#dfeh

[beardedmrbean]

Nah bro the Wukong devs are, like, legit sexists. Have you read some of their shit it's wild.

I don't know anything about all of it, just wanted to rip on blizzard for the most part and maybe at the same time point out the futility of trying to avoid the chinese market.

Women employees were paid less and assigned lower-level jobs, the complaint says

The lawsuit alleges that Activision Blizzard's female workers who spoke to investigators "almost universally confirmed" that their time at the company was "akin to working in a frat house."

Male employees drank on the job and came to work hungover, the lawsuit said. The alleged sexual harassment ranged from comments about women's bodies and jokes about rape to the unwanted touching of female employees by their male peers.

The complaint, which was the result of a two-year investigation by DFEH, claims that the unequal treatment of women went beyond company culture to the more formal parts of their jobs. _______________________

If the outrage was just about the sexism then people would still be going after blizzard among other companies,

And even after all of this they're still going semi strong.

Got new stuff coming out and everything. No major protests or boycotts against the studio or anything. ______________________________

That company could be god awful, probably are, most are, but looking around it looks like the reason they got singled out for the treatment they're currently getting is because they didn't want to play along with the sweet baby inc group.

they all suck, it's important to remember that I think, sometimes we need a reminder too

[reasonsforhope]

Thanks for posting! More info below.

"The Communications Workers of America (CWA) has confirmed that over 500 employees at Blizzard Entertainment have formed a wall-to-wall union at the Microsoft-owned studio.

The new unit is called World of Warcraft Game Makers Guild (WoWGG-CWA) and comprises the entire World of Warcraft development team, including designers, engineers, artists, quality assurance testers, and more. Another 60-person unit of Blizzard QA testers called Texas Blizzard QA United-CWA has formed simultaneously in Austin, Texas. 

Staff were able to organize without interference thanks to a seismic Labor Neutrality Agreement that was struck in 2022. That agreement was subsequently extended to other Microsoft employees within ZeniMax, paving the way for almost 250 workers at Bethesda Game Studios to unionize earlier this week [July 2024].

The CWA said Blizzard's latest union represents a "significant milestone" in a journey that began when employees walked out and rallied at Blizzard Entertainment HQ in California in 2021 to protest Activision Blizzard's response to a California DFEH sexual harassment lawsuit.

"This victory underscores the growing momentum of worker organizing in the video game industry and will hopefully continue to inspire other video game workers to form unions and raise industry-wide expectations for pay, benefits and respect for workers’ rights," added the CWA.

Unionized Blizzard devs want to ensure "every voice matters"

Speaking to Game Developer about their decision to unionize, Blizzard senior software engineer Kevin Vigue said the unit hopes to make good on the company mantra "every voice matters."

"By forming a cross-disciplinary union, we seek to enshrine that value and ensure that the developers of World of Warcraft, QA included, will always have a voice in our own workplace," they said...

Vigue explained the World of Warcraft team was inspired by the unionization efforts at ZeniMax, Sega, and other studios that have made a collective push for better working conditions. Their resolve, he added, was only strengthened by the wave of the mass layoffs and studio closures that have carved through the game industry.

"We organized not just for ourselves, but also our fellow employees who make the game with us. By ensuring we're all treated fairly in our own workplace, we can focus ourselves on our shared passion: making great video games," they continued.

"Our union effort predates the recent layoffs, but witnessing them firsthand only served to solidify how important this effort is for the entire gaming industry. With our union contract, we can have a voice to minimize the impact of future layoffs and ensure we retain talent and knowledge whenever possible."

WoWGG-CWA will now elect a representative bargaining committee from the World of Warcraft team and survey its members to understand which issues need prioritizing. "While the team's voice will determine what we bargain for, we've also had numerous conversations with each other in the past few months," added Vigue. "We suspect our top bargaining items will include layoff protections, improved work from home policies, transparency around performance and promotions, and pay adjustments to align with the expensive areas we live."

Game industry unions building momentum in the United States

Workers have formed a number of unions within Activision Blizzard and Microsoft in recent years.

Prior to the Call of Duty and World of Warcraft maker being acquired by Microsoft, QA staff at Raven Software and Blizzard Albany succeeded in their attempts to organize–despite reports of interference. More than 300 QA workers at Bethesda also voted to unionize in January 2023, becoming the first union to form within Microsoft.

Those efforts have continued post-merger. In March 2024, roughly 600 QA workers at Activision Blizzard formed the largest certified union in U.S. video game history when they established AQAU-CWA. Bethesda Game Studios Montreal employees are also attempting to unionize and filed for certification with the Quebec Labor Board in June 2024. Now, almost 750 employees have unionized across Blizzard Entertainment and Bethesda in the past two days.

To learn more about the surge in unionization across the game industry, we sat down with union workers and insiders to discuss the power of collective action during a tumultuous period for studios and developers. Read the full story here.""

-via Game Developer, July 24, 2024

[strategy-law-llp]

When Do You Need an Employment Law Attorney for Your Business?

Running a business involves more than just offering great products or services — it also means managing people in a way that complies with complex and ever-changing employment laws. Whether you’re hiring your first employee or navigating a workplace dispute, there are critical moments when consulting an employment law attorney is not just helpful — it’s essential.

