ea_spouse (ea_spouse) wrote,

EA: The Human Story

My significant other works for Electronic Arts, and I'm what you might call a disgruntled spouse.

EA's bright and shiny new corporate trademark is "Challenge Everything." Where this applies is not exactly clear. Churning out one licensed football game after another doesn't sound like challenging much of anything to me; it sounds like a money farm. To any EA executive that happens to read this, I have a good challenge for you: how about safe and sane labor practices for the people on whose backs you walk for your millions?

I am retaining some anonymity here because I have no illusions about what the consequences would be for my family if I was explicit. However, I also feel no impetus to shy away from sharing our story, because I know that it is too common to stick out among those of the thousands of engineers, artists, and designers that EA employs.

Our adventures with Electronic Arts began less than a year ago. The small game studio that my partner worked for collapsed as a result of foul play on the part of a big publisher -- another common story. Electronic Arts offered a job, the salary was right and the benefits were good, so my SO took it. I remember that they asked him in one of the interviews: "how do you feel about working long hours?" It's just a part of the game industry -- few studios can avoid a crunch as deadlines loom, so we thought nothing of it. When asked for specifics about what "working long hours" meant, the interviewers coughed and glossed on to the next question; now we know why.

Within weeks production had accelerated into a 'mild' crunch: eight hours six days a week. Not bad. Months remained until any real crunch would start, and the team was told that this "pre-crunch" was to prevent a big crunch toward the end; at this point any other need for a crunch seemed unlikely, as the project was dead on schedule. I don't know how many of the developers bought EA's explanation for the extended hours; we were new and naive so we did. The producers even set a deadline; they gave a specific date for the end of the crunch, which was still months away from the title's shipping date, so it seemed safe. That date came and went. And went, and went. When the next news came it was not about a reprieve; it was another acceleration: twelve hours six days a week, 9am to 10pm.

Weeks passed. Again the producers had given a termination date on this crunch that again they failed. Throughout this period the project remained on schedule. The long hours started to take its toll on the team; people grew irritable and some started to get ill. People dropped out in droves for a couple of days at a time, but then the team seemed to reach equilibrium again and they plowed ahead. The managers stopped even talking about a day when the hours would go back to normal.

Now, it seems, is the "real" crunch, the one that the producers of this title so wisely prepared their team for by running them into the ground ahead of time. The current mandatory hours are 9am to 10pm -- seven days a week -- with the occasional Saturday evening off for good behavior (at 6:30pm). This averages out to an eighty-five hour work week. Complaints that these once more extended hours combined with the team's existing fatigue would result in a greater number of mistakes made and an even greater amount of wasted energy were ignored.

The stress is taking its toll. After a certain number of hours spent working the eyes start to lose focus; after a certain number of weeks with only one day off fatigue starts to accrue and accumulate exponentially. There is a reason why there are two days in a weekend -- bad things happen to one's physical, emotional, and mental health if these days are cut short. The team is rapidly beginning to introduce as many flaws as they are removing.

And the kicker: for the honor of this treatment EA salaried employees receive a) no overtime; b) no compensation time! ('comp' time is the equalization of time off for overtime -- any hours spent during a crunch accrue into days off after the product has shipped); c) no additional sick or vacation leave. The time just goes away. Additionally, EA recently announced that, although in the past they have offered essentially a type of comp time in the form of a few weeks off at the end of a project, they no longer wish to do this, and employees shouldn't expect it. Further, since the production of various games is scattered, there was a concern on the part of the employees that developers would leave one crunch only to join another. EA's response was that they would attempt to minimize this, but would make no guarantees. This is unthinkable; they are pushing the team to individual physical health limits, and literally giving them nothing for it. Comp time is a staple in this industry, but EA as a corporation wishes to "minimize" this reprieve. One would think that the proper way to minimize comp time is to avoid crunch, but this brutal crunch has been on for months, and nary a whisper about any compensation leave, nor indeed of any end of this treatment.

This crunch also differs from crunch time in a smaller studio in that it was not an emergency effort to save a project from failure. Every step of the way, the project remained on schedule. Crunching neither accelerated this nor slowed it down; its effect on the actual product was not measurable. The extended hours were deliberate and planned; the management knew what they were doing as they did it. The love of my life comes home late at night complaining of a headache that will not go away and a chronically upset stomach, and my happy supportive smile is running out.

