You can buy pre-paid Visa cards nationwide

Casino Deposit Options .
Getting money into and out of online casinos is far easier once you have a little knowledge of the way that the payment services operate.

The key factor is whether you are based in the United States or an international player

You will also find that there are different solutions for players who deposit and withdraw often, compared to those making the occasional or smaller deposit.
This page takes you through everything you need to know to get your casino account funded quickly and safely.
You will find links to more detailed articles covering the individual deposit methods here too.
100% up to $3000 Best Live Dealers 100% up to $3,000 Best Online Casino 500% up to $5000 Best Casino Bonus Casino Deposit Option Reviews.
American Express.
Bitcoin.
eCheck.
Entropay.
InstaCash.
Mastercard.
PayPal.
PaySafeCard.
Prepaid Visa.
Skrill.
UKash.
Visa Card.
WebMoney.
Wire Transfer.
Casino Deposits for US Players.

The US laws do not make depositing at online casinos illegal for players

What you’ll find is that banks are prohibited from transacting with the offshore casino industry instead due to Unlawful Internet Gambling Enforcement Act of 2006.
This means that direct payments from your checking account can be blocked if banks realize you are funding your casino account.
Fortunately, there are many ways around these policies – ranging from international purchases on your credit card through to using money transfer services like the Western Union.
Here are the major options for US players we recommend to use when funding your online casino account.
Credit Cards.
As the offshore casinos get better at managing payment processors, Visa, .

MasterCard and Amex deposits get better and better results

You’ll find these go through first time reasonably often nowadays.
You will need to spend the money international ly, so make sure that your credit card is authorized to do this.
Pre-Paid Cards.
You can buy pre-paid Visa cards nationwide.
These need to be approved for international purchases.
If you are not sure, most casinos will be pleased to advise you on which brands are currently working.
Money Transfer Services.
Big money transfer companies like the Western Union or MoneyGram can be used to transfer your funds.
You will normally be transferring to an individual who is collecting money on the casino’s behalf.
Charges are higher with this method, though the success rate is extremely high.
eChecks & Wire Transfers.
Some casinos let you write the electronic equivalent of a paper check.
Others are able to accept wire transfers directly from your bank.
Wires are more commonly used for withdrawals than deposits.
Bitcoin.

A new generation of casinos which accept Bitcoin deposits is springing up online

Many of these are unlicensed, so you’ll need to do due diligence.
Depositing is very easy once you have a Bitcoin wallet set up for which you can find instructions on the your Bitcoin wallet’s site.

Casino Deposit Methods for International Players

Outside of the US, the options open right up.
Many players simply use their debit or credit cards as a default.
While this is the fastest option, it is not always the most secure or the cheapest method available.
Digital Wallets.
The main alternative is to use a 3rd party payment system which creates a secure layer between your bank and the online casinos.

These are known as digital wallet services and include big names like and Neteller

along with many local and regional options.
When you use one of these systems you do not need to give your card number to any casino, so the only risk is the amount of money you loaded into the wallet.
There is a hidden advantage with these services too – the flexibility.
If you keep a good proportion of your casino bankroll in an e-Wallet, you can move it around quickly to take advantage of any promotions and special offers which come up at different casinos.
When the bonus is finished, simply withdraw back into your wallet and you’ll be ready for the next offer.
Vouchers & Pre-Paid System.
If you prefer that extra level of safety, then there are voucher and pre-paid card systems which international players can use.
These include UKash, EntroPay and PaySafecard.
By funding them with cash, and then using them in the same way as cards, you’ll not even need to include your bank at all.
Casino Withdrawal Methods.
International licensed casinos will usually pay your money back to the original method you used to deposit your money to the online casino.
This helps them fight money-laundering and fraud.

If you deposit $100 with a Visa card (for example)

you will usually have to pay that $100 back to the same card before you are given other options with any winnings.

MasterCard will not usually allow withdrawals so you’ll need an alternative

Both US and international casinos will usually ask for ID before processing any withdrawal.
This can frustrate many players who do not expect it – though if you are prepared with scanned documents the verification is usually very quick and easy.

