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Created for urban photography, these presets improve the look of shots taken in cities dominated by buildings, manmade structures, and urban life in general. Designed for shots taken in low light, this collection works especially well with photos of cities taken at night.

The presets bring out details in the highlights and add tasteful color tints for an artistic finishing touch. This group contains all the presets from Pixelmator Pro, including presets for creating black and white photos, vintage looks, and eye-catching landscape shots. These presets are especially playful and artistic and can work great with a variety of different photography styles. Save any combination of color adjustments as a custom preset to quickly apply them to any of your photos and even share presets with others.

Pixelmator Photo was designed exclusively for iPad, taking full advantage of its large display and bit architecture. So the only thing that can slow you down is your imagination. Pixelmator Photo 1. Overview What’s New. Advanced automation and scripting with AppleScript. Make your photos pop using these 5 quick color adjustments.

How to create a retro text effect. How to create a silhouette. How to place text behind objects in a photo. How to create a realistic motion blur effect. Turn a real-life drawing into a digital illustration. Creating a duotone effect. Turning day into night using Pixelmator Pro. A quick guide to the new Pixelmator Pro extension.

Quickly remove a solid color background from an image. How to use layer masks and clipping masks. About layers in image editing. Batch process images with Pixelmator Pro. What does Pixelmator Classic do?

Full-featured and powerful image editing app for the Mac. Once your images are ready, save them to popular image formats, share them via email or social networks, print them, or instantly add them to your Photos library. All right from Pixelmator. If you want to download the software on your windows pc or mac, you could either first visit the Mac store or Microsoft AppStore and search for the app OR you can easily use any of the download links we provided above under the “Download and Install” header section to download the application.

Our download links are from safe sources and are frequently virus scanned to protect you. I like pixelmator. I use it a lot. I would give it 4 stars.

However, I bought it right after Pro had come out or right before and from that point until today they have not made a significant effort to make it clear to people that this is the old app being phased out.

The program also offers an open API for those, wanting to integrate PicMonkey into their site directly. FotoSketcher is a free program for Windows that you can use to transform a photo into a drawing made with paints or pencils.

Additionally, a user has access to standard photo editing functions: you can work on several photos simultaneously, enhance specific image areas, combine filters, and create your own effects. PictBear is a free image editor for Windows. It allows you to work with layers, apply image filters, crop and rotate photos, change their size, brightness, and contrast. Using the program is very intuitive and it offers tablet and touchscreen support.

NET is a free raster image and photo editor for Windows. The software has layer support. A beginner or a professional photographer selects a program for image editing for comfortable work.

 
 

 

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These applications are better known as image management apps e. The key features of image management apps are grouping images into projects and working on groups of photos, as well as performing basic editing.

To apply special effects to images or create various compositions from scratch, traditional image editing apps are used. As they offer a lot more specific tools and features than image management apps, image editing apps enable photographers or designers—or in fact, anyone—to edit, enhance, or create images one by one. However, all image editing apps differ slightly from one another. This way, you will be able to make changes simply by hitting a key, making the experience even more similar to using desktop software.

Pixelmator Photo is a pay-for photo editing app that is only available on the App store. This photo editing app will convert your iPad into a mini studio that competes with any desktop software Pixelmator is a family of programs and apps, which serves as a basic and intuitive alternative to Photoshop, available for Mac users and all other iOS devices. Powerful editing tools Whether you want to retouch a photo to the millimeter or apply presets, Pixelmator Photo boosts retouching tools that will rival any desktop program, as well as predetermined filters that will save you editing time.

Automatic learning Pixelmator Photo features the Core ML framework, which uses machine learning to propose automatic solutions. RAW format RAW is the digital file format that contains all of the image data; the photo is exactly as the camera has captured it.

Easy to eliminate elements One of the most basic needs in photographic retouching is to be able to eliminate any elements that are bothering you, whether they be objects, people, or logotypes.

Being Used. Best Photo Editor. Photo Editor Free. Download Adobe Photoshop. Adobe Photoshop Elements. Photo Editing Programs. Photo Editing Software. Basic Photo Editing. Image Editing. Free Images Online. Pixelmator Pro. Workflow Design. Canva Design. App Design. Photoshop Images. Free Photoshop. Apps For Mac.

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I found a workaround that is a little bit easier for us at least : than the suggested approach above. I found a workaround that is a little bit easier for us at least than the suggested approach above.

In other words, the grouped transparent layer pushes the margins out to the edge of the canvas, but if the layer content already extends beyond the canvas, I can’t get it to trim to the canvas. This would be useful for all sorts of mock-up and presentation work. First post and on top not very constructive – I LOVE Affinity Photo but honestly can we still not export layers to files like in Photoshop without the most cumbersome slice approach?

I think it is reasonable that this simple request would be solved in six years of development. That’s not whining. You can post now and register later. If you have an account, sign in now to post with your account.

Note: Your post will require moderator approval before it will be visible. Paste as plain text instead. Only 75 emoji are allowed. Display as a link instead. Clear editor. Upload or insert images from URL.

Please note there is currently a delay in replying to some post. See pinned thread in the Questions forum. These are the Terms of Use you will be asked to agree to if you join the forum. Privacy Policy Guidelines We have placed cookies on your device to help make this website better. You can adjust your cookie settings , otherwise we’ll assume you’re okay to continue. We’re working to answer users as quickly as possible and thank you for your continued patience.

Export layers to multiple files export layers. Share More sharing options Followers 9. Reply to this topic. Prev 1 2 Next Page 1 of 2. Recommended Posts. Posted March 11, Hi Affinity Team Would it be possible to add functionality to export all the layers from a document to separate files? Link to comment Share on other sites More sharing options MattP Posted March 11, Hi johs, Just go to the Export Persona, change to the ‘Layers’ panel and select all the layers in there and click ‘Create Slice’ and then go to the ‘Slices’ panel.

Now you can either select ‘Export all’ or just click each one to export it individually : Hopefully that’s what you’re after? Chris Heath , herrpedro , chbrier and 4 others Like Loading Hi Matt Thanks for your reply. And would it be possible to prefix all the filenames with the document name or a custom string? Sorry that there’s no workaround there in the meantime though : Thanks, Matt.

