Abstract: The smartphone case with integrated UV lights is a lantern. The smartphone case with integrated UV lights comprises a PDD shell, a personal data device, and a UV lamp circuit. The PDD shell contains the personal data device and the UV lamp circuit. The personal data device forms an electrical connection with the UV lamp circuit. The personal data device provides electrical power to the UV lamp circuit. The personal data device controls the operation of the UV lamp circuit. The UV lamp circuit generates an illumination of electromagnetic radiation in the ultraviolet spectrum. The field of illumination of electromagnetic radiation in the ultraviolet spectrum generated by the smartphone case with integrated UV lights detects biological material that is not otherwise illuminated by electromagnetic radiation in the visible spectrum.

Abstract: A necktie retaining device that is inserted through the loop on the back of a necktie and then is secured by fitting the device's two ends behind two buttons on a shirt by inserting the thread connecting each button to the shirt into a slot. By the device's placement between the shirt and the necktie, the device is hidden from view. The device can be used with almost all shirts, including shirts designed for men, women, or children, by accommodating a large range of different shirt button spacings. The device does this by having long, open slots at each end of the device, which in one embodiment of the invention accommodates shirts with buttons spaced anywhere from 1.5 inches to 4.5 inches apart.

Abstract: The present invention provides a cosmetic composition containing a partially crystalline polyolefin homopolymer or copolymer wax and a solvent system. Specifically, the partially crystalline polyolefin homopolymer or copolymer wax is characterized by a refractive index ranging from about 1.4 to about 1.6, a viscosity measured at 170° C. ranging from about 5,000 mPas to about 15,000 mPas, a weight average molecular weight ranging from about 22,000 to about 28,000, and a polydispersity index ranging from about 2 to about 2.5. The solvent system is characterized by a refractive index that is matched with the refractive index of the wax and includes one or more solvents that are compatible with the wax for forming a solid, substantially clear, stick-shaped cosmetic product.

Abstract: A system and method for organizational risk based on personnel planning factors is provided. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. Inhibitors and motivators corresponding to employees is used to determine a flight risk that pertains to the employee. A contribution level, corresponding to the employee's contribution to the organization, is analyzed along with the flight risk to determine a risk quadrant that is assigned to the employee. Managers can select a risk quadrant and obtain information about common inhibitors and motivators. Incentive data, such as stock options, compensation, and awards, is planned in light of an employee's risk quadrant in order to motivate high contributors to remain with the organization.

Abstract: A solid, substantially clear cosmetic composition having a refractive index of between 1.4-1.6 comprising a partially crystalline polyolefin homopolymer or copolymer wax and a solvent system, wherein the refractive index of the solvent system is matched with the refractive index of the wax. Also contemplated are methods of making the solid, substantially clear composition comprising the steps of (a) mixing the partially crystalline polyolefin homopolymer or copolymer wax within the solvent system and (b) cooling said composition to ambient temperature.

Abstract: A system and method for improved matrix management of personnel planning factors is provided. In modern organizations using matrix management, one employee may be managed by several managers. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. Managers' input regarding a common employees performance and planning factors is converted to a single performance evaluation and single set of planning factors by weighting the evaluation and factors by a percentage corresponding to each manager. Online collaboration between managers is provided to discuss employee contributions and revise planning factors and evaluations as needed. Revised data is displayed on each of the manager's systems in response to the revisions.

Abstract: A system and method for personnel management collaboration is provided. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. A management team may have a common project manager with many department managers. The project manager selects employees normally included in the project manager's view, such as the department managers, and excludes them to form a new view in order to protect the confidentiality of the department manager's data. The new view can be shared amongst the department managers without compromising confidentiality. Employee data pertaining to employees reporting to the department managers is still included in the view for collaborative management meetings and online discussions. Changes to employee data are visible to all of the managers.

Abstract: The present invention relates to a gelled cosmetic emulsion comprising an oil phase, an aqueous phase and a gelling system which contains at least one non-siloxane based polyamide in a sufficient amount to gel the emulsion. The polyamide can have an tertiary amide, ester, acid, or amine terminal end group. The emulsion is stabilized with an alkylene oxide containing emulsion stabilizer. The polyamide resin is stabilized with a resin stabilizer containing an atom with a certain electronegativity. The emulsions of the present invention are substantially transparent and when colorants are added the color is especially bright and clear. The emulsions are used in lipstick and mascara products as well as other gel and stick products.

