WoW news

Patch 9.1 Hotfixes – July 21, 2021, Activision Blizzard Sued By California

Update: Added Blizzard’s statement on the lawsuit

Patch 9.1 Hotfixes – July 21, 2021

Originally Posted by Blizzard
(Blue Tracker / Official Forums)
Classes

  • Druid
    • Born Anew’s (Conduit) primary stat bonus reduces to 20 upon the beginning of a new encounter.
      • Developers’ note: The intent of this bonus is to provide a benefit when using resurrections in combat. But it is best to avoid situations where players might feel compelled to min/max something like this before starting a pull.
  • Priest
    • Shadow
      • Shadow Crash’s (Talent) ground visual will now match the area effect.
      • Void Volley’s (PvP Talent) ground visuals will now match the area effect and has more defined edges.
  • Warrior
    • Arms
      • Fixed an issue where Swift Patrol (Niya Soulbind) caused the auto-attack timer to reset.

Creatures ad NPCs

  • Players now have a 2 second grace period to keep their vision of targets within the area contained by the Soul Chains between the Soul Cages during the Mor’geth encounter.
  • Reduced the number of Prince Renathals in Sinfall. Press F to pay respects.

Dungeons and Raids

  • Sanctum of Domination
    • Defeating Sylvanas Windrunner on Mythic difficulty will now reward 2 Vengeance’s Reins.
    • Remnant of Ner’zhul
      • Players can no longer cause a second orb to become non-interactable while carrying an Orb of Torment.
  • Plaguefall
    • You must now defeat the first three bosses of the dungeon before the door to Margrave Stradama opens on all difficulties.
      • Developers’ note: The first two bosses of the dungeon were frequently being skipped in lower-difficulty dungeons, typically by groups who were trying to earn Renown much faster than intended. To improve players’ Renown earnings, we’ve also added a chance for Renown to be earned by completing layers in Torghast (see hotfix below).

Items and Rewards

  • Teleporter Repair Kits should no longer have a Unique count and will now stack to 50.
  • Repaired Riftkeys will also now stack to 50.
    • Developers’ note: Early in development, Teleporter Repair Kits and Repaired Riftkeys were only available from the vendor. Based on player feedback of not knowing if they were worth purchasing, we decided to have them drop occasionally as well. Now that these items dropped and became out of player’s control, we should have removed the unique cap on the Teleporter Repair Kits then. Also, since you have access to purchasing the Teleporter Repair Kits or Repaired Rift Keys, we are disabling them from going to mail if you loot one with a full inventory so they will no longer fill up your mailbox.

  • The item levels of Conduits sold by the Rated PvP vendor have been corrected.
  • Fixed an issue where the Salvaged Fusion Amplifier was not dropping for Marksmanship and Beastmaster Hunters.

Quests

  • Fixed an issue during “Nal’ragas” that caused internal text to be visible to users of certain nameplate addons.

Torghast

  • Renown is now a possible reward from Torghast completions, with better chances at Renown coming from higher Torghast difficulties.

Activision Blizzard Sued By California
According to a Bloomberg law article, Activision Blizzard is being sued over ‘frat boy’ culture after a 2-year investigation by the California Department of Fair Employment and Housing. For more information, check out the article below, and read the full court filing.

Blizzard provided Polygon with a statement responding to the lawsuit:

Originally Posted by Blizzard Entertainment

We value diversity and strive to foster a workplace that offers inclusivity for everyone. There is no place in our company or industry, or any industry, for sexual misconduct or harassment of any kind. We take every allegation seriously and investigate all claims. In cases related to misconduct, action was taken to address the issue.

The DFEH includes distorted, and in many cases false, descriptions of Blizzard’s past. We have been extremely cooperative with the DFEH throughout their investigation, including providing them with extensive data and ample documentation, but they refused to inform us what issues they perceived. They were required by law to adequately investigate and to have good faith discussions with us to better understand and to resolve any claims or concerns before going to litigation, but they failed to do so. Instead, they rushed to file an inaccurate complaint, as we will demonstrate in court. We are sickened by the reprehensible conduct of the DFEH to drag into the complaint the tragic suicide of an employee whose passing has no bearing whatsoever on this case and with no regard for her grieving family. While we find this behavior to be disgraceful and unprofessional, it is unfortunately an example of how they have conducted themselves throughout the course of their investigation. It is this type of irresponsible behavior from unaccountable State bureaucrats that are driving many of the State’s best businesses out of California.

The picture the DFEH paints is not the Blizzard workplace of today. Over the past several years and continuing since the initial investigation started, we’ve made significant changes to address company culture and reflect more diversity within our leadership teams. We’ve amplified internal programs and channels for employees to report violations, including the “ASK List” with a confidential integrity hotline, and introduced an Employee Relations team dedicated to investigating employee concerns. We have strengthened our commitment to diversity, equity and inclusion and combined our Employee Networks at a global level, to provide additional support. Employees must also undergo regular anti-harassment training and have done so for many years.

We put tremendous effort in creating fair and rewarding compensation packages and policies that reflect our culture and business, and we strive to pay all employees fairly for equal or substantially similar work. We take a variety of proactive steps to ensure that pay is driven by non-discriminatory factors. For example, we reward and compensate employees based on their performance, and we conduct extensive anti-discrimination trainings including for those who are part of the compensation process.

We are confident in our ability to demonstrate our practices as an equal opportunity employer that fosters a supportive, diverse, and inclusive workplace for our people, and we are committed to continuing this effort in the years to come. It is a shame that the DFEH did not want to engage with us on what they thought they were seeing in their investigation.