Hi Matt Cool! The naming is nice to have but no showstopper. Artboards are like individual documents that you can create within a single document. Each artboard will be exported separately as its own document.

To do so, navigate to the Layers menu in Affinity Designer. You can simply change the name of each artboard there. This is where you will choose the file types to be exported along with the export location. Choose a layer and expand it. Thankfully Affinity Designer allows us to copy these presets and paste them into every other layer. Otherwise if you want to put everything in one folder then you can just export everything all at once. And with that we are finished! Hi Joshua, Inkscape and Affinity would both be great for creating t shirt designs because they would allow you to create scalable vector graphics.

Your email address will not be published. Save my name and email in this browser for the next time I comment. Venturing into the world of graphic design for the first time may cause you to pause and consider the hardware requirements of doing so beforehand, and rightly so. Depending on the type of design Inkscape and Affinity Designer are both vector-based alternatives to Adobe Illustrator — the industry standard in vector design software.

In the past we’ve gone over how each of these applications Vendor List Privacy Policy. Skip to content. Thank you very much! Super Helpful and easy to understand. If you have an account, sign in now to post with your account. Note: Your post will require moderator approval before it will be visible.

Paste as plain text instead. Only 75 emoji are allowed. Display as a link instead. Clear editor. Upload or insert images from URL. Please note there is currently a delay in replying to some post.

See pinned thread in the Questions forum. These are the Terms of Use you will be asked to agree to if you join the forum. Privacy Policy Guidelines We have placed cookies on your device to help make this website better. You can adjust your cookie settings , otherwise we’ll assume you’re okay to continue. Share More sharing options Followers 9. Reply to this topic Start new topic. Prev 1 2 Next Page 1 of 2. Recommended Posts. Posted March 11, Hi Affinity Team Would it be possible to add functionality to export all the layers from a document to separate files?

Link to comment Share on other sites More sharing options MattP Posted March 11, Hi johs, Just go to the Export Persona, change to the ‘Layers’ panel and select all the layers in there and click ‘Create Slice’ and then go to the ‘Slices’ panel. Now you can either select ‘Export all’ or just click each one to export it individually : Hopefully that’s what you’re after?

Hi Matt Thanks for your reply. And would it be possible to prefix all the filenames with the document name or a custom string?

Sorry that there’s no workaround there in the meantime though : Thanks, Matt. Hi Matt Cool! The naming is nice to have but no showstopper. MattP Like Loading Posted March 15, Posted August 16, Hi The size of slices issue can be worked around with a rectangle with no fill and no stroke.

Great tool getting better Posted October 8, Great tool! And happy birthday to Affinity Designer! Posted February 19, Mann Artt Posted December 2, Posted December 2, edited.

 
 

 

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Switch between full featured vector and raster workspaces with a single click. Thousands of designers around the world told us how they need their graphic design app to behave. We put that knowledge at the core of Affinity Designer. Saveable history with alternate futures. The UI has been created to give you the best user experience possible so you can spend more time creating.

Timesaving tools such as Select Same and Select Object allow you to efficiently match attributes or select all objects of a certain type for easy editing, while studio presets for the UI layout allow you to save your favourite workspace setups for different tasks and easily switch between them.

Whether on Windows, Mac or iPad, the file format is exactly the same. Affinity Designer is full of tools meticulously developed for achieving high productivity, while maintaining percent accurate geometry.

Effortlessly add a contour to any object or increase the width of single open curves. The options you have for setting up grids and guides is almost unlimited. This is what we mean by power. From the beginning we developed our engine to work to floating point accuracy. Operating System 12 Monterey 11 Big Sur Operating System iOS 12 or above. Overview Key:. From Wikipedia, the free encyclopedia. This article has multiple issues. Please help improve it or discuss these issues on the talk page.

Learn how and when to remove these template messages. This article possibly contains original research. Please improve it by verifying the claims made and adding inline citations. Statements consisting only of original research should be removed.

September Learn how and when to remove this template message. This article needs additional citations for verification. Please help improve this article by adding citations to reliable sources.

Unsourced material may be challenged and removed. Archived from the original on Retrieved Retrieved 3 March School of Motion. Adobe Illustrator: can Designer replace Illustrator?

Expert Reviews. Retrieved December 25, PC Pro. However, if you have already been using Inkscape and are looking for something more professional and are willing to pay for it, Adobe Illustrator is the one to go. Adobe Illustrator is one of the most precise and intuitive tools to use. If that’s not your jam, there are several great Illustrator alternatives out there as well. Not only does Vectornator offer the ability to create sophisticated illustrations , but it is also perfect for Social Media managers who need to use proper dimensions for each social media channel they manage.

Vectornator supports all of them, allowing you to focus only on your creativity. Affinity Designer is the perfect tool for illustrators and graphic designers, especially the ones who work with vector graphics and raster images at the same time. If we compare it to Inkscape, this tool is much more professional, but at the same time, more expensive. However, if you need a tool that offers more advanced features compared to Inkscape but is more affordable than Adobe Illustrator, Affinity Designer is the one you should go for.

Affinity Designer offers a user-friendly interface and allows you to design from wherever you are and on various devices since it is available on macOS, Windows, and iPadOS platforms.

One of the best things about Sketch is that it’s not complicated in any way. Compared to Inkscape, you will not have to look for tutorials or spend time wondering how different parts of it work. If you are working in a team and need to constantly share your work and the latest changes, then look no further. Sketch is your answer. If you are an experienced graphic designer or illustrator, chances are, you will not find all the tools you need once you start working with Sketch.

Another thing to keep in mind about Sketch is that you will need to backup your projects constantly since it lacks cloud storage.

 
 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

This version was the precursor to the multimedia features available in Windows 3. The features listed above and growing market support from application software developers made Windows 3. Support was discontinued on December 31, Its API was incompatible with Windows.

Version 1. They cooperated with each other in developing their PC operating systems, and had access to each other’s code. After an interim 1. Microsoft would later imitate much of it in Windows Still, much of the system had bit code internally which required, among other things, device drivers to be bit code as well. It also removed Real Mode, and only ran on an or better processor.