No one works in the game industry unless they love what they do. No one on that team is interested in producing an inferior product. My heart bleeds for this team precisely BECAUSE they are brilliant, talented individuals out to create something great. They are and were more than willing to work hard for the success of the title. But that good will has only been met with abuse. Amazingly, Electronic Arts was listed #91 on Fortune magazine's "100 Best Companies to Work For" in 2003.

EA's attitude toward this -- which is actually a part of company policy, it now appears -- has been (in an anonymous quotation that I've heard repeated by multiple managers), "If they don't like it, they can work someplace else." Put up or shut up and leave: this is the core of EA's Human Resources policy. The concept of ethics or compassion or even intelligence with regard to getting the most out of one's workforce never enters the equation: if they don't want to sacrifice their lives and their health and their talent so that a multibillion dollar corporation can continue its Godzilla-stomp through the game industry, they can work someplace else.

But can they?

The EA Mambo, paired with other giants such as Vivendi, Sony, and Microsoft, is rapidly either crushing or absorbing the vast majority of the business in game development. A few standalone studios that made their fortunes in previous eras -- Blizzard, Bioware, and Id come to mind -- manage to still survive, but 2004 saw the collapse of dozens of small game studios, no longer able to acquire contracts in the face of rapid and massive consolidation of game publishing companies. This is an epidemic hardly unfamiliar to anyone working in the industry. Though, of course, it is always the option of talent to go outside the industry, perhaps venturing into the booming commercial software development arena. (Read my tired attempt at sarcasm.)

To put some of this in perspective, I myself consider some figures. If EA truly believes that it needs to push its employees this hard -- I actually believe that they don't, and that it is a skewed operations perspective alone that results in the severity of their crunching, coupled with a certain expected amount of the inefficiency involved in running an enterprise as large as theirs -- the solution therefore should be to hire more engineers, or artists, or designers, as the case may be. Never should it be an option to punish one's workforce with ninety hour weeks; in any other industry the company in question would find itself sued out of business so fast its stock wouldn't even have time to tank. In its first weekend, Madden 2005 grossed $65 million. EA's annual revenue is approximately $2.5 billion. This company is not strapped for cash; their labor practices are inexcusable.

The interesting thing about this is an assumption that most of the employees seem to be operating under. Whenever the subject of hours come up, inevitably, it seems, someone mentions 'exemption'. They refer to a California law that supposedly exempts businesses from having to pay overtime to certain 'specialty' employees, including software programmers. This is Senate Bill 88. However, Senate Bill 88 specifically does not apply to the entertainment industry -- television, motion picture, and theater industries are specifically mentioned. Further, even in software, there is a pay minimum on the exemption: those exempt must be paid at least $90,000 annually. I can assure you that the majority of EA employees are in fact not in this pay bracket; ergo, these practices are not only unethical, they are illegal.

I look at our situation and I ask 'us': why do you stay? And the answer is that in all likelihood we won't; and in all likelihood if we had known that this would be the result of working for EA, we would have stayed far away in the first place. But all along the way there were deceptions, there were promises, there were assurances -- there was a big fancy office building with an expensive fish tank -- all of which in the end look like an elaborate scheme to keep a crop of employees on the project just long enough to get it shipped. And then if they need to, they hire in a new batch, fresh and ready to hear more promises that will not be kept; EA's turnover rate in engineering is approximately 50%. This is how EA works. So now we know, now we can move on, right? That seems to be what happens to everyone else. But it's not enough. Because in the end, regardless of what happens with our particular situation, this kind of "business" isn't right, and people need to know about it, which is why I write this today.

If I could get EA CEO Larry Probst on the phone, there are a few things I would ask him. "What's your salary?" would be merely a point of curiosity. The main thing I want to know is, Larry: you do realize what you're doing to your people, right? And you do realize that they ARE people, with physical limits, emotional lives, and families, right? Voices and talents and senses of humor and all that? That when you keep our husbands and wives and children in the office for ninety hours a week, sending them home exhausted and numb and frustrated with their lives, it's not just them you're hurting, but everyone around them, everyone who loves them? When you make your profit calculations and your cost analyses, you know that a great measure of that cost is being paid in raw human dignity, right?