At Strategy Law, our experienced attorneys help California businesses reduce legal risks, protect their reputations, and operate with confidence.

1. When You’re Hiring Employees

Hiring might seem straightforward, but getting it wrong can lead to legal trouble. An employment law attorney can help you:

Draft clear and compliant offer letters and contracts

Distinguish between employees and independent contractors

Ensure hiring practices align with anti-discrimination laws

At Strategy Law, we help business owners start off on the right foot with proper documentation and legal structure.

2. When You’re Creating Workplace Policies

Employee handbooks and workplace policies set the tone for your company — but they must also comply with state and federal regulations. An attorney can help ensure:

Your policies are legally sound

Your business is compliant with wage and hour laws

You have clear procedures for issues like harassment or disciplinary actions

Having well-drafted policies can prevent misunderstandings — and lawsuits — down the road.

3. When You’re Facing a Complaint or Lawsuit

If a current or former employee accuses your company of harassment, wrongful termination, or wage violations, time is critical. An employment law attorney can:

Guide your internal investigation

Represent you in EEOC or DFEH claims

Defend your business in court if necessary

Strategy Law is known for resolving disputes efficiently and minimizing disruption to your business.

4. When You’re Laying Off or Terminating Employees

Terminating employees — especially in bulk — can be risky without legal support. An attorney helps ensure:

Terminations are not perceived as discriminatory or retaliatory

Severance agreements are enforceable

You comply with California’s WARN Act and other labor laws

Let Strategy Law help you avoid costly errors when making tough business decisions.

5. When You’re Updating or Auditing Your Business Practices

Employment laws change regularly — especially in California. An employment law attorney can:

Audit your current practices

Recommend updates to contracts or policies

Train HR staff and supervisors on compliance issues

Think of it as preventative medicine for your business.

Final Thoughts

You don’t need to wait for a legal issue to arise before reaching out. An employment law attorney can be a proactive partner in your business’s growth, helping you navigate employment law with confidence.

At Strategy Law, we provide practical, forward-thinking legal guidance tailored to your business’s size, industry, and workforce. Whether you’re drafting your first offer letter or restructuring a large team, we’re here to support you every step of the way.

Ready to protect your business and your people? Contact us today to speak with an experienced employment law attorney who understands the legal needs of growing companies.

[ragerandyoon]

How to Gather Evidence for a Wrongful Termination Case

Facing wrongful termination can be a distressing experience, leaving employees uncertain about their legal rights and next steps. However, gathering the proper evidence is crucial in building a strong case. A well-documented claim can help demonstrate that the termination was unlawful and support legal proceedings if necessary. Consulting a wrongful termination lawyer in Los Angeles can also provide valuable guidance.

1. Obtain a Copy of Employment Records

Employment records serve as essential documentation in a wrongful termination case. Employees should request copies of their offer letters, employment contracts, workplace policies, and performance reviews. These records can help establish whether the termination violated company policies or breached contractual agreements.

2. Collect Communication Evidence

Emails, text messages, and internal memos can serve as key evidence to prove wrongful termination. Any written communication that demonstrates bias, discrimination, or retaliation should be preserved. If a supervisor or HR representative made concerning remarks about termination, those communications could strengthen the case.

3. Secure Witness Testimonies

Colleagues who witnessed discriminatory behavior or unfair treatment can provide valuable testimony. Witness statements can support unlawful termination claims by corroborating instances of retaliation, harassment, or other violations. Documenting the names and contact information of potential witnesses willing to testify is essential.

4. Review Pay Stubs and Benefits Information

A sudden termination may lead to financial distress. Employees should gather pay stubs, benefits records, and any severance agreements the employer offers. These documents can help demonstrate the financial damages caused by the wrongful termination and assist in seeking appropriate compensation.

5. Document Discriminatory or Retaliatory Actions

Maintaining a record of previous incidents can be critical if an employee believes they were terminated due to discrimination or retaliation. Noting dates, times, and details of discriminatory remarks, unfair treatment, or retaliatory behavior can support the case. A wrongful termination lawyer in Los Angeles can help determine which incidents are relevant for legal action.

6. Obtain Performance Evaluations and Work History

Performance reviews and work history records can help counter false claims made by the employer. If an employee consistently received favorable evaluations but was later fired for alleged poor performance, it could indicate wrongful termination. Employees should keep copies of performance reports, commendations, or awards received during their tenure.

7. File a Complaint with the Appropriate Authorities

Before taking legal action, employees may need to file a complaint with agencies like the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These agencies investigate wrongful termination claims and can provide additional evidence to support the case.

8. Consult a Legal Professional

Navigating a wrongful termination case alone can be challenging. Seeking advice from a wrongful termination lawyer in Los Angeles can help employees understand their rights and legal options. Law firms like Rager & Yoon specialize in handling employment disputes and can assist in gathering and presenting compelling evidence.

Conclusion

Building a strong wrongful termination case requires careful documentation and legal guidance. Every piece of evidence, from employment records to witness testimonies, plays a crucial role. Consulting a legal professional, such as Rager & Yoon, ensures that employees receive the proper support needed to challenge an unlawful termination effectively. Employees should proactively preserve all relevant information to strengthen their claims and seek justice.