Later Microsoft also released Windows 3. In and , Microsoft released Windows for Workgroups WfW , which was available both as an add-on for existing Windows 3. Windows for Workgroups included improved network drivers and protocol stacks, and support for peer-to-peer networking.

There were two versions of Windows for Workgroups, WfW 3. Unlike prior versions, Windows for Workgroups 3. All these versions continued version 3. Even though the 3. The Windows API became the de facto standard for consumer software. On December 31, , Microsoft declared Windows 3. Meanwhile, Microsoft continued to develop Windows NT. This successor was codenamed Cairo. In hindsight, Cairo was a much more difficult project than Microsoft had anticipated and, as a result, NT and Chicago would not be unified until Windows XP —albeit Windows , oriented to business, had already unified most of the system’s bolts and gears, it was XP that was sold to home consumers like Windows 95 and came to be viewed as the final unified OS.

Driver support was lacking due to the increased programming difficulty in dealing with NT’s superior hardware abstraction model. This problem plagued the NT line all the way through Windows Programmers complained that it was too hard to write drivers for NT, and hardware developers were not going to go through the trouble of developing drivers for a small segment of the market. Additionally, although allowing for good performance and fuller exploitation of system resources, it was also resource-intensive on limited hardware, and thus was only suitable for larger, more expensive machines.

However, these same features made Windows NT perfect for the LAN server market which in was experiencing a rapid boom, as office networking was becoming common.

Windows NT version 3. The Win32 API had three levels of implementation: the complete one for Windows NT, a subset for Chicago originally called Win32c missing features primarily of interest to enterprise customers at the time such as security and Unicode support, and a more limited subset called Win32s which could be used on Windows 3.

Thus Microsoft sought to ensure some degree of compatibility between the Chicago design and Windows NT, even though the two systems had radically different internal architectures. Windows NT was the first Windows operating system based on a hybrid kernel. The hybrid kernel was designed as a modified microkernel , influenced by the Mach microkernel developed by Richard Rashid at Carnegie Mellon University, but without meeting all of the criteria of a pure microkernel.

As released, Windows NT 3. The 3. Support for Windows NT 3. After Windows 3. The Win32 API first introduced with Windows NT was adopted as the standard bit programming interface, with Win16 compatibility being preserved through a technique known as ” thunking “. A new object-oriented GUI was not originally planned as part of the release, although elements of the Cairo user interface were borrowed and added as other aspects of the release notably Plug and Play slipped.

Microsoft did not change all of the Windows code to bit; parts of it remained bit albeit not directly using real mode for reasons of compatibility, performance, and development time. Additionally it was necessary to carry over design decisions from earlier versions of Windows for reasons of backwards compatibility, even if these design decisions no longer matched a more modern computing environment. These factors eventually began to impact the operating system’s efficiency and stability.

Microsoft marketing adopted Windows 95 as the product name for Chicago when it was released on August 24, Microsoft had a double gain from its release: first, it made it impossible for consumers to run Windows 95 on a cheaper, non-Microsoft DOS, secondly, although traces of DOS were never completely removed from the system and MS DOS 7 would be loaded briefly as a part of the booting process, Windows 95 applications ran solely in enhanced mode, with a flat bit address space and virtual memory.

These features make it possible for Win32 applications to address up to 2 gigabytes of virtual RAM with another 2 GB reserved for the operating system , and in theory prevented them from inadvertently corrupting the memory space of other Win32 applications.

Three years after its introduction, Windows 95 was succeeded by Windows Unlike with Windows 3. Microsoft case, blaming unfair marketing tactics on Microsoft’s part.

Some companies sold new hard drives with OSR2 preinstalled officially justifying this as needed due to the hard drive’s capacity. The first Microsoft Plus! Microsoft ended extended support for Windows 95 on December 31, Microsoft released the successor to NT 3.

It was Microsoft’s primary business-oriented operating system until the introduction of Windows Microsoft ended mainstream support for Windows NT 4. Both editions were succeeded by Windows Professional and the Windows Server Family, respectively. This edition was succeeded by Windows XP Embedded. On June 25, , Microsoft released Windows 98 code-named Memphis , three years after the release of Windows 95 , two years after the release of Windows NT 4.

USB support in Windows 98 is marketed as a vast improvement over Windows The release continued the controversial inclusion of the Internet Explorer browser with the operating system that started with Windows 95 OEM Service Release 1. The action eventually led to the filing of the United States v. Microsoft case, dealing with the question of whether Microsoft was introducing unfair practices into the market in an effort to eliminate competition from other companies such as Netscape. In , Microsoft released Windows 98 Second Edition, an interim release.

One of the more notable new features was the addition of Internet Connection Sharing , a form of network address translation , allowing several machines on a LAN Local Area Network to share a single Internet connection.

Hardware support through device drivers was increased and this version shipped with Internet Explorer 5. Many minor problems that existed in the first edition were fixed making it, according to many, the most stable release of the Windows 9x family. Mainstream support for Windows 98 and 98 SE ended on June 30, , and ended extended support on July 11, It has the version number Windows NT 5.

Windows has had four official service packs. It was successfully deployed both on the server and the workstation markets. Amongst Windows ‘s most significant new features was Active Directory , a near-complete replacement of the NT 4.

Terminal Services , previously only available as a separate edition of NT 4, was expanded to all server versions. A number of features from Windows 98 were incorporated also, such as an improved Device Manager, Windows Media Player , and a revised DirectX that made it possible for the first time for many modern games to work on the NT kernel. Windows is also the last NT-kernel Windows operating system to lack product activation.

While Windows upgrades were available for Windows 95 and Windows 98, it was not intended for home users. It was the last DOS-based operating system from Microsoft.

Windows Me introduced a new multimedia-editing application called Windows Movie Maker , came standard with Internet Explorer 5. System Restore was a notable feature that would continue to thrive in all later versions of Windows. Windows Me was conceived as a quick one-year project that served as a stopgap release between Windows 98 and Windows XP.

Many of the new features were available from the Windows Update site as updates for older Windows versions System Restore and Windows Movie Maker were exceptions. Windows Me was criticized for stability issues, as well as for lacking real mode DOS support, to the point of being referred to as the “Mistake Edition.