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Knowing what goes in them now (piss-poor management), I'm not getting another EA product again.

Although I'm a newbie C++ programmer, I know its hardwork building a quality product. But doing it under a stressful environment until you go sick...That's just wrong.

Regards to all those hardworking EA folks.
I cant even begin to read all the comments. but I'm with ya. I work for a game company. Its teh same everywhere.
My name is Josh Pastreich. I am a union organizer for IATSE 16. We represent cg workers at ILM. It is time this industry grew-up and workers are going to have to stand-up. I am at 415-441-6400 or unionjosh@local16.org
Talk to you soon.
You might not get to read this because of the thousands of responces but I have gone through and continue to go through the fight with my employer for having hazardous conditions in the workplace.

You and your fmily will have to sit down and discuss what you are going to do about the situation. I believe this is what you should do:

For the next 6 months, record everything that is going on at the job site. Your husband should be as discrete as posible, but record his hours and what he has to do. Even record the policy of "if you don't like it, just quit".

You can get unemployment, I REPEAT, you can get unemployment if you can prove a reason why you left your job. Speak to an unemployment representative today if posible.

Secondly, after colecting data over the 6 months, write to OSHA and to the Human Right Division.

Then, write to your representavives in Congress, in detial, of what is happening.

While it will take time for results, be sure that you will get them in time. This will be hard on your family, but lets face it, isn't it already hard?
I am reading all of the comments, though I'm not replying to as many of them as I'd like. =) We have been recording daily goings-on for awhile, actually... and not necessarily even intentionally, but simply by way of how we normally communicate. Thanks for your suggestions, they will definitely be put 'on the burner', so to speak.
I've often seen large corporations function within our society stating they are law abiding. They likely are. Are they ethical? Hell no. Captialism can be synonymous with exploitism. Captialism claims to be fueled by innovation, progress or technological advancement. Its not. Its fueled solely by greed. Governments in capitalistic societies divise their laws to accomodate the rich before the poor. That is why big companies can exploit employees ethically, but still be innocent legally. Stock markets and stock prices become the company head's primary concerns.

We claim that we've evolved from the age of Kings and peasants, where you worked for the King and received just enough to survive. Did we really evolve beyond that? No. Today we have many Kings. Corporate Kings, who make millions as they work and exploit their peasant employees.

I hope the employees take EA to the cleaners.
Right... and the answer is Socialism right (that's laughable) Capitalism isn't without its evils, but overall it's proven to work better than any other system in terms of fueling an economy.

If these companies are viloating laws then they can be fined and if any damages are owed they will be paid. These people aren't forced to work at this companies, they can escape, they can change career paths.
They can even open their own business and become the next EA or Lucus, that may be extreemly difficult to do, but the opportunity is there no less. This doesn't seem to be the case in most non-Capitalistic countries.

People who think Capitalism = Evil are brainwashed and the US is the #1 hated country, because it remains the sole "super power" (thus, again proven the success of Capitalism). China is quickly rising in the ranks, but the still do not have the same GDP, the only reason China is growing so rapidly is because of their adoption of Capitalistic economic practices, so fuck off and educate yourself.

Okay, to get a few bits out of the way, I work for EA. I have been there a long time and I plan to be until I retire. I am also a manager, although I started at the entry level.

ea_spouse's story is awful, and I am sure it's true although there are some data points wrong. I am glad it was posted anyway. I have input things here and there amongst these threads but thought I would add my own subthread as many of those comments are a bit buried.

A few notes about how I manage, and about the company:
1. I refuse to manage my team by assigning mandatory overtime UNLESS someone is late because they did not do their work.
2. I would never fire someone for not working overtime. I might give them less compensation than someone who does. Is there anyone here, really, who questions the fairness of that?
3. I _LOVE_ to work at EA. I wanted to make games since games came into existance, and now I do. EA has its problems, but the vast majority of coworkers are fun, interesting people who are a pleasure to work with.
4. Some teams (too many) are screwed up. I am high up enough in the food chain to know that sometimes higher management is blind to this, and sometimes it's not. Believe it or not, EA is working on this issue. It is training its management (I already have appropriate training myself, but many of our managers do not).
6. I give my team members comp time at the end of projects.
7. I do everything in my power to keep my teams from having to work more than 50 or so hours. I happen to think that 50 is a reasonable minimum.

