Activision settles EEOC case for $18 million, DFEH ain’t happy

It seems that Activision Blizzard struck quite a bargain with the EEOC. The federal agency has accepted Actiblizz’s $18 million dollar settlement proposal, wrapping up one of its harassment lawsuits relatively cheap. While the publisher is happy that it can start to move on now, other parties are less enthusiastic about the ruling. One of those parties – the DFEH – is still actively suing the company for negligence.

To us plebs, $18 million might sound like a shit ton of money. And it is. I’ll probably never see it in my lifetime. But according to California’s DFEH (Department of Fair Employment and Housing) that ain’t shit. Does that sound familiar? It might. That same state agency put a stop to Riot Games’ 10 million dollar settlement in 2019, upping it to $100 million bucks.

According to the DFEH, the acceptance of Activision’s low-ball offer means bad business for their pending case. If a federal agency agrees to take this offering of Kotick’s pocket change, a state agency can’t really go for major compensation.

But it’s not just the DFEH who’s scoffing at this absurdly low compensation. Labor union the Communications Workers of America ain’t impressed either. Back in October, the union already criticized the then-proposed $18 million settlement, calling it “woefully inadequate”. That’s hardly enough to “provide the maximum settlement for only 60 workers”. And trust me when I say there are more than 60 affected employees.

But hey, at least Bobby Kotick’s happy. You won’t hear him complaining at all. In fact, settling this case with the US Equal Employment Opportunity Commission gives him some time to focus on the important stuff. You know, stuff like becoming a role model to the industry one more, as Activision puts it on its website:

“Our goal is to make Activision Blizzard a model for the industry, and we will continue to focus on eliminating harassment and discrimination from our workplace.

“The court’s approval of this settlement is an important step in ensuring that our employees have mechanisms for recourse if they experienced any form of harassment or retaliation.”

Good luck with that, Bob. To be continued…