The initial release was met with considerable criticism , particularly in the area of security , leading to the release of three major Service Packs. Service Pack 2 provided significant improvements and encouraged widespread adoption of XP among both home and business users. Windows XP was one of Microsoft’s longest-running flagship operating systems, beginning with the public release on October 25, , for at least 5 years, and ending on January 30, , when it was succeeded by Windows Vista.

On April 25, , Microsoft launched Windows Server , a notable update to Windows Server encompassing many new security features, a new “Manage Your Server ” wizard that simplifies configuring a machine for specific roles, and improved performance.

It is based on the Windows NT 5. A few services not essential for server environments are disabled by default for stability reasons, most noticeable are the “Windows Audio” and “Themes” services; users have to enable them manually to get sound or the ” Luna ” look as per Windows XP. The hardware acceleration for display is also turned off by default, users have to turn the acceleration level up themselves if they trust the display card driver. Among the new features are a number of management features for branch offices, file serving, printing and company-wide identity integration.

Windows Server R2, an update of Windows Server , was released to manufacturing on December 6, The other CD adds many optionally installable features for Windows Server The R2 update was released for all x86 and x64 versions, except Windows Server R2 Enterprise Edition, which was not released for Itanium. It is designed to use the expanded bit memory address space provided by the x86—64 architecture. Windows XP Professional x64 Edition is based on the Windows Server codebase, with the server features removed and client features added.

It is only available to Software Assurance customers. The aim of WinFLP is to give companies a viable upgrade option for older PCs that are running Windows 95, 98, and Me that will be supported with patches and updates for the next several years. Most user applications will typically be run on a remote machine using Terminal Services or Citrix. While being visually the same as Windows XP, it has some differences.

For example, if the screen has been set to 16 bit colors, the Windows recycle bin icon and some XP bit icons will show. Paint and some games like Solitaire aren’t present too.

Windows Home Server code-named Q, Quattro is a server product based on Windows Server , designed for consumer use. The system was announced on January 7, , by Bill Gates. Windows Home Server can be configured and monitored using a console program that can be installed on a client PC.

Such features as Media Sharing, local and remote drive backup and file duplication are all listed as features. Windows Vista was released on November 30, , to business customers—consumer versions followed on January 30, Windows Vista intended to have enhanced security by introducing a new restricted user mode called User Account Control , replacing the “administrator-by-default” philosophy of Windows XP.

Vista was the target of much criticism and negative press, and in general was not well regarded, this was seen as leading to the relatively swift release of Windows 7. One major difference between Vista and earlier versions of Windows, Windows 95 and later, was that the original start button was replaced with the Windows icon in a circle called the Start Orb.

Windows Vista had the version number NT 6. During its lifetime, Windows Vista had two service packs. Windows Vista shipped in six editions : [36].

All editions except Starter edition were available in both bit and bit versions. The biggest advantage of the bit version was breaking the 4 gigabyte memory barrier, which bit computers cannot fully access. Windows Server built on the technological and security advances first introduced with Windows Vista, and was significantly more modular than its predecessor, Windows Server Windows 7 was released to manufacturing on July 22, , and reached general retail availability on October 22, The interface was renewed with a bigger taskbar and some improvements in the searching system and the Start menu.

Windows 7 met with positive reviews, which said the OS was faster and easier to use than Windows Vista. Windows 7 shipped in six editions : [40]. In some countries in the European Union , there were other editions that lacked some features such as Windows Media Player, Windows Media Center and Internet Explorer—these editions were called names such as “Windows 7 N.

All editions, except the Starter edition, were available in both bit and bit versions. Unlike the corresponding Vista editions, the Professional and Enterprise editions were supersets of the Home Premium edition.

Windows Server R2 shipped in bit versions x64 and Itanium only. WinTPC was available for software assurance customers and relied on cloud computing in a business network. Wireless operation is supported since WinTPC has full wireless stack integration, but wireless operation may not be as good as the operation on a wired connection. Windows Home Server code named ‘Vail’ [43] was released on April 6, WHS only supports x hardware. Microsoft decided to discontinue Windows Home Server on July 5, while including its features into Windows Server Essentials.

Windows 8 went on sale to the public on October 26, Windows 8 features a redesigned user interface, designed to make it easier for touchscreen users to use Windows. The interface introduced an updated Start menu known as the Start screen, and a new full-screen application platform.

The desktop interface is also present for running windowed applications, although Windows RT will not run any desktop applications not included in the system. On the Building Windows 8 blog, it was announced that a computer running Windows 8 can boot up much faster than Windows 7. Windows 8. So far, neither has had any service packs yet, although many consider Windows 8.

However, Windows 8. Windows 10 was unveiled on September 30, , as the successor for Windows 8, and was released on July 29, A number of new features like Cortana , the Microsoft Edge web browser, the ability to view Windows Store apps as a window instead of fullscreen, the return of the Start menu, virtual desktops, revamped core apps, Continuum, and a unified Settings app were all features debuted in Windows The system was announced as a service OS that would receive constant performance and stability updates.

Unlike Windows 8, Windows 10 received mostly positive reviews, praising improvements of stability and practicality than its predecessor, however, it received some criticsm due to mandatory update installation, privacy concerns and advertising-supported software tactics.

Although Microsoft claimed Windows 10 would be the last Windows version, eventually a new major release, Windows 11, was announced in That made Windows 10 last longer as Microsoft’s flagship operating system than any other version of Windows, beginning with the public release on July 29, , for six years, and ending on October 5, , when Windows 11 was released.

Until late , Windows 10 had received twelve main updates. Windows Server is a release of the Microsoft Windows Server operating system that was unveiled on September 30, Windows Server is a release of the Microsoft Windows Server operating system that was announced on March 20, The first Windows Insider preview version was released on the same day.

It was released for general availability on October 2, Windows Server is based on the Windows 10 October Update codebase. On October 6, , distribution of Windows version build was paused while Microsoft investigated an issue with user data being deleted during an in-place upgrade. It affected systems where a user profile folder e. Documents, Music or Pictures had been moved to another location, but data was left in the original location.