When you are confronted in your workplace with a situation like this, you have a list of choices:

- You can put your head down and do the work and the hours. Sometimes that sucks - trust me, I've been there. Sometimes it's actually fun, as much as that sounds like rationalization. It is certainly very tiring, although I personally never let it get to the point where it damaged my health.

- You can quit. This was mentioned as a bad attitude on management's part, but is it? Seriously: there are other companies and other industries to work for. I don't say that to be mean - the hard work is not for everyone, and I don't think any less of the people who would rather work less.

- You can form a union. Dangerous devices, unions. A company I used to work at had a union vote, and even though I was one of the lowliest engineers there I rallied against the idea. I would rather not lose my own right to negotiate my circumstances, which in all my time at EA I have occasionally been frustrated with but never felt like anyone was forcing me to do anything I didn't want to do. If I had felt that way, I'd have quit. In fact I _did_ quit the previous company...even though I got overtime pay there. There are other important factors in the workplace. EA was an immediate huge bump in salary for me, with a bonus program that has ranged from okay to great and a stock option program that essentially bought the house I live in...and remember, I'm a manager now but I started at entry level. Unionizing would have other consequences as well, but I don't want to sound like the bad manager trying to scare people away from unions.

One more thing about working hard: some people (I would call it a significant minority) do it to themselves. They surf the net, they shop, they take long lunches, they play Magick the Gathering in the middle of the afternoon, they visit or IM with their friends. If these people would just sit and do the work, they could cut 3-4 hours out of their day. I don't mind when people do this, because it's an informal environment - as long as they don't turn around and complain about the hours, or leave after eight hours when three of them have not been spent working.

Regarding "Challenge Everything" and Madden. I do not play Madden, but anyone who does will tell you what an awesome product it is. Madden took video game football from ridiculous little pseudo-3D sprites to a presentation that at medium distance on a monitor is often mistaken for the real thing. It is and has been the best damn football game in the industry pretty much since its inception. If you don't think that's a challenge, or that it's a challenge to do that year in and year out without fail, then you don't understand the industry.

Your challenge, ea_spouse, is just as valid and whether anyone wants to believe it or not the company is addressing that challenge as well.

EA has problems. Vivendi has problems. Eidos has problems. Sony has problems. Microsoft has problems. I don't know anyone that works there, but I'd bet Nintendo has problems. I also know that this hard work is NOT restricted to larger companies - if anything, people at smaller studios sometimes have to work harder. Me, I choose to work on the system from within, to help defeat EA's problems. I have had success at it, and I am doing everything I can to try to get that success to spread to other teams so that letters like ea_spouse's are unnecessary and unheard of.

Slave labor? I think not. There is only one person who can force you to work under conditions you do not want to work under, and that is yourself. EA's talented staff can just about all go work wherever else in the industry they want, and most teams I've had the good fortune to work with have the talent to work in any other industry they apply themselves to as well.

Oh, and no question: I think Larry Probst is overcompensated too. :) Of course, I think I would be hard-pressed to name any CEO who's not...

Game Cult Managers


15 years ago

Re: Game Cult Managers


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Re: A Different Perspective (continued)


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Re: A Different Perspective (continued)


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Re: A Different Perspective (continued)


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Re: A Different Perspective


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Re: A Different Perspective


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Re: A Different Perspective


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Re: A Different Perspective


15 years ago

I've never been a big supporter of video games to begin with, but I work in sales for the largest computer retailer, and I'll be not only boycotting these practices, which are much worse than outsourcing overseas, but I'll be showing a printout of this to my customers who mention any ea product. thank you.


November 14 2004, 05:37:27 UTC 15 years ago

For the past year I have worked for a video game development company. The project I was on was very difficult we put in insane amounts of overtime in an attempt to appease the demands of our insane publishers. Eventually the project was cancelled and our entire development team was laid off. One of my friends had been putting in extra hours above and beyond the already insane schedule we were on in order to have an opportunity to be a character modeler. A few weeks after the cancellation of the project he had a heart attack and died. Unfortunately he will no longer be modeling characters or making video games.
I almost had the same thing happen to me, maybe. I was working at another game company with an even worse crunch time schedule/habit. I used to get pains in my chest but I couldn't take time off to see a doctor because management laid a heavy guilt trip on me. I ended up smoking hash all day - it was the only way to relieve the stress and I think it actually saved my life. I'd spend every day at work in a daze - getting high in the bathroom at the company cafeteria until I eventually got fired for botching up a meeting with an exec from Paramount. I walked in all red eyed and everyone could smell it on me so I got all paranoid and freaked out. All this happened three months ago. The job stress in these companies can get so high but I didn't think I would have made it if I hadn't turned to drugs to ease the stress. The only way they'll listen is if you form a union.