[cvdlawfirm]

Wrongful Termination Law Firms Fighting for California Employees

Losing your job is always tough, but being wrongfully terminated adds insult to injury. If you believe you’ve been fired illegally, it’s crucial to know your rights and options. A trusted wrongful termination law firm in California, like Cielo & Dei Voluntas, can help you navigate this challenging situation and fight for the justice you deserve.

Understanding Wrongful Termination in California

What Constitutes Wrongful Termination?

In California, employment is generally "at-will," meaning employers can terminate employees for any reason—or no reason—as long as it doesn’t violate the law. Wrongful termination occurs when an employee is fired for reasons such as:

Discrimination: Based on race, gender, age, disability, or other protected categories.

Retaliation: For reporting harassment, discrimination, or illegal activities.

Violation of Employment Agreements: Breaching the terms of an employment contract.

Public Policy Violations: Termination for refusing to engage in illegal activities or for exercising legal rights.

Key Legal Protections for California Employees

California offers some of the most comprehensive employment protections in the nation, including:

The California Fair Employment and Housing Act (FEHA)

Federal laws such as Title VII of the Civil Rights Act

Whistleblower protections under California Labor Code §1102.5

How a Wrongful Termination Law Firm Can Help

Expert Legal Guidance

A wrongful termination law firm in California has the expertise to evaluate your case and determine if your termination was unlawful. Experienced attorneys can:

Review employment contracts and workplace policies

Collect evidence, such as emails or witness statements

Navigate state and federal laws that apply to your case

Negotiation and Litigation

Your legal team can handle negotiations with your employer to reach a settlement. If necessary, they’ll represent you in court, fighting for compensation for lost wages, emotional distress, and even punitive damages.

Tailored Support for Unique Cases

Every wrongful termination case is different. Cielo & Dei Voluntas takes the time to understand your specific circumstances, ensuring a personalized approach that maximizes your chances of success.

Why Choose Cielo & Dei Voluntas?

Proven Track Record

Cielo & Dei Voluntas has successfully represented numerous California employees in wrongful termination cases. Their extensive experience ensures clients receive the best possible legal support.

Compassionate Advocacy

Losing a job can be emotionally draining. The team at Cielo & Dei Voluntas provides not only legal expertise but also empathetic support to help clients navigate this difficult time.

Transparent Communication

With Cielo & Dei Voluntas, you’ll always know where your case stands. Their attorneys prioritize clear and consistent communication, ensuring you feel confident and informed throughout the process.

Steps to Take If You’ve Been Wrongfully Terminated

1. Gather Evidence

Collect documents such as termination letters, performance reviews, and any correspondence related to your dismissal. This evidence is critical for building a strong case.

2. Contact a Wrongful Termination Law Firm

Reach out to a reputable wrongful termination law firm in California, like Cielo & Dei Voluntas, for a consultation. Their attorneys can assess the merits of your case and guide you on the next steps.

3. File a Claim

Depending on the circumstances, you may need to file a claim with agencies like the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH).

Call to Action

Don’t let wrongful termination derail your life. Contact Cielo & Dei Voluntas, the leading wrongful termination law firm in California, to fight for your rights. Schedule a consultation today to explore your legal options and take the first step toward justice.

Contact Us

At Cielo & Dei Voluntas, we’re here to help you reclaim your rights and dignity. Call us at (714) 555-1234 or email info@cielovoluntas.com to discuss your case. Our compassionate and experienced team is ready to stand by your side.

[debtcollectionharassment]

Understanding Your Legal Options When Facing Harassment

Harassment can be a distressing experience, but knowing your legal rights and options can empower you to take action. This article explores the legal avenues available to individuals who are being harassed, whether in the workplace, online, or elsewhere.

Identifying the Type of Harassment Before pursuing legal action, it's crucial to identify the type of harassment you're experiencing. This could include workplace harassment, sexual harassment, cyber harassment, or stalking. Each type of harassment may have different legal remedies and reporting procedures.

Documenting the Harassment Keeping detailed records of the harassment, including dates, times, locations, and any witnesses, can strengthen your case. Save any written or electronic communications related to the harassment, as they can serve as evidence.

Reporting the Harassment Reporting the harassment to the appropriate authorities, such as your employer, human resources department, or law enforcement, is often the first step in addressing the issue. Be sure to follow any reporting procedures outlined by your organization or institution.

Seeking Legal Advice If the harassment continues or if you're unsure how to proceed, consider seeking legal advice from an attorney specializing in harassment cases. They can help you understand your rights and options, as well as guide you through the legal process.

Filing a Complaint Depending on the nature of the harassment, you may be able to file a formal complaint with a government agency, such as the Equal Employment Opportunity Commission (EEOC) or the Department of Fair Employment and Housing (DFEH). These agencies can investigate your complaint and take action against the harasser if warranted.

Considering Civil Lawsuits Victims of harassment may choose to file a civil lawsuit against the harasser. This can result in financial compensation for damages caused by the harassment. However, civil lawsuits can be complex and time-consuming, so it's important to seek legal advice before pursuing this option.

Obtaining a Restraining Order If you are being harassed by someone who is not a coworker or classmate, you may be able to obtain a restraining order. This legally prohibits the harasser from contacting or coming near you, providing additional protection.