As Windows Server is based on the Windows version codebase, it too was removed from distribution at the time, but was re-released on November 13, The software product life cycle for Server was reset in accordance with the new release date. Windows Server is a release of the Microsoft Windows Server operating system which is based on the Windows 10 November Update codebase. Windows 11 is the next generation release of Windows NT, and the successor to Windows Codenamed “Sun Valley”, it was unveiled on June 24, , and was released on October 5, According to Microsoft, Windows 11 will be released for newer PCs first and then the initial release will continue till mid Windows 11 revamps the GUI and brings modern code, thus making it much faster than Windows It is also noted that Windows 11 updates are significantly compressed, so the updates are downloaded faster.

Also, Windows 11 does not show signs of the ‘Installing Updates’ screen while installing updates during ‘Update and Restart’ phase, thus finishing updates within 5 minutes.

The system incorporates a renewed interface called “Mica”, which includes translucent backgrounds, rounded edges and color combinations. The taskbar and the Start Menu have been redesigned and for the first time it is possible to place the icons in the center of the bar. Windows CE Windows Embedded. Microsoft Surface. European Union Microsoft antitrust case United States v. Microsoft Shared source.

Explore Wikis Community Central. Register Don’t have an account? Windows Small Business Server. View source. History Talk 0. Do you like this video? Play Sound. Microsoft Technet. Microsoft Corporation.

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Cumulatively, Tesla sold over 2. Consumer Reports. Retrieved May 22, July 30, Retrieved August 31, Archived from the original on July 17, Retrieved June 11, Los Angeles Times.

Tesla Motors. Archived from the original on August 2, Private Equity International. Freya Green giants : how smart companies turn sustainability into billion-dollar businesses. New York. ISBN Encyclopedia Britannica. Business Insider. June 28, American City Business Journals. Archived from the original on May 5, Archived from the original on May 6, Archived from the original on June 24, Bloomberg News.

The Mercury News. June 22, Motor Trend. Green Car Reports. Retrieved January 31, Sreenidhi Institute of Science and Technology. The Wall Street Journal. November 21, The Verge. This is the story of how it was transformed into Tesla Energy”. Archived from the original on August 15, NBC News.

Archived from the original on August 8, Retrieved February 6, Inside Philanthropy. Retrieved September 9, Archived from the original on May 7, Retrieved May 7, CNN Money. Archived from the original on August 3, Retrieved August 3, Archived from the original on April 18, Retrieved April 18, Archived from the original on February 1, Retrieved February 2, The world’s top selling plug-in car was the Tesla Model 3, and Tesla was the top selling manufacturer of plug-in passenger cars in , followed by BYD.

October 23, Retrieved January 28, Retrieved April 17, Retrieved November 25, Retrieved July 1, Here’s what that means for your investments”. Retrieved August 13, Retrieved July 23, The Guardian. Retrieved December 22, Retrieved December 10, Retrieved January 7, Retrieved March 31, September 16, Retrieved July 9, October 2, Retrieved October 15, Retrieved July 22, Gear Primer.

January 31, Retrieved February 15, Retrieved August 18, Retrieved February 14, February 8, Retrieved February 8, Ars Technica.

But it could mean a big tax bill”. Retrieved March 24, Retrieved May 14, Bitcoin paid to Tesla will be retained as Bitcoin, not converted to fiat currency” Tweet. Retrieved July 22, — via Twitter. BBC News. May 13, Retrieved May 13, July 22, July 21, Retrieved July 21, Retrieved December 2, ABC7 San Francisco. Retrieved October 13, October 7, Retrieved October 22, October 8, Retrieved October 25, March 22, Retrieved March 22, Austin American-Statesman. Retrieved April 9, The Hill.

Retrieved June 5, San Jose Mercury News. Retrieved June 22, October 1, Archived from the original on October 4, Retrieved October 2, International Business Times. PR Newswire. March 28, Archived from the original on May 24, Retrieved March 28, Retrieved November 1, November 1, July 10, Retrieved January 2, Retrieved January 22, As of December [update] , Tesla reported global sales of , Model S cars.

June 16, September 3, Retrieved September 4, Archived from the original on April 19, Retrieved August 21, March 31, Retrieved April 1, Retrieved July 10, Retrieved April 16, Tesla Inc.

Palo Alto. February 22, Archived from the original PDF on February 23, Retrieved February 22, Production totaled 24, vehicles in 4Q and vehicle deliveries totaled 22, units. No breakdown by model was provided. Archived from the original on April 12, Retrieved May 16, Tesla’s quarterly reports, meanwhile, had put the Model 3’s cumulative sales at , at the end of Retrieved February 3, The world’s top selling plug-in car was the Tesla Model 3 with , units delivered, and Tesla was the top selling manufacturer of plug-in passenger cars in with , units, followed by VW with , Retrieved February 1, Retrieved February 5, Retrieved January 24, See Graph: “Top 10 U.

Plug-in cars cumulative sales ” and “U. Retrieved March 12, Moore February 14, EVs illustrated by registration report”. Automotive News. According to Experian , in the top U. Clean Technica. In Norway and the Netherlands, the Model 3 was the 1 best selling automobile of any kind in any class in Retrieved May 10, To access the sales ranking by model choose “Modell” and the tabs for “” and “Desember” — The Tesla Model 3 was the best selling passenger car in Norway in with 15, units registered.

May 3, Retrieved May 3, January 10, May 26, Retrieved March 27, June 2, Retrieved January 3, The Driven. Retrieved April 7, Retrieved April 8, Retrieved June 23, September 1, Archived from the original on September 3, Retrieved September 3, LA Times. CBC News. Retrieved April 15, ACT News. Archived from the original on October 21, ISSN Retrieved January 30, November 22, November 23, USA Today.

Retrieved October 4, July 11, Retrieved December 8, Fox News. Retrieved June 14, Retrieved October 8, Retrieved June 12, The New York Times.

Archived from the original on September 23, The Hive. Retrieved April 23, Archived from the original on May 1, Retrieved May 12, Solar Reviews. May 9, Popular Mechanics. PV Tech. Torque News. Retrieved July 7, Retrieved September 20, July 20, Managers and supervisors are the heart of an employer’s prevention system. As one witness with decades of experience in the practice of workplace training and investigation noted succinctly:. If I had limited assets to improve the climate of any organization, I would invest ninety-five percent of them in middle managers.