Re: Videogames and Health


15 years ago

-----Original Message-----
From: Gray, Steve
Sent: Tuesday, August 24, 2004 12:22 PM
To: LOTR3 Team @ EAHQ
Subject: Drive to Beta, CQC and Final!
Importance: High

While we’ve put two really important milestones on the road to shipping this game behind us – Alpha and Asset Lock – there is still a lot of work to do debugging the game and putting the final touches of polish on.

We can’t slow down quite yet. Because debugging and tuning are such a critical part of making any game, we need everyone to help out in every way they can.

First of all, we all need to be clear on the order in which Dev Track entries should be processed:

1. A Bugs

2. V Bugs (Sony/Nintendo/Microsoft standards violations)

3. A Tuning Tasks

4. B Bugs

5. A Tasks

6. B Tasks

7. C Bugs

8. C Tasks

If you don’t have any of these things to do, you should test the game. I’m going to send out instructions on how to do this. Also realize that “A Tune” tasks need to be turned around ASAP. I’ve asked the Producers to work with all of you to make sure all A Bugs, V Bugs and “A Tune” tasks are completed by the end of each day. Realize that these tasks will be generated during that same day, so clearing out Dev Track on one day is no guarantee you won’t have more tasks the next day.

A significant part of the team is working very hard to debug the game. If you don’t have DevTrack entries assigned to you, please follow the game testing instructions I distribute and spend your time between DevTrack assignments helping to debug the game.

As we close in on the final stretch, here’s the approach we’re taking to ensure we all are working in synch to close down bugs and put the necessary efforts into tuning to make a great game:

1. Core Work hours – be here during core working hours; those start at 10:00am and end in the mid-evening

2. Outside Core Work hours – please make arrangements with your manager to be reachable in case of a key problem with your part of the game and stay within 45 minutes of the office when possible

I’ve also asked the Producers to work out shifts for Pod members to make sure that at least one person from each Pod is on-site while engineering is working on their bugs, generally until midnight. The shifts should ensure that that this doesn’t impact any one person too severely.

This is the final stretch and we need to make all of our hard work really pay off by finishing on time.

Thanks to each one of you for your continued creativity and drive. It’s inspiring to me how much we’ve accomplished in such a short period of time. You all are great.

So basically you're not allowed to go home. In fact you'd prefer if we lived in the office until the game is in the box. Thanks, Mr. Slavedriver. I'll take may sanity and leave now. Buh-buy.

Re: If I worked for you, I'd quit.


15 years ago

Re: Lord of the Slave Drivers


15 years ago

yes, March


15 years ago

I'm coining this "genre-creep"! LOL!


15 years ago

Re: I'm coining this "genre-creep"! LOL!


15 years ago

Re: Lord of the Slave Drivers


15 years ago

-----Original Message-----
From: Earl, Nick
Sent: Monday, August 02, 2004 3:51 PM
Subject: FAQ on Recent Legal Action

On Friday, we were served with a class-action lawsuit claiming that Artists in our California studios are not correctly classified under California labor regulations regarding overtime pay. This suit was filed jointly by two law firms – one in San Francisco and a second in Boston – with one employee named as the plaintiff.

Unfortunately, under the rules of class-action lawsuits, the one short-tenured employee and lawyers now speak as a representative voice for every one of our Artists on this matter -- whether the Artists know they are included or not.

We believe EA has been fair and we will vigorously defend our position. Still, the lawsuit could drag on for many years and could have a significant long-term impact on our compensation, benefits and development process.

The two law firms may use the media to draw attention to the case. If you get any questions from the outside, please do not comment and instead refer them to Jeff Brown at x87922.

