Video Gamer is reader-supported. When you buy through links on our site, we may earn an affiliate commission. Prices subject to change. Learn more
A leaked memo from Rusty Rueff, EA’s senior vice president of human resources, has told staff that the company is reviewing how they classify staff and who overtime is paid to.
This news has arrived in the light of revelations about working conditions at EA and a class-action lawsuit which was taken against the behemoth of the gaming world. Pro-G reported on the story back in November.
The memo read: “As much as I don’t like what’s been said about our company and our industry, I recognize that at the heart of the matter is a core truth. The work is getting harder, the tasks are more complex and the hours needed to accomplish them have become a burden. We haven’t yet cracked the code on how to fully minimize the crunches in the development and production process. Net, there are things we just need to fix.” It goes on to note changes in the company regarding use of the newly-purchased Renderware technology, as well as other general practice changes.
The real points of interest, however, arise later in the memo: “We are looking at reclassifying some jobs to overtime eligible in the new Fiscal Year. We have resisted this in the past, not because we don’t want to pay overtime, but because we believe that the wage and hour laws have not kept pace with the kind of work done at technology companies, the kind of employees those companies attract and the kind of compensation packages their employees prefer. We consider our artists to be creative people and our engineers to be skilled professionals who relish flexibility but others use the outdated wage and hour laws to argue in favor of a workforce that is paid hourly like more traditional industries and conforming to set schedules,” Rueff goes on: “But we can’t wait for the legislative process to catch up so we’re forced to look at making some changes to exempt and non-exempt classifications.”
It is always nice to see a company changing to accomodate their employees, even if it is a rather belated reaction. The memo finishes saying: “Most important: we recognize that this doesn’t get fixed with one email or in one month. It’s an on-going process of communication and change. With some smart thinking and specific actions we will fix these issues and become stronger as a company.”
Heres hoping…