These are the people who make all of the difference in the day-to-day lives of organizations and people. When we train middle managers, we don’t just train them about how to spot and address problem behavior -we teach them empirically sound things to do and say when an employee seeks them out to discuss a problem. What we set forth above concerns the content of effective compliance training.

There are also principles for the structure of successful compliance trainings. Based on our year of examination – and cognizant of the limitations of empirical, academic data – we still conclude that effective compliance training is a necessary tool to prevent harassment in the workplace. Every employer should have in place, at a minimum, compliance training that includes the content and structure described above. However, since compliance training only goes so far, the following section presents additional ideas for training that may help the holistic effort of preventing harassment in a workplace.

Employees need to know what conduct is unacceptable in the workplace whether or not they might describe such conduct as harassment , and managers and supervisors need effective tools to respond to observation or reports of harassment. But regardless of the level of knowledge in a workplace, we know from the research that organizational culture is one of the key drivers of harassment. We therefore explored trainings that might have an impact on shaping organizational cultures in a way that would prevent harassment in a workplace.

Among the trainings we explored, two stood out for us as showing significant promise for preventing harassment in the workplace: 1 workplace civility training; and 2 bystander intervention training. Workplace civility training is not new to the workplace. Many employers have put such trainings into place, often in response to concerns about bullying or conflict in the workplace.

Bystander intervention training, by contrast, is not prevalent in workplaces. Such training has proliferated in recent years in colleges and high schools as a means of stopping sexual assault. We hope the information presented in this report will encourage employers to consider implementing these trainings as a means of preventing workplace harassment.

Employers have offered workplace civility training as a means of reducing bullying or conflict in the workplace.

Thus, such training does not focus on eliminating unwelcome behavior based on characteristics protected under employment non-discrimination laws, but rather on promoting respect and civility in the workplace generally. According to researchers, incivility is often an antecedent to workplace harassment, as it creates a climate of “general derision and disrespect” in which harassing behaviors are tolerated.

Incivility can also sometimes represent covert manifestations of gender and racial bias on the job. Workplace civility trainings focus on establishing expectations of civility and respect in the workplace, and on providing management and employees the tools they need to meet such expectations. The training usually includes an exploration of workplace norms, including a discussion of what constitutes appropriate and inappropriate behaviors in the workplace.

The training also includes a heavily skills-based component, including interpersonal skills training, conflict resolution training, and training on effective supervisory techniques. The beauty of workplace civility training is that it is focused on the positive – what employees and managers should do, rather than on what they should not do. In addition, by appealing to all individuals in the workplace, regardless of social identity or perceived proclivity to harass, civility training might avoid some of the resistance met by interventions exclusively targeting harassment.

We heard some concern that a focus on workplace civility might reinforce stereotypes e. Empirical data to support this concern appears lacking. In contrast, there is some empirical data and many anecdotes to support the effectiveness of civility training in enhancing workplace cultures of respect that are subsequently incompatible with harassment.

Workplace civility training has not been rigorously evaluated as a harassment prevention tool per se, [] but we believe that such training could provide an important complement to the compliance training described in the previous section.

Moreover, it would be helpful to have additional research on the possible effects of workplace civility training in reducing the level of workplace harassment based on EEO protected characteristics.

Finally, we recognize that broad workplace “civility codes” which may be read to limit or restrict certain forms of speech may raise issues under the NLRA, which is outside of the jurisdiction of EEOC. Bystander intervention training has long been used as a violence prevention strategy, and it has become increasingly utilized by colleges and high schools to prevent sexual assault.

One organization that provides training on campuses, Green Dot, creates a sense of empowerment by focusing its training on “three D’s:” 1 confront the potential perpetrator of sexual assault in a direct manner, and ask the person to cease the behavior; 2 distract the potential perpetrator of sexual assault, and remove the potential victim; or 3 delegate the problem to someone who has the authority to intervene.

We believe that bystander intervention training might be effective in the workplace. Such training could help employees identify unwelcome and offensive behavior that is based on a co-workers’ protected characteristic under employment non-discrimination laws; could create a sense of responsibility on the part of employees to “do something” and not simply stand by; could give employees the skills and confidence to intervene in some manner to stop harassment; and finally, could demonstrate the employer’s commitment to empowering employees to act in this manner.

Bystander training also affords employers an opportunity to underscore their commitment to non-retaliation by making clear that any employee who “steps up” to combat harassment will be protected from negative repercussions. The founder of Green Dot told us that, although the training was originally applied to the reduction of sexual assault, domestic violence, and stalking, she believed the training framework could be successfully applied to harassment in the workplace.

In addition, the organizational culture must encourage and support bystander intervention and reporting, and provide a safe system in which bystanders may do so. As with workplace civility training, more research is needed to determine the effectiveness of bystander intervention training as a workplace harassment prevention measure. But we believe such training has real potential to positively impact organizational culture.

We know that most co-workers are not comfortable when harassment occurs around them, even when they are not the direct victims of the harassment. Bystander training could teach co-workers how to recognize potentially problematic behaviors; motivate and empower employees to step in and take action; teach employees skills to intervene appropriately; and give them resources to support their intervention. Organizational culture starts from the top.

But reinforcing that culture can and must come from the bottom, middle, and everywhere else in between. Bystander intervention training provides that reinforcement in a particularly concrete manner. We spent a significant amount of time discussing outreach and education with the Select Task Force members and witnesses. Outreach is needed for workers, employers, and the general public.

On-the-job, employer-sponsored training is one form of outreach and education for employees. In this section, we highlight a number of other approaches worthy of consideration. There is a significant amount of information regarding workplace harassment available on the web. But information on the web can be overwhelming and is not always correct. This is a problem for both employers especially small business employers with limited resources and employees. As Jess Kutch, the co-founder and co-director of Coworker.

We also heard a fair amount about the utility of EEOC’s resources on the web. Some Select Task Force members felt that EEOC’s guidance on harassment was overly legalistic, and with regard to some issues, outdated. In addition, they noted that EEOC’s website is neither mobile-friendly nor fully accessible to non-English speakers. One Select Task Force member sought more information on prevention strategies and noted a dearth of user-friendly tools such as model harassment policies, effective investigation outlines, and promising practices that could help employers in their efforts to prevent harassment.