In conclusion, if you are facing harassment, understanding your legal options is essential. By knowing your rights and seeking appropriate legal advice, you can take steps to address and stop the harassment effectively.

[buyfirsthome]

Understanding Housing Discrimination Laws in California

Introduction:

Have you ever faced discrimination while looking for housing in California? Discrimination laws protect individuals from unfair treatment based on characteristics like gender, age, disability, religion, faith, and family size. Let's dive into the nuances of housing discrimination laws and understand the rights of both tenants and landlords.

Protected Characteristics and Options for Tenants

California law prohibits discrimination based on various protected characteristics such as gender, age, disability, religion, and family size. If you've experienced discrimination, you can file complaints with the Department of Fair Employment and Housing (DFEH) at the state level or the Department of Housing and Urban Development (HUD) at the federal level.

Landlord's Obligations and Potential Issues

Landlords must be cautious about discrimination against tenants with disabilities and be aware of their legal obligations. They cannot express preferences for certain tenants or discriminate based on disabilities. Additionally, they need to ensure the habitability of the rental property and address maintenance issues promptly.

Understanding Quiet Enjoyment and Possession

Quiet Enjoyment and Possession grant tenants the right to live in a habitable property without interference. Landlords must obtain tenant consent before entering the property, provide necessary repairs, and refrain from behaviors that disrupt the tenant's peaceful enjoyment of the property.

Illegal Acts Impacting Tenant's Rights

Several illegal acts can impact a tenant's rights, including cutting off utilities, locking the tenant out, causing unnecessary noise, and making pestering attempts. For example, renovating the property without the tenant's consent violates the tenant's right to quiet enjoyment.

Options for Tenants in Case of Landlord Negligence

Tenants have various options if they face landlord negligence, such as seeking roof repairs and suing the landlord for expenses incurred, filing complaints with housing authorities, or considering constructive eviction. Constructive eviction grants tenants the right to move out and cancel the rental contract if the issues persist.

Conclusion:

Understanding housing discrimination laws in California is crucial for both tenants and landlords. Tenants should be aware of their rights and options when facing discrimination or landlord negligence. Landlords must adhere to the legal obligations and ensure the habitability of the rental property to provide a fair and equitable housing environment.

[warmdarksky]

The restaurant that told me they’re only hiring men for the kitchen when I applied apparently still has a sign in the window 3 weeks later. I’m gonna report them to the government. I know nothing will happen, but fuck, I wish there were consequences for that kind of shit 

[coochiequeens]

Women have to give up their spaces because a man was harassed in the mens locker room by....being called a slur. That’s unfortunate, and the man who said that was absolutely in the wrong, but that’s not being in danger. While now the women’s space is open to any man who claims to be a woman.

A transgender woman has reached a settlement with an El Cajon gym to resolve allegations that she was not allowed to use the women's locker room and restroom in violation of state law, it was announced Wednesday.

The lawsuit filed by the California Department of Fair Employment and Housing alleged that Crunch Fitness management refused Christynne Wood's right to use those facilities despite California's Unruh Civil Rights Act, which bans discrimination based on gender identity and gender expression.

When Wood sought to use the facilities, she was told she would need a doctor's verification that she was transitioning, but was denied access despite presenting a doctor's letter confirming her treatments and the importance that she is able to use the women's facilities, as well as a court order showing she had legally changed her name and gender, according to a statement from the American Civil Liberties Union.

About one year later, she was allowed access to the women's facilities after a man harassed her in the men's locker room by directing a homophobic slur toward Wood, the ACLU said. The DFEH filed a lawsuit against Crunch Fitness the following year.

As part of the settlement, Wood will receive an undisclosed sum and Crunch Fitness has agreed to have its employees undergo anti-discrimination training, which will include the identification and prevention of harassment based on gender expression.

"I feel elated and validated to finally reach a resolution in this case," Wood said. "I hope the settlement helps the owners of Crunch and other gyms appreciate the importance of respecting transgender people's identities. It's not only our legal right but also could save a life."

Wood remains a member of the gym, which has since undergone an ownership and management change.

DFEH Director Kevin Kish said the agency "brought suit in this case under the California Unruh Civil Rights Act to vindicate the essential right of transgender Californians to live their lives free from discrimination. Today's settlement ensures that no Californian will face the discrimination Ms. Wood experienced in the future at this establishment."

Of course a man sees no problem in making sure another man is able to use the women’s locker room.

[acropolismediainc]

#पृथ्वी पृथ्वी को बचाना है ताकि हम भविष्य की कल्पना भी कर सकें अन्यथा कोई भविष्य ही नही होगा । #EarthDay2021 #EarthDay

..

Come And Join Hands With #GreenTVIndia

And #ArdeaFoundation

...