Because you all may have questions, I have attached a FAQ below which I encourage you to review. Because none of us are lawyers I urge you to use caution in what you say and write on email regarding this issue. Additionally, we will talk about this in further detail at our next All Hands.

We remain, regardless of challenges, committed to keeping EA a growing Company that will deliver successfully on our mission and objectives.




What’s this lawsuit about?

This is a very sensitive issue that the entire digital entertainment industry is grappling with. Fundamentally, it is about re-defining who makes creative decisions in the development process. There’s no clear cut, final answer as each new generation of technology forces us to re-examine jobs and responsibilities.

What’s a class action lawsuit?

In essence, it’s a suit that aims to resolve legal questions for categories of employees rather than a single individual who has worked for us a very short time.

What are they suing for?

This gets into complex legal questions that our attorneys are sorting out and addressing. In most situations the attorneys fund and fuel these suits and take a large percentage of any settlements.

Why does EA oppose the suit?

We’re concerned any time one employee and a group of lawyers takes any action that could significantly change our compensation, benefits and studio development process.

If EA’s a #1 People Company, why don’t we just pay them?

EA succeeds because we combine good wages and benefits with a tightly managed cost structure. We believe that we’ve paid our people fairly and legally and EA pays for a lot of great benefits such as gyms, cafeterias, day care, game rooms as well as bonuses, benefits and stock options. On a global basis, it would be very challenging to pay for all that and then add additional compensation.
Go get them all you ex-EA artists, programmers, testers, CS people, etc. THIS is your finest hour!

Re: And I should stay quiet why????


15 years ago

After reading ALL the posts to date, I feel the need to congratulate you on your actions. I posted my experience too because I felt it was the right place to share it. After reading how many other (ex-)EA SOs have been through that so closely mirrored my situation, I felt like crying. The injustice of it all, to the employees, the families, the hopeful wannabees who looked to these companies for their future. It's a sick industry and it must not continue unchecked.
I am glad something is being attempted and I so hope it makes the industry change for the better without sacrificing so many able and talented people. My heart goes out to all of you who have been through harsh time and please take some small comfort in the fact that you are not alone.
Strength, determination and success to EA_Spouse for getting the snowball started.
SO of former art director at another stupid video game company
You know the best way to hurt EA is TO NOT BUY THEIR GAMES... I should think. But unfortunately this practice is widespread and not just at EA. And as for hiring younger talent to replace the older one's hah hah hah! Nothing is more short sighted.... I left a video company a year ago and held the position of engine programmer. The CEO in his ultimate wisdom decided to take my salary and hire three college kids instead of someone with EXPERIENCE. He figured if he could hire three for the price of one everything would be golden.... WRONG.... In two short months those "kids" took a well designed engine and tool chain that artists loved to work with and turned it into an abomination that would crash if you sniffed at it. Then the crunch started setting in, and not a normal crunch, a hellatious straight out of hell type of crunch began by all accounts. And why did this happen? Well the engine and tools stopped working and everyone had to find work arounds\hacks\patches\fixes to get their work done. Before the company had manageable crunch times of 1 or 2 months. So as a result of the shortsightedness of management, what was once a productive and efficient team disappeared into thin air.

Hopefully something good will come out of all these discussions. As for me I already knew what to do when a recruiter comes calling about a position at EA................. Click.


November 14 2004, 08:21:21 UTC 15 years ago

Pure class. lol

For all of us who have been reticent in filling out the "anonymous" Talk-Back survey, perhaps we should just fill it in with a hyperlink to this journal entry. That should make the point.

Or perhaps the deadline for participation has already passed?



November 14 2004, 22:05:37 UTC 15 years ago

Rusty is helping us out with a deadline extension. Apparently he didn't meet his 85% participation goal. Given the wholesale gloss-over and the ridiculous conclusions drawn at the end of the last talkback survey, not to mention the 'semantic adjustments' to the company mission statements like '#1 People Company -uh - for high performance individuals' , i think the talkbalk survey is wasted effort.

rusty knows about this blog. frankly, i think he should just resign.



15 years ago



15 years ago



15 years ago

Re: Suggestion for all fellow EA employees


15 years ago

I know an ea spouse who told me about what was happening several months ago. She's probably heard of your post by now, but I'll print it out for her.