One witness suggested that EEOC’s information on how to file a complaint is difficult to understand, and that the actual process of filing a complaint can be difficult and cumbersome for potential charging parties. We took all suggestions to heart about what EEOC could do in terms of outreach and education, and a number of our recommendations at the end of this section reflect ideas that we heard.

We also recognize the many successful outreach efforts EEOC has done in the past and continues to be engaged in, including the extensive and highly regarded outreach training EEOC conducts through its field offices and personnel.

But we wanted to expand our ideas beyond what EEOC might do. To reach all the people who need to be reached, we need more than just one or even several government agencies involved in the effort.

The good news is that many non-profit organizations are using innovative mechanisms to get the word out. For example, as we described above, the Fair Food Program, run by the Coalition of Imokalee Workers in Florida, has developed educational materials created by farmworkers themselves.

With these materials, the Coalition of Imokalee Workers provides in-person worker-to-worker education on worker rights at all farms that participate in the Fair Food Program.

The trainings focus on real-life application of employee rights, including protection from retaliation and the importance of gathering evidence in cases of harassment.

On the employer side, membership organizations like the Society for Human Resource Management maintain libraries of resources on their websites, and provide webinars and conferences for their members that address a number of employment issues, including prevention of harassment. The Commission is in the process of updating its Enforcement Guidance on Harassment, and we believe it will be a useful guide for employers and employees.

Similarly, EEOC’s Communications and Outreach Plan proposes upgrading the technology and user experience of EEOC’s website, including making its website mobile-friendly and accessible in a number of languages. There is, however, much more to be done to reach various audiences that would benefit from learning about how to prevent harassment, and how to complain about it or report it when necessary.

We heard from a number of Select Task Force members and witnesses that there needs to be explicit and focused outreach to youth, even before they enter the workforce. As one witness explained:. Another witness explained that some teenagers and young adults “either are unaware of what constitutes harassment or, given their youth, simply don’t care.

We also heard that traditional outreach mechanisms materials posted on a website, worker centers, conferences, etc. We commend the work EEOC has already done, and is continuing to do, in outreach to youth through its Youth Work initiative. Youth Work is EEOC’s national outreach and education campaign targeted to young workers, which was launched in Since that launch, EEOC has maintained and periodically updated the campaign.

Most recently, in , the agency redesigned the Youth Work website, made it mobile-friendly, expanded the campaign’s social media strategy, and expanded its substantive treatment of a number of developing areas of employment non-discrimination law.

We encourage EEOC to continue to make this program current, meaningful, and accessible to youth. Harassment in the workplace will not stop on its own. The ideas noted above are helpful, but ultimately, may not be sufficient. It is on all of us to be part of the fight to stop workplace harassment.

We cannot be complacent bystanders and expect our workplace cultures to change on their own. For this reason, we suggest exploring an It’s On Us campaign for the workplace. The It’s On Us campaign for colleges and high school campuses is an outgrowth of the White House Task Force to Protect Students from Sexual Assault that recognized the need to change the cultures of educational institutions.

The campaign is housed at Civic Nation, a non-profit organization focused on engaging millennials. The It’s On Us campaign is premised on the idea that sexual assault is not just about a victim and a perpetrator. It calls upon everyone to do his or her part to be a part of the solution. As the former leader of the It’s On Us campaign explained to us, if students, faculty, and campus staff are passive observers when they see the possibility of sexual assault, they reinforce a culture that tolerates such behavior.

But if students, faculty, and campus staff are empowered to be part of the solution to preventing sexual assault, and are given the tools and resources to do so, their role as engaged bystanders will make a significant difference in changing the educational culture. It would be an audacious goal to launch a similar It’s On Us campaign in workplaces across our country – in large and small workplaces, in urban and rural areas.

But doing so would transform the problem of workplace harassment from being about targets, harassers, and legal compliance, and make it one in which co-workers, supervisors, clients, and customers all have roles to play in stopping harassment. The campaign focuses on three core pillars: increasing bystander intervention, defining consent, and creating an environment to support survivors. These pillars can be adjusted to better fit the scope of anti-harassment efforts in the workplace – particularly when it comes to bystander intervention and creating an environment where targets feel comfortable coming forward to report.

We have no illusions that such a campaign would be easy to launch. But witnesses who testified before the Select Task Force believed it was possible to transfer to the workplace the principles of the It’s On Us campaign, and the skills that bystanders would need. If successful, such an effort could pay high dividends in the workplace well beyond the impact of any policy, procedure or compliance training.

An It’s On Us campaign for the workplace would require the active engagement of business partners, employee advocacy partners, and ordinary people across the country. But we have a blueprint from the existing It’s On Us campaign in the educational setting. The campaign was successful due in large part to its multi-faceted approach of using a wide-scale awareness campaign with a robust local organizing model to engage people both online and offline.

We are not starting from scratch with this idea. But someone has to bring the campaign to the workplace. Why not all of us?

Our goal over the past year has been to learn everything we could about workplace harassment and the means to prevent it. Based on that work, we now call for a reboot of workplace harassment prevention efforts.

We hope the information provided in this report, as well as our concrete recommendations for action, will energize individuals and organizations across the country to join us in that effort. EEOC has an essential role in rebooting workplace harassment prevention efforts.

But we will always only be one piece of the solution. Everyone in society must feel a sense of urgency in preventing harassment: individual employers and employer associations; individual employees and employee associations; labor union leadership and rank-and-file; federal, state, and local government agencies; academics, foundations, and community leaders. That is the only way we will achieve the goal of reducing the level of workplace harassment to the lowest level possible.

To that end, we set forth below a compilation of the recommendations set forth throughout the report. The work of the Select Task Force on the Study of Harassment in the Workplace, and the report from the two of us as co-chairs of the Select Task Force, could not have happened without the invaluable assistance of many individuals over the past year. Sarah Crawford, Special Assistant to Chair Yang, for organizing the Commission meeting on harassment in the workplace in January and for being our liaison to the Office of the Chair;.