#RestoreOurEarth #11DFEH #11DaysForEarthsHealing #ClimateAction

View this post on Instagram

A post shared by Green TV India (@greentvindia)

[birminghamlawattorney]

How to File a Claim for Wrongful Termination in California

Have you been wrongfully terminated? You might have a claim and don’t know it. Therefore, it’s helpful to familiarize yourself with wrongful termination laws to see if you have a case in California employee. Understanding Your Rights as a California Employee If you’re a California employee, you should review the state’s wrongful termination laws. These laws are featured under the state’s labor codes. For example, California Labor Code 1194 allows workers who receive less than the legal minimum wage or overtime to sue their employer for back pay, including interest, court costs, and attorney fees. If you have a question about pay, benefits, or rights about taking time off, you should contact a wrongful termination lawyer and schedule a consultation. Gather the Evidence If you’re a victim of discrimination or you feel you were not paid fairly, you need to gather evidence to support your claim. Evidence can take the form of text messages, performance reviews, texts, or other documents that show the unfair nature of a dismissal. Having solid evidence will significantly strengthen your case when you proceed with legal action. File a Complaint with the Appropriate Agency In many cases, before pursuing a wrongful termination lawsuit, you’ll need to file a complaint with either the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC). It’s essential to choose the correct agency based on your specific circumstances since filing with the wrong one could jeopardize your claim. Speak with an Experienced Employment Attorney Employment law is both complex and challenging. Therefore, you need to have professional guidance. Doing so will increase your chances of success in filing a wrongful termination claim. An attorney can provide invaluable advice, assistance with paperwork and deadlines, and representation during negotiations or court proceedings. Know the Timelines and Deadlines Time is of the essence when it comes to filing a wrongful termination claim in California. In most cases, you have six months after the date of termination to file a DFEH complaint or 180 days for EEOC filings. Once you receive a Right to Sue letter from either agency, you’ll typically have one year to file a lawsuit. Prepare for the Legal Process Filing a wrongful termination claim in California involves a series of steps, such as investigation, negotiation, mediation, and potentially, litigation. Familiarizing yourself with this process and being well-prepared for each stage will help you know what to expect. Stay Focused Finally, pursuing a wrongful termination claim can be a lengthy and emotionally draining activity. Therefore, it’s essential to stay focused and determined during this time. Remember that seeking justice for an unjust dismissal is your right as an employee, and it’s critical not to let any difficulties deter you from your ultimate goal. What Are Examples of Wrongful Termination? Wrongful termination can happen if a California worker is discriminated against by their employer or their employer retaliates. Dismissals are also considered unfair if an employer breaches an employment agreement, fires an employee for taking leave, or they violate public policy. The examples below will help you recognize wrongful termination if it happens to you or someone you know. 1. Discrimination One common example of wrongful termination is when an employee is fired due to discrimination. This could be based on race, gender, age, sexual orientation, disability, religion, or other protected characteristics. It’s illegal for employers to discriminate against employees due to these factors. 2. Retaliation Another instance of wrongful termination occurs when an employee is fired in retaliation for participating in a protected activity. Protected workplace activities include reporting workplace harassment, filing a workers’ compensation claim, or participating in a workplace investigation. 3. Breach of Contract If an employee has an employment contract that specifies the terms of their employment and termination rules, then firing the employee without adhering to those terms is considered wrongful termination. 4. Firing for Taking Leave Employees are entitled to take unpaid leave under the Family and Medical Leave Act (FMLA). So,it’s unlawful for employers to fire them solely for taking this leave. Similarly, employers cannot fire an employee for exercising their right to take time off to vote or to fulfill their obligations to serve in the military. 5. Whistleblowing Employees who report the illegal activities of their employer – known as whistleblowers – are protected from being fired for the activity. 6. Violation of Public Policy Terminating an employee for reasons that go against established public policy is another example of wrongful termination. For instance, firing someone because they reported safety violations or refused to engage in illegal activities can serve as grounds for a wrongful termination claim. 7. Constructive Discharge In some cases, hostile or intolerable working conditions can force an employee to resign – this scenario is referred to as constructive discharge or constructive dismissal. If an employer intentionally creates such conditions to make an employee resign, it is considered a form of wrongful termination. Knowledge is Power: Contact an Attorney If you believe you have been wrongfully terminated, it’s crucial to consult with an employment attorney who can help assess your situation and determine the best course of action. Remember, knowledge is power, and understanding the examples of wrongful termination can help you protect your rights in the workplace. Contact the Belal Law Firm If You’ve Been Wrongfully Fired Are you a California employee who has been wrongfully terminated? If so, you need to speak to a wrongful termination lawyer. In California, schedule an appointment with the Belal Law Firm about your case right away.

[askagamedev]

Let Them Burn

On Tuesday, the California State Government’s Department of Fair Employment and Housing filed a lawsuit against Activision-Blizzard alleging a long history of sex-based discrimination, harassment, and retaliation against female employees. This lawsuit is the result of a two year investigation conducted by the DFEH. The work culture on the World of Warcraft team at Blizzard was mentioned specifically in the legal complaint. I wanted to break the situation down a bit and then offer my thoughts afterward.

[Click here for the full legal complaint]. I rarely feel the need to do this, but I will say right now because it is absolutely necessary - STRONG CONTENT WARNING - SUICIDE, SEXUAL HARASSMENT, REALLY BAD STUFF.