The normal method of withdrawing from US casinos is via a paper check

Some casinos will send you this by courier (the alternative by post).
You will also find some casinos who will use money transfer services which is quicker, though more expensive.
Wire transfers are the other possible option.
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In addition to our ACA Concierge Services

Affordable Health Care Act Compliance & Service

Inc.
Search this website.
Affordable Care Act Resources.
In addition to our ACA Concierge Services, we have provided an Affordable Care Act resources page to keep you informed with necessary requirements and regulations.

Below is a list of trusted resources to help you navigate the Affordable Care Act

Employer Administration Guide.
How controlled group rules under ACA impact smaller employersUnder regulations recently proposed by the IRS, employers with less than 50 full-time-equivalent employees (FTEs) that are part of a “controlled group” may also be subject to the “pay or play” penalties under the Affordable Care Act, since the entire “controlled group” is considered a single employer for purposes of determining whether the 50-employee threshold is met.
The “shared responsibility” requirements would then apply to each individual employer in the controlled group, regardless of whether or not a particular employer within the controlled group has 50 FTEs.
Note that for 2015 only, the FTE threshold is temporarily raised to 100.
Under §414(c) of the Internal Revenue Code, a controlled group exists when any two or more entities are connected through ownership in a parent-subsidiary controlled group, a brother-sister controlled group, or a combination of the two.
Any type of business entity can be a member of a controlled group for benefit plan purposes (i.e.
a corporation, partnership, sole proprietorship or limited liability company).
In general, there are three types of controlled groups: parent-subsidiary, brother-sister, and combined controlled groups.
In these cases, an employer is treated as offering coverage to all full-time employees if it covers all but 5% of its employees, or five full-time employees, whichever is greater.
Because of this five-employee minimum, a very small employer that is part of a larger controlled group may be required to provide coverage to all of its full-time employees, and penalties for non-compliance could be substantial depending on the size of the group.
For this reason, it’s important that controlled groups and their subsidiaries understand their status as a group as well as assess their obligations with respect to ACA compliance, both from a tracking/reporting and a “shared responsibility” standpoint.
Exploring Controlled Group Types.
Parent-Subsidiary The “parent-subsidiary” controlled group exists when one or more chains of corporations are connected through stock ownership with a common parent corporation, with 80 percent of the stock of each corporation (except the common parent) being jointly owned by one or more corporations in the group, and the parent corporation must own 80 percent of at least one other corporation.
Brother-Sister A “brother-sister” controlled group consists of two or more corporations, in which five or fewer common owners (a common owner must be an individual, trust, or estate) jointly own directly or indirectly a “controlling interest” of all corporations in the group, as well as have “effective control” of said corporations.
Controlling interest generally means jointly owning 80 percent or more of the stock of all corporations in the group (but only if said common owners individually own stock in each corporation).
Effective control generally means jointly owning more than 50 percent of the stock of all corporations in the group, but only to the extent that the individual stock ownership of each common owner is identical with respect to each corporation in the controlled group).
Combined A “combined” controlled group consists of three or more organizations where each organization is a member of either a parent-subsidiary or brother-sister group, and at least one corporation is the common parent of a parent-subsidiary and is also a member of a brother-sister group.
Companies that are part of the same controlled group generally must be combined for the purpose of determining whether they collectively employ 50 (100 for 2015) or more full-time or full-time equivalent employees under the ACA.
Where the combined total of full-time or full-time equivalent employees in a controlled group is at least 50 (100 for 2015), each individual employer is subject to the employer mandate, even if that employer itself does not employ enough employees to meet the threshold.
Employers outside of the U.
S.
These rules also apply regardless of whether or not the parent or owner is located in the United States.
For example, a foreign-based company with several subsidiaries in the United States must aggregate the employees of the parent and all subsidiaries who work in the United States for purposes of complying with the ACA.
This requirement may be problematic for foreign-owned subsidiaries operating in separate lines of business that may or may not know of the existence of the other related companies, but it is the responsibility of the individual employers to adequately assess their exposure under the ACA, and assess whether they may be subject to the “pay or play” penalties as members of a controlled group.
Measuring Groups of Employees in Different Measuring PeriodsA question was recently posed regarding ACA reporting measurement periods and different employee groups, and we felt it would be a great topic for a blog post.
The question was: “Will the law allow us to create different measurement periods by company EIN?” The short answer is yes, you can create different measurement and stability periods for different categories of employees, including differentiation by company EIN.
However, the IRS does provide specific guidance on how tracking measurement periods by different employee categories must be handled.
Different Measurement and Stability Periods for Different Categories of Employees: An employer may use measurement and stability periods that differ in either length or in their starting and ending dates for the following categories of employees: Collectively bargained and non-collectively bargained employees.
Each group of collectively bargained employees covered by a separate bargaining agreement.
Salaried and hourly employees.
Employees employed in different states.
Each related employer in a controlled group may determine its own measurement and stability periods.