Felicia Maynard, Fran O’Neill, and Holly Wilson, from our library, for tracking down countless social science research articles;. Leslie Annexstein, from our Office of General Counsel, for helping us identify charging parties who have experienced harassment;. Terri Youngblood, from our Office of Information Technology, for formatting the report and ensuring its compliance with Section of the Rehabilitation Act;.

Our entire facilities staff, for ensuring that the Training Center was always configured correctly for our Select Task Force meetings; and. We also want to acknowledge and thank all the EEOC staff that engaged us in conversation, provided us with data, and took the time to review and comment on drafts of this report.

We appreciate their guidance and counsel. We want to acknowledge and thank all the witnesses, listed in Appendix A, who took the time to share their expertise with us. Every one of them has helped us in our work during this process. None of the work required to convene the Select Task Force and write this report could have been done without the assistance of many individuals in our respective offices.

We would like to acknowledge and thank:. Crystal Malone spring , Penni Weinberg spring , and Jason Whittle winter , Presidential Management Fellows in Commissioner Feldblum’s office, for everything from helping us identify potential members of the Select Task Force to summarizing social science research; and.

Penelope Scudder summer , Neelam Salman spring , Ira Stup summer , Neda Saghafi summer , and Chauna Pervis summer , legal interns in Commissioner Feldblum’s office; and Erin Perugini fall , legal intern in Commissioner Lipnic’s office, for drafting legal memos, compiling research, chasing down citations, endless bluebooking, and everything in-between.

Sharon, Jim, and Donald spent countless hours identifying members of the Select Task Force, planning meeting agendas, finding and working with witnesses, preparing legal and policy materials, dealing with logistics, sitting through endless hours of meetings with each other and with us, communicating with Select Task Force members, and preparing draft sections of the report.

It goes without saying but we will say it anyway that nothing would have gotten done without the incredible work of these three staff members. Finally, we would like to thank the members of the Select Task Force on the Study of Harassment in the Workplace, for their time, their thoughtfulness, their insights, and their commitment to this project.

While this report is by the two of us, it would not have been possible without them. At that meeting, members of the Select Task Force provided their initial thoughts on how the group might proceed in its work. The bulk of the day was devoted to framing the Select Task Force’s mission, and building relationships among the members. At that hearing, members of the Select Task Force heard testimony from six invited witnesses:. The witnesses focused their remarks on the prevalence of workplace harassment in both the private and public sector.

Their testimony included an examination of existing research, as well as gaps in current literature and data. At this meeting, we announced the formation of the Select Task Force’s public website, which assembled in one place a range of existing EEOC resources relating to harassment, and provided an online “suggestion box” for public comment. On August 12, , we gave a presentation concerning the work of the Select Task Force at the annual EXCEL conference, “Examining Conflicts in Employment Law,” and heard feedback from the more than 70 attendees regarding their experience in preventing and addressing workplace harassment in federal worksites.

The focus of the session was to explore “risk factors” or problematic issues that might relate to specific workplaces. The Select Task Force heard testimony from three experts in workplace harassment investigations and training who had experience with a range of industries:.

The witnesses presented testimony on innovative approaches to combatting workplace harassment and new or non-traditional models of training and outreach. The witnesses also testified on the importance of corporate culture and strong leadership in promoting harassment-free workplaces. On February 11, , we met with representatives from the federal sector, including equal employment opportunity directors and specialists from federal agencies, to discuss how the federal government is working to prevent harassment, and solicit their feedback, experience, and concerns regarding harassment in the federal-sector workplace.

On February 25, , the Select Task Force met in closed session in Washington, DC to discuss the reports of several of the working groups. On March 1, , we met with the senior leadership of EEOC, including district directors and regional attorneys, to discuss the ongoing work of the task force.

On March 11, , the Select Task Force met in closed session to continue its discussion of the working group reports. The session was devoted to a discussion of the Co-Chairs’ draft report, and its release later that month. The first step for creating a holistic harassment prevention program is for the leadership of an organization to establish a culture of respect in which harassment is not tolerated.

Check the box if the leadership of your organization has taken the following steps:. Based on the commitment of leadership, check the box if your organization has the following components in place:. A reminder that this checklist is meant to be a useful tool in thinking about and taking steps to prevent harassment in the workplace, and responding to harassment when it occurs.

It is not meant to convey legal advice or to set forth legal requirements relating to harassment. Checking all of the boxes does not necessarily mean an employer is in legal compliance; conversely, the failure to check any particular box does not mean an employer is not in compliance.

An anti-harassment policy is a key component of a holistic harassment prevention effort. Check the box below if your anti-harassment policy contains the following elements:. A reporting system that allows employees to file a report of harassment they have experienced or observed, and a process for undertaking investigations, are essential components of a holistic harassment prevention effort.

Check the box below if your anti-harassment effort contains the following elements:. A holistic harassment prevention effort provides training to employees regarding an employer’s policy, reporting systems and investigations. Check the box if your organization’s compliance training is based on the following structural principles and includes the following content:. Employees in the minority can feel isolated and may actually be, or at least appear to be, vulnerable to pressure from others.

Employees in the majority might feel threatened by those they perceive as “different” or “other,” or might simply be uncomfortable around others who are not like them. Increase diversity at all levels of the workforce, with particular attention to work groups with low diversity. Proactively and intentionally create a culture of civility and respect with the involvement of the highest levels of leadership. Employees who do not speak English may not know their rights and may be more subject to exploitation.

Coarsened social discourse that is happening outside a workplace may make harassment inside the workplace more likely or perceived as more acceptable. Proactively identify current events-national and local-that are likely to be discussed in the workplace.

Young employees may lack the self-confidence to resist unwelcome overtures or challenge conduct that makes them uncomfortable. Young employees may be more susceptible to being taken advantage of by coworkers or superiors, particularly those who may be older and more established in their positions.

Young employees may be more likely to engage in harassment because they lack the maturity to understand or care about consequences. Provide orientation to all new employees with emphasis on the employer’s desire to hear about all complaints of unwelcome conduct.

Provide training on how to be a good supervisor when youth are promoted to supervisory positions. Employees with high value actual or perceived to the employer , e.

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