First, we can go over the actual issues at hand - discrimination, where they would favor male workers for promotions despite better contributions, qualifications, and more experience from their female coworkers. Harassment, by making jokes of sexual- or rape-related nature, creating a hostile environment where female workers felt forced to police their own speech in order to avoid punishment. And finally retaliation, where women who complained about such behavior would be the ones let go in layoffs. The leaders perpetrating the bad behavior would get a slap on the wrist (and maybe a stern talking-to) but no other consequences and have no other career consequences, often going on to continued career advancement and no lasting change to their behavior. This issue of condoning of bad behavior specifically named [J Allen Brack, Blizzard’s current president], and Alex Afrasiabi, former WoW Creative Director, as major examples of the problems (though we should not think that this begins and ends with just these two).

This is not the time to complain about company business decisions as a player. Dissatisfaction with game design decisions or microtransactions/monetization of games have no place within this discussion. This is the exact systemic situation that we saw with Riot and Ubisoft and all the others where those in power perpetuated an environment where sexual predators like this could thrive. Without systemic environmental change, it won’t matter in the long term if these particular sexual predators get kicked out. If an environment is good for sexual predators, then new sexual predators will eventually stumble upon the cozy unoccupied lairs that were chased out, think “wow, this place is great!”, and settle in right where the old ones used to be. The only way to get rid of this problem permanently is to make the environment clearly hostile to them so they have no place to make their homes and settle in.

Finally, my thoughts on the matter are exactly what I wrote in the title - Let Them Burn. This has proven to be a systemic issue with the top leadership either participating or condoning the behavior. Similar to what happened at Ubisoft and Riot, they deserve to be dragged out into the public and shown exactly what they did and allowed to happen. These bad actors absolutely deserve to be branded with this for the rest of their careers. Clear them out. Get rid of them. Scour them out of the company and let them know that they have no place here. Make systemic changes to make the entire environment hostile to sexual predators so they don’t just hire new predators to replace the old ones. Then, in a year or two, go back through and scour it all over again to all of the hidden allies that we missed in the first scrubbing who thought that the coast was clear. If they don’t or won’t change, then I put my money and my pencil where my mouth is - drop all Activision-Blizzard games and be very outspoken as to exactly why.

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The FANTa Project is being rebooted. [What is the FANTa project?]

Got a burning question you want answered?

Short questions: Ask a Game Dev on Twitter

Long questions: Ask a Game Dev on Tumblr

Frequent Questions: The FAQ

[sylvanas-girlkisser]

And just when you thought ABK couldn’t dig themselves deeper, they started shredding files and threatening workers to keep them from speaking to the DFEH.

Hot tip: This is called interfering with an ongoing investigation and is generally frowned upon.

[volixia669]

So! Some of y’all might remember the Riot Games walkouts from a couple years ago. This time it’s Activision Blizzard. For those who are unaware, Activision Blizzard is being sued by the State of California for discriminatory practices. Content Warning for the link below for brief descriptions of sexual harassment, suicide, and rape mentions. https://news.bloomberglaw.com/daily-labor-report/activision-blizzard-sued-by-california-over-frat-boy-culture There is a full document that was released that I won’t be linking due to its contents but its bad at Blizzard. This isn’t just women. Minorities were also specifically discriminated against. Today, July 28th 2021, the employees of blizzard are staging a walkout, with specific demands. From Kotaku’s publishing of their statement of intent: Statement of Intent Given last week’s statements from Activision Blizzard, Inc. and their legal counsel regarding the DFEH lawsuit, as well as the subsequent internal statement from Frances Townsend, and the many stories shared by current and former employees of Activision Blizzard since, we believe that our values as employees are not being accurately reflected in the words and actions of our leadership. As current Activision Blizzard employees, we are holding a walkout to call on the executive leadership team to work with us on the following demands, in order to improve conditions for employees at the company, especially women, and in particular women of color and transgender women, nonbinary people, and other marginalized groups. 1. An end to mandatory arbitration clauses in all employee contracts, current and future. Arbitration clauses protect abusers and limit the ability of victims to seek restitution. 2. The adoption of recruiting, interviewing, hiring, and promotion policies designed to improve representation among employees at all levels, agreed upon by employees in a company-wide Diversity, Equity & Inclusion organization. Current practices have led to women, in particular women of color and transgender women, nonbinary people, and other marginalized groups that are vulnerable to gender discrimination not being hired fairly for new roles when compared to men. 3. Publication of data on relative compensation (including equity grants and profit sharing), promotion rates, and salary ranges for employees of all genders and ethnicities at the company. Current practices have led to aforementioned groups not being paid or promoted fairly. 4. Empower a company-wide Diversity, Equity, & Inclusion task force to hire a third party to audit ABK’s reporting structure, HR department, and executive staff. It is imperative to identify how current systems have failed to prevent employee harassment, and to propose new solutions to address these issues. After the announcement of the walkout, the CEO Bobby Kotick made a half assed apology, and claimed he would bring in a law firm to improve practices. The devs have stated that his words do not address their demands, and will still be walking out. Those who work at offices are doing a physical walkout, while those working at home are not working today. If you are on Twitter, you can support the walk out by tweeting #ActiBlizzWalkout with a blue heart emoji, along with a message of support. The Kotaku link above also includes links to the organizations the strikers want you to donate to. So support these devs! Because its with walk outs and movements like this that game dev becomes a safer place for all! Which means more diverse and inclusive games! IMPORTANT NOTE: A lot of gamers have been sending messages of ‘don’t cross the picket line by not playing ActiBlizzard games’. To my knowledge, none of the Activision Blizzard devs have requested this. So it is up to you. Personally, I haven’t touched their games since they banned (then after backlash, suspended for six months) a Hong Kong esports player for activism. (Link to the Wiki Page on that Incident)

[girlgamesnetwork]

Girl Games Network #1 (21/5/23)

Hello and welcome to the first instalment of the Girl Games Network newsletter. Each Sunday, I'll be sharing games industry news from a feminist angle and highlighting the games and women/non-binary people in the industry that you might not have heard about.