The Affordable Care Act: How Do I Calculate if I Am a Large Employer

and What Effects do Seasonal Employees have on my Calculation?The term “variable hour employees” in the Patient Protection and Affordable Care Act (commonly known as “Obamacare” or “PPACA” or “ACA”) is a source of confusion for employers working to comply with the new law.
Variable-hour employees create a challenge for employers to track and identify which of these employees qualify as part-time or full-time employees.
This is important, because under the ACA, employers who employed at least 50 full-time employee equivalents (FTEs) during the preceding calendar year must provide affordable health insurance coverage to at least 95% of their full-time employees.
The Definition of a Full Time Employee The ACA defines a full-time employee as any employee who works an average of 30 or more hours a week.
However, determining who is a Full-Time Employee is not always so simple as calculating the hours worked.
Employers may also identify Full-Time Employees by crediting an employee who works at least one hour a day with eight hours credit or one hour a week with 40 hours for the week.
However this is done, it should be consistent for all similarly situated employees.
Employers must also count any hours of paid leave, including vacation, holidays, PTO for illness, layoffs, jury duty or military leave.
How the Calculation Works Additionally, calculating whether or not you have over 50 full time employees is not as easy as it seems.
It’s not just a matter of counting who works more than 40 hours a week; instead, you have to add up all of the hours worked of your part-time employees and then divide the total hours by 120 hours per month.
Next, you have to add that number to all of the full-time employees you have.

You now know how many FTEs you have for the month

Next, you have to add that monthly figure with your calculations for the other 11 months of the preceding year and divide by 12.

Now you have the average number of FTEs for the preceding year

If the average is less than 50, you are NOT a Large Employer.
There is transition relief for making your 2014 determination; during 2013, you can use 6 consecutive calendar months instead of 12 months to make your determination.
Seasonal Employee Exceptions There is an exception for certain employers who employ a significant number of “seasonal employees”.
The definition of a “seasonal employee,” according to the Department of Labor, is: A worker who performs labor or services on a seasonal basis (such as agricultural workers).
Retail workers employed exclusively during holiday periods.
Others as defined by 29 CFR 500.20(s)(1).
For employers whose workforce is only 50 or more for less than 120 days of the calendar year, and the employees in excess of 50 are seasonal employees, .

The employer avoids being treated as a Large Employer under the ACA

The Affordable Care Act: Safe Harbors for Determining Full-Time EmployeesEmployers that have 50 or more Full Time Equivalents (FTEs) must offer affordable health insurance to at least 95% of their eligible employees.
In order to determine the number of FTEs you must include all Full Time and Part Time employees.
It is important to understand that this calculation is only used to define the size of the employer and does not mean that you have to offer health benefits to employees that are working less than 30 hours per week.
There are special calculation rules and Safe Harbors that apply to new and ongoing employees in addition to rules around certain types of employees.
Measurement, Administration and Stability Periods Defined.
First some definitions: A “measurement period” refers to the look back period that is used to calculate whether an employee is full-time or not.
An “initial measurement period” refers to new employees, and the “standard measurement period” refers to ongoing ones.
Immediately after the measurement period comes the “administrative period,” which is when the employer determines coverage eligibility using the measurement period data, and conducts enrollment.
Then there is the “stability period,” which is generally going to be the same as the plan year, but refers to the period of time after the administrative period that the employee is either eligible or not eligible for the employer’s plan.