Abstract: The present invention relates to a gelled cosmetic emulsion comprising an oil phase, an aqueous phase and a gelling system which contains at least one non-siloxane based polyamide in a sufficient amount to gel the emulsion. The polyamide can have an ester, acid, tertiary amide, or amine terminal end group. The emulsion is stabilized with a sugar-based emulsion stabilizer. The emulsions of the present invention are substantially transparent and when colorants are added the color is especially bright and clear. The emulsions are used in lipstick and mascara products as well as other gel and stick products.

Abstract: A balance watch, a combination of two watches, one measuring hours, the other measuring minutes and/or seconds. Each watch is worn on a separate wrist simultaneously.

Abstract: A balance watch, a combination of two watches, one measuring hours, the other measuring minutes and/or seconds. Each watch is worn on a separate wrist simultaneously.

Abstract: A system and method for integrated management of personnel planning factors is described. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. Tools are available to analyze an employee in light of other employees in the organization. When planning factors are finalized, certain planning factors, such as compensation and stock options, are copied to the employee's actual data area in order to effectuate the changes. Management collectively views groups of employees and collaborates with regards to evaluating and rewarding the employees. Budget data, for example pertaining to salaries, is disseminated from upper layers of management to immediate managers. Budget data is compared with planned data to rectify any variances between the budget and plan.

Abstract: A system and method for improved personnel compensation planning factors is provided. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. Compensation data pertaining to an employee can be analyzed using organizational and regional benchmarks. For example, average salaries for workers with similar job characteristics is compared to the worker to determine whether compensation adjustments are warranted. Compensation data for a group of employees, such as a department, can be aggregated and compared with budgets that apply to the group. Variances between planned compensation and the budgets can be rectified by adjusting the compensation planning data. Compensation planning factors can include salary, stock options, and awards.

Abstract: A system and method for improved matrix management of personnel planning factors is provided. In modern organizations using matrix management, one employee may be managed by several managers. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. Managers' input regarding a common employees performance and planning factors is converted to a single performance evaluation and single set of planning factors by weighting the evaluation and factors by a percentage corresponding to each manager. Online collaboration between managers is provided to discuss employee contributions and revise planning factors and evaluations as needed. Revised data is displayed on each of the manager's systems in response to the revisions.

Abstract: A system and method for organizational risk based on personnel planning factors is provided. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. Inhibitors and motivators corresponding to employees is used to determine a flight risk that pertains to the employee. A contribution level, corresponding to the employee's contribution to the organization, is analyzed along with the flight risk to determine a risk quadrant that is assigned to the employee. Managers can select a risk quadrant and obtain information about common inhibitors and motivators. Incentive data, such as stock options, compensation, and awards, is planned in light of an employee's risk quadrant in order to motivate high contributors to remain with the organization.

Abstract: A system and method for improved performance reviews is provided. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance evaluation data. Tools are available to compare a selected employee with other employees based on the evaluations and planning data. Discrepancies between employees are rectified by adjusting evaluations or planning factors corresponding to one or more employees. Employee performance is also analyzed based on the contribution level of the employee and the planned rewards for the employee. Performance reviews can also be simultaneously reviewed by a group of managers that manage a group of employees. Data pertaining to employees can be changed by the employee's manager and the effect of the changes are displayed on each manager's display.

Abstract: A system and method for personnel management collaboration is provided. Each employee has an employee profile data area that is used to store planning data and actual data corresponding to the employee. Planning data includes risk analysis data, compensation data, and development planning data. Actual data includes current compensation data and performance data. A management team may have a common project manager with many department managers. The project manager selects employees normally included in the project manager's view, such as the department managers, and excludes them to form a new view in order to protect the confidentiality of the department manager's data. The new view can be shared amongst the department managers without compromising confidentiality. Employee data pertaining to employees reporting to the department managers is still included in the view for collaborative management meetings and online discussions. Changes to employee data are visible to all of the managers.