Riot Games paying out $100 million to 1,500 female employees

"It isn't everything you deserve. But it is an acknowledgement that you aren't alone, you are never alone, and we can stop this across the industry together."

US game developers Riot Games (Valorant) are paying out $100 million to 1,548 women employed at the company between 6th November, 2014 and 27th December, 2021. This follows a 2018 class action lawsuit for gender discrimination from former employees Melanie McCracken (Nuverse) and Jes Negrón (Retcon Games) that had its final approval hearing on 16th May, 2023.

After the initial $10 million settlement was objected to by California's Department of Fair Employment & Housing (DFEH), the $100 million was agreed on in 2021, with $20 million covering legal fees.

According to the settlement Riot must pay out the following to those eligible  :

$2,500-5,000 depending on whether they worked as an employee or temporary agency contractor, and regardless of whether they exclude themselves (the “Minimum Payment”), and

$15,000-35,000 if they worked as an employee and do not exclude themselves, or

$5,000-10,000 if they worked as a temporary agency contractor and do not exclude themselves

Group/Class Members may also receive an additional $40,000 if they worked as an employee in or before 2015 and do not exclude themselves.

In statements on LinkedIn, Negrón and McCracken both expressed relief at the end of their four year journey. McCracken emphasised that "this is just the beginning" and talked about the importance of "inclusivity and belonging" in the workplace, while Negrón spoke about the stories of "disgusting bro culture" she and other women involved in the case had to endure and repeat throughout the process to get a "modicum of justice".

Any "current and former female employees and temporary agency contractors" at Riot in California between 6th November, 2014 and 27th December, 2021 can participate in the settlement and payment will be distributed in the three weeks following the final approval hearing last Tuesday. If you think you or someone you know might be eligible, go to https://www.riotsettlement.com/ for more details.

https://www.axios.com/2023/05/04/activision-riot-settlement-payments

https://www.gamedeveloper.com/business/riot-s-100-million-gender-discrimination-settlement-granted-final-approval

https://www.linkedin.com/feed/update/urn:li:activity:7064643428264857600/

https://www.linkedin.com/posts/melaniemccracken_toggle-navigation-activity-7064744567169822720-sS-t/

https://twitter.com/JesNx/status/1659212142829264899?cxt=HHwWhoDTxeWp2oYuAAAA

Streamer Alanah Pearce banned for watching Zelda trailer footage on Twitch

"It would appear that Nintendo DMCA'd me for watching approved Zelda gameplay"

When their long-awaited game The Legend of Zelda : Tears of the Kingdom leaked over a week before release, Nintendo's notorious legal efforts and takedowns only got more aggressive.

One person caught in the crosshairs was Alanah Pearce, a game writer for Sony Santa Monica as well as a YouTube video-maker, boxer, DJ and most importantly Twitch streamer. During a stream where she watched a TOTK preview video from SkillUp that only contained pre-embargo footage, Pearce's channel charalanahzard received a DMCA strike from Nintendo and was suspended. The SkillUp video has not been subject to any takedowns.

After 70 minutes, Pearce managed to appeal and reverse the Twitch ban and regained access to her channel. With over 163K followers on Twitch alone, the size of her audience may have sped up her appeal; smaller streamers may not be so lucky.

https://twitter.com/StreamerBans/status/1655817156553060353

https://twitter.com/Charalanahzard/status/1655799864457035776?cxt=HHwWgIDQwYbNyvotAAAA

https://www.youtube.com/watch?v=BKc2_3-vRf8

Fullbright and Open Roads Developers Separate

"It's just no longer Fullbright's place to represent Open Roads publicly going forward" 

As of 12th May 2023, the developers behind Gone Home and the upcoming Open Roads have parted ways with their founder Steve Gaynor and the Fullbright name. This announcement comes not from what are now known as "The Open Roads Team" or from their publisher Annapurna Interactive, but Gaynor himself in his first Fullbright newsletter in years.

In the newsletter, Gaynor alludes to "serious turmoil" at the studio that came to light shortly after the announcement of Open Roads and acknowledges that events have shown his "own strengths do not lie with attempting to manage a large project or direct the work of others", but does not detail what happened at Fullbright.

Within a year and a half of Open Roads' announcement at the 2020 Game Awards, fifteen employees left Fullbright. Current and former members of the studio spoke to Polygon in 2021 about their concerns with Ganyor's behaviour toward them, specifically the women. They emphasised that the behaviour did not veer into sexual harassment or explicit sexism, but Gaynor's "controlling" behaviour and "demeaning presence" that wore many down, to the point of their quitting en masse. The overall impression was that Gaynor saw Open Roads less as the team's game and more as his; Fullbright as an extension of his auteurship. Indeed, his personal Twitter account was Fullbright until forced to change it by the unrest in May 2021.

