image for a bigger project? Unleash your creativity with the photo editing capabilities and design tools in Adobe Express. Use this online background remover to add a shape crop to frame your newly cropped photo, apply filters, or add GIFs and animation for a dynamic design. There are countless ways to create a compelling image for any printed or digital format.
Remove the background from your image to make standout content. Easily get rid of any background, make your subject stand out, or layer cutout images to make a unique collage. Explore endless tools and templates at your fingertips to customize your new image using the Adobe Express app.
Adobe Express offers unlimited tools, templates, and quick editing features for you to bring any kind of content to life. Launch the app on your desktop or mobile device to explore easy-to-use functionalities for editing images and videos. Use this tool as a photo background editor by taking your new transparent background image and putting it on a new background. Add it to a collage of images to make a flyer, poster, or infographic. Use the collection of free design assets including text templates, icons, shapes, and more to endlessly customize your image.
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.
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:
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.
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.
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.
Many public and private employers require background checks for employment purposes. State law mandates that schools, day care centers, health care facilities, and others require such checks as part of the hiring process. Some individuals are also required to have a background check to obtain professional licensure.
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-
Child Care Background Check Law, Wisconsin StatuteĀ 48.686 requires that all child-care workers complete a fingerprint-based background check initially and every five (5) years.
Under new federal and state requirements, all caregivers and noncaregiver employees and residents age 10 or older in certified and licensed child care centers now require DCF-run background checks to determine their eligibility to reside or work in a child care setting.
While DCF does not regulate institutes of higher education, the new background check policy impacts students who are placed in a child care program for fulfilling a practicum, internship, or student-teaching requirement. This information will help institutes of higher education and their students be prepared for working with regulated child care providers. 17dc91bb1f
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