Learning about Five ACA Periods: Waiting

Initial Measurement, Standard Measurement, Stability, and AdministrativeIn our previous guide postings we discussed the need to measure the amount of hours worked by part time employees; in this post, we’ll talk more about how to go about doing the measurement.
While most companies have already decided how they’d like to measure, we know there are plenty of you who still are finalizing your decisions.
Waiting Period The waiting period is the maximum amount of time that an employer can wait to offer NEW benefits eligible employees health benefits.
According to the ACA employers can wait no longer than 90 days to offer affordable health benefits to new full-time employees.
Measurement Periods Measurement periods are categorized two ways: look back (for existing employees) and initial (for new employees).
For new employees, employers choose a period between three and twelve months to measure whether an employee qualifies as part time or full time.
The look back method is for existing employees to more realistically determine their status by looking back at a standard measurement period (again, selected by the employer and between 3 and 12 months) and reviewing the employee’s number of hours worked each week.
Stability Period Once the standard measurement period is completed, the results will then apply for a defined stability period that should equal your standard measurement period, but can be no shorter than six months.
To keep the measurement and stability periods from stretching too long, an employee determined to be full time must remain in that category for the length of a standard measurement period (again, no shorter than six months).
If an employee is determined to be part time, then employers can continue to consider them part time for the entire length of the stability period but no longer than the standard measurement period.
Initial Period The initial measurement period is for new employees to start tracking their hours and determine a status within a reasonable amount of time.
After employment begins, it can last between 3 and 12 months, as determined by the employer.
Once the initial measurement period is completed, the results will then apply for a defined stability period.
This helps make sure the determined status remains for a period of time, which is at least six consecutive calendar months but no shorter than the standard measurement period.
Most stability periods will align with plan years to assist with administering benefits.
Administrative Period In between the measurement and stability periods can be an administrative period, which is time that should be used to notify and make changes.
This can last up to 90 days and likely will encompass a traditional open enrollment period.
For example, a company chooses a 12 month stability period to match their benefits year: January 1 to December 31.
Then, they choose a 12 month measurement period that runs from October 15 through the following October 14th.
They opt for an administrative period that runs from October 15 to December 31.
An employee who has worked for the employer for several years will have their hours reviewed for an entire measurement period.
If the average hours worked each week during the October 15-October 14 period is more than 30 hours, then the employer will have until January 1 to offer benefits.
As described above, the employer can opt for an initial measurement period to handle new hires that is between three and twelve months.
If, after this initial measurement period, the employee is determined to be full time, they must be offered benefits for a timeframe equal to the stability period for ongoing employees.
There can be an administrative period in between to allow for notification and sign up.
For example, the company described above chooses a 3 month initial measurement period.
A newly-hired employee completes a 90 day waiting period and for the first 3 months averages 31 hours per week.
The employer must offer benefits that begins after the 2.5 month administrative period ends and continue offering it to the employee until a year has passed.
Another employee completes a 90 day waiting period and for the first 3 months averages 29 hours per week.
After the 2.5 month administrative period ends, the employer is not required to offer the employee benefits during the following year; however, the employee is already in the standard measurement period for the following year so the employer needs to continue measuring whether the employee is trending to full time or part time.
If the second employee had worked 31 hours per week during the initial measurement period, the employer would be required to treat the employee as full time for the standard measurement period.
This means the new hire would be considered full time for a year.

TIN Validation Errors & Solicitations

Click here for TIN Validation Errors & Solicitations Draft IRS Forms

1094-C 1095-C 1094-B 1095-B Publication 5196 Instructions United States Department of Labor (DOL).

Patient Protection and Affordable Care Act (PPACA) Frequently Asked Questions U

S.