By the time of the Polygon report, Annapurna were already aware of the situation and had conducted an internal investigation, but the team were dissatisfied. When speaking to People Make Games in 2022, the staff - again anonymous for fear of repercussions from either Annapurna or Gaynor - said that Annapurna "talked around" the issue when asking the staff what they would need to finish the project and the prospect of removing Gaynor from his position at the head of the studio and writer on Open Roads was not brought up.

After the report went out and news of Gaynor's misconduct was public knowledge, the Open Roads twitter issued a statement now deleted saying : "Fullbright's co-founder Steve Gaynor has stepped back from his role as creative lead and manager, and transitioned to a role as a writer". The statement could also be found on the game's website, which was a part of Fullbright's website and is currently down. A day later, Gaynor issued a statement on twitter saying much of the same and acknowledging his "hurtful" leadership, but also not giving details. Through all of this, Annapurna Interactive remained silent and continues to do so.

When the changeover from Fullbright to The Open Roads Team happened is unclear : Gaynor's influence on the game was gone from June 2021 according to the Game Informer interviews and Amy Fincher's job as executive producer on Open Roads changed from under Fullbright to under Annapurna in September 2022. The game's website and Steam page were both linked to Fullbright as recently as early May and the developer still hasn't been updated on Annapurna's website. Whether Gaynor's announcement was ahead of or instead of a statement from Annapurna or The Open Roads Team, the developer is once again in his shadow, hopefully for the last time.

Open Roads is a mother- daughter road trip currently in development by The Open Roads Team at Annapurna Interactive. In light of its rocky development, the release date is unknown.

https://youtu.be/xDPzZkx0cPs?t=1015

https://fullbright.cmail20.com/t/t-e-fhtudtt-pikikkhuk-k/

https://web.archive.org/web/20210806094550/https://twitter.com/OpenRoadsGame/status/1423071532952080386

https://twitter.com/SteveGaynorPDX/status/1423094322396762113?cxt=HHwWgsCsheKv7L8nAAAA

https://www.gameinformer.com/feature/2022/07/21/a-new-destination-how-open-roads-changed-direction-and-saved-its-turbulent-road

https://www.polygon.com/22610490/fullbright-steve-gaynor-controversy-stepped-down-open-roads

News of note :

Article by Lin Codega at Gizmodo collecting trans experiences with Link https://gizmodo.com/legend-of-zelda-tears-of-the-kingdom-link-trans-1850430832

Feminist Frequency is fundraising $20000 for the Game and Online Harassment, with donations matched by Landfall Games  https://givebutter.com/femfreqspring2023

Excellent art of Tear of the Kingdom's best returning character by @aurahack https://cohost.org/aurahack/post/1492484-purah

One day left for the Earthquake Relief Bundle on itch https://itch.io/b/1805/trkiye-syria-earthquake-relief-mega-bundle

Humble's first Black Game Developer Fund game "Protodroid DeLTA" releases on 25/5 with Day One DLC Armour Pack that goes to Girls Make Games scholarship fund https://www.humblebundle.com/store/protodroid-delta

New podcast "Confessions of a Gamer Girl" looking for female, Australian panellists https://twitter.com/Doomcutie_/status/1658130126683480065?cxt=HHwWgoC9hZWk7oIuAAAA 

"Blackpink The Game" management sim launched for mobile by TakeOne Company https://www.youtube.com/watch?v=ERl_J3b_ejI

Coming attractions :

Playstation Showcase 24/5 https://www.youtube.com/live/e9z0atV8VDk?feature=share

Summer Games Done Quick returns online and in-person in Minneapolis 28/5-4/6 https://gamesdonequick.com/schedule/43

Summer Games Fest returns online and in-person at the YouTube Theater, Los Angeles 8/6 https://www.summergamefest.com/

GDC Showcase 27-29/6 (book tickets before June to save $40) https://gdconf.com/

Thanks for reading this far! If you're looking for latest news in girl games and girls in games, be sure to follow @girlgamesnetwork wherever good posts are found.

[thekatebridgerton]

Okay you are like the hundred person who says Benedict is Violet's favorite, I don't really get it? Or maybe I do but I'm kinda bias because the whole Bridgerton saga has everyone be like Colin...Colin...Colin 😂😂

Oh Anon Benedict IS Violet's favorite son. Probably her favorite CHILD

You see in all the Bridgerton books, usually when it's time to fix up a scandal of their own creation it's Anthony the one the siblings run to for help. From Daphne to Gregory, Anthony basically comes in waves the Viscount title around and things get fixed.

Benedict is the ONLY Bridgerton for whom Violet intervenes personally to fix a scandalous problem without bringing in Anthony. In AOFAG we barely see Anthony, but we see a lot of Violet fixing things personally for him and Sophie. Benedict gets mommy to help and help she does. That doesn't happen for anyone else.

So yeah, Ben is Violet's favorite son. Hyacinth might be her favorite daughter (because Violet let's her get away with so much) but jury's out on that one because I think she does love DFEH in the same degree of affection. And treats them roughly the same.

Colin just happens to be the favorite brother of most of his siblings (however much they may try to deny it) and definitely the favorite brother in law of their spouses.

And Violet just likes Benedict the most