Your post, and the responses to it, helped me a lot. It educated me about my rights, it made me reflect on my 10 year career in software & web development -- and for the first time, began to heal the caustic experiences of the last four years. Sincerly....thanks.

It's ironic. I'm developing the web design process for an after school program ... and then I read your post. When my QA manager told me years ago that I knew the QA process, I didn't have a clue what she was talking about. Defining this process made me realize how much I knew. We all use some type of process (or a methodology) whether we're developing software or teaching a child the ABCs. Seems to me that EA's methodology is ... crunch. I await the day that (1) "ea spouse" appears in Websters, and (2) a college course or book evaluates the crunch process.

My copy of Death March is in storage, so I looked it up and found a site talking about DeathMarchValues that led me to the Manifesto for Agile Software Development:

We are uncovering better ways of developing
software by doing it and helping others do it.
Through this work we have come to value:

Individuals and interactions over processes and tools
Working software over comprehensive documentation
Customer collaboration over contract negotiation
Responding to change over following a plan

That is, while there is value in the items on
the right, we value the items on the left more.

I got started in the industry pretty young, with a company with similar if not worse labor policies. The reason I stayed is because it was my dream and my employer took advantage of this.

There is no excuse for treating employees like this, which is why I left. I would say to anyone working for a place like this, just leave, trust me life goes on. The key to fixing this problem is to stop putting up with their shit, and to start your own companies or find another, they can't continue without you, but they pretend this isn't true.

There are a lot of mean things I'd love to say about my former employers, however I'd rather just tell other young people facing this same situation, that you can't be intimidated by your boss. If you don't like your job, leave, its the only thing you can do. If you don't stand up for yourself, I'm not going to cry over your pitiful existince, and neither will anyone else.

Free your mind, enjoy your life, do what you love and do it with people who are human beings and will treat your right. If you just keep on working for these people and complaining behind their backs, you're no better than they are, you're still helping them get rich so they can abuse more young people.

More power to you all, I know how hard it is to leave something you love but its better than losing your dignity and self respect, and the relationships with those you love. Don't trade the best years of your life for something that is promised to you, because trust me, promises are only a comfort to a fool.

I hear a lot of talk about unions in this discussion. A lot of people saying that they want a union, and a lot saying they don't want a union to "ruin" thier industry.

I have found there is a lot ignorance about the role that Unions play in the market economy, becuase yes, Unions form an integral part of the market solution. They are not just parasits leaching from the system, as they are sometimes portrayed.
The econmic system we live in based around markets and competition. That competition includes competition for employees as well. That is why it is called a JOB MARKET. The problem with EA is not the extreme hours per-se, it is the way it misrepresents the nature of the job. It is the way that it expects it's employees to do the hours IT finds neccessary, what ever this is. It's like asking them to write blank cheques. Time is money.
The problem is made worse by vague promises of bonuses. It is common practive in the industry to expect workers to work hours dictated to them, on the promises of bonuses which may or may not actually get paid.
Under these circumstances, how are employees supposed to make informed choices about which companies to work for. The market economy breaks down and survival becomes a question of "playing the system". Bad employers thrive, good employers are driven out of business.
Moving companies is a slow and complex business, a bit like moving house. Imagine what would happen to the housing market if the seller could change the price after you'd been living there for 6 months? What if landlords could come around and demand "I'm a bit short this week, so you pay double or your evicted?"

There has been a lot of talk about EA moving jobs to India/China. The truth of the matter is that health of the US economy is reliant on strong domestic economy, regardless of what goes on abroad. That has always been best delivered by the free market system. Justifing using unpaid overtime as a way of making US companies more effieciant, is tantamount to saying that companies should be allowed to steal from thier employees. Legalising stealing from employees would certainly make the America more atractive to business, but what would it do to the economy???

That is why employees need a collective body to help them enforce thier legal right. That is because the contract of employment is the legal way for companies to set out thier terms of employment. It is almost impossible for a lone employee to afford the legal cost in enforcing legal contracts. That is why companies can stretch, twist, or even break the law outright, with impunity.

That is why unions are part of the system. That is why we need a union.

Well said! My name is Josh Pastreich. I am a union organizer for IATSE Local 16. We represent cg workers at ILM. If there is anyway you could help me with our effort to organize EA, it would be greatly appreciated.