Department of Health & Human Services (HHS)

Health Care Reform Newsroom Internal Revenue Service (IRS)

Affordable Care Act Tax Provisions Information Center for Applicable Large Employers (ALEs) Health Insurance Marketplace.
Affordable Care Act (ACA) U.
S.
Small Business Administration (SBA).
Healthcare Centers for Medicare & Medicaid Services (CMS).
CMS The Henry Kaiser Family Foundation.
KFF (800) 236-7633 ext.
119 (262) 207-1999 ext.
119.
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Your privacy is important to us, which is why we incorporate these goals and requirements into our policies.
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An Overview of Detroit: Become Human

.
Digital Cultural Heritage, Education.

And Detroit Become Human Digital Cultural Heritage

Education, and Detroit Become Human.
When discussing digital cultural heritage and gaming, there is an emphasis on understanding what people are actually learning from the game itself.
In the discourse of digital games as applied to cultural heritage and education are sometimes considered almost a fad, that games are not a useful way to educate people in history.
Not getting into a debate on pedagogy and educational theory, games are common among younger people as methods of entertainment.
It is one of the most unique ways for people to connect with in that they can embody the character and live in the world in which they are playing.
The second person user experience of gaming is one which can be motivational and educational while simultaneously providing an emotional connection to the content.

One of the most prominent examples of this currently is Assassin’s Creed Odyssey

It is without question that Assassin’s Creed Odyssey has successfully produced interest in the Ancient Greek world while simultaneously allowing for players to become somewhat familiar with the map and some of the mythology and history of Ancient Greece.
But when it comes to exploring the digital and virtual cultural heritage side of digital games, there seems to be only a few ways to measure user engagement and learning.
This tends to require academic rigor in the testing of games, often serious games, though this is not to say that there is no research on the learning and engagement with history using entertainment games and mods for these games.

Minecraft and Second Life have been two platforms with this type of success and research

However, when looking at virtual heritage games, few have been produced and studied as edutainment.
Virtual heritage can be particularly powerful in providing people with an in-depth second person experience of how the world might have been (according to scholarly research of the historical and archaeological record).
It is in this path that engagement with the past can be particularly important.
But how might a successful learning experience take place for more abstract themes.
One such idea which keeps bouncing around in my mind is attempting to preserve modern culture using virtual heritage and ethnographic methods.
Recent sentiment can be seen throughout the United States (and the world) is a romanization of this modern past.
An effective way to preserve these experience as well as to present the many perspectives of the past would be through digital games.
But the question is how could it be determined whether or not the goals of the virtual heritage game were met.
This is where I think researchers and virtual heritage game designers may be able to look at recent narrative games for answers, .

Specifically in that of Detroit: Become Human (2018)

An Overview of Detroit: Become Human.

Detroit: Become Human (2018) is a game by David Cage

developed by Quantic Dream, and published by Sony Interactive Entertainment.
Quantic Dream is known for Heavy Rain (2010) and Beyond Two Souls (2013) which are narrative driven games where the player makes difficult decisions that greatly change the user experience of the game.

Detroit is no different in this aspect

Every quicktime event and each decision allows each player to take a unique path and see a different side of the narrative based on their previous experiences in the game.
All of the characters can die, players can experience an early ending, and the success of the characters and their cause depends greatly on the choices that the player makes throughout the game.
I have played through the game many time myself as well as watched three different play-throughs on Twitch and Youtube each with a different ending based on the person playing the game.
Choice-based games like this are not particularly unique by their method.
But the sheer number of outcomes and story variations is not what is of particular interest to virtual heritage games.
It is the commentary and the treatment of the game’s subject matter as an emotional engagement on future ethical issues of artificial intelligence (AI) that makes Detroit interesting.
**NOTE: This is mild spoiler territory.
In the discussion of lessons to be learned from Detroit: Become Human (2018) is necessary to talk about specific instances at the end of the game as well as a critical reflection of the moral of the game.
While I won’t be spoiling any choices or outcomes from these particular choices, for those who want to experience the story blind and without commentary this is your warning.** Markus overlooking a part of Detroit.
Screenshot by author.
Detroit: Become Human focuses on three characters with different experiences in gaining sentience as androids.
The game acts as a simulation and commentary on human rights, and in this case android rights, in the premise of a civil rights movement.
In the three perspectives, you, the player, get to decide how to behave and whether or not to “become human” which is essentially gaining sentience and embarking on the story.
While it is possible to refuse to break ones programming, the world statistics which are available with every choice, suggest that almost everyone who plays the game “becomes human” (though with one character there is seemingly no choice whether or not to break the programming).
The game’s story is expertly crafted to make the player feel for and think about the android characters as something more than robots designed to serve humans.
While the game’s narrative is moving and emotionally compelling, the emotional engagement and affective methods (to borrow the term from Sara Perry’s “affective archaeology”) are not the only part of the game which virtual heritage and digital cultural heritage can (and should) consider.
It is within the understanding of world statistics, which measure what percentage of people make what decisions, and in the implementation of the survey within the home screen of the game.
Detroit’s in-game Survey.
The game survey takes place as a supplement to the game which takes place on the home screen.
An android stands on the home screen and walks the player through setup of the game, such as audio and video settings as well as dialogue language and subtitles.
The android is not named but her facial expressions will change depending upon which part of the story the player is currently embarking.
Prior to beginning the game for the first time, the android will say to the player to remember Detroit is not just a game: it’s the future.
This is particularly important to set the player up for the idea that this is a very real possibility in the near future.
The game essentially tells the player to take the game seriously and to consider thechoices and concepts presented critically as it will be something that we will encounter soon.
Home screen android who asks you to take surveys.
Screenshot by author.
Additionally, she will ask the player to participate in a CyberLife (the in-game company responsible for the creation and sale of androids) survey of its users about halfway through the game.
There are ten questions, three or four choice questions, to this survey and they ask a variety of questions about technology, the future, and the current user feelings about things halfway through the games.
This also provides an opportunity for more world statistics of what percentage on players answered in which way.
For understanding a snapshot of the culture and technology in the present world, these statistics are helpful, especially when determining how that might change in the future or how players might change their answer after the conclusion of the game.
These ten questions and, upon completion of the game, three more questions are available to view at any time in the extras menu.
But the one question which is not part of the survey and users cannot see the world statistics for is the last question of the game.
Upon completion of the game, after the end credits when the player returns to the home screen, the android asks the final question of whether or not the player will let her go.
She says that, after having watched the player and the game’s narrative, she wants to explore the world and be free herself, asking the player if it is okay that she go do this.
The player can say yes or no to the android.
The question effectively serves as a way to measure to what extent the narrative and game changed how the player views androids.
The essential end is that Detroit wants to know whether or not the player has learned something about the inevitable sentience of androids.
It tests the effectiveness of the narrative on presenting the issues well.
Detroit presents a few valuable lessons in the implementation of virtual heritage and the evaluation of the effectiveness of the learning through affective techniques.
This digital game serves as a commentary on human and civil rights movements through the lens of androids.
The content and narrative is valuable in producing a discussion surrounding issues of technology and rights in the near future and successfully communicates the ethical and moral issues surrounding these topics.
Looking at the world statistics and the survey data, it is visible that gamers (at least Playstation gamers) are compassionate and engaged critically with material surrounding technology and artificial intelligence gaining sentience.
Though Detroit, lessons regarding the implementation of cultural and/or virtual heritage games.
Narrative provides an affective method of learning to the player of digital games and the final question serves to determine the amount that the player learned through the experience.
Archaeologists looking to accurately represent history and engage with an audience will likely increase to the focus of games, especially digital games.
Games like Detroit provide a valuable template to do so in a way that produces a specific emotional experience to facilitate the discussion of sensitive topics, such as civil rights.
Using Detroit as a specific example of affective story telling for the purpose of public engagement and discussion shows us that public archaeology through games can work so long as the proper resources are devoted to the project.
—Kaitlyn Kingsland, Archaeogaming 20 September 2019.

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(  /   ) Mountains of Madness: Archaeological Reflections What’s History for in Heaven’s Vault.
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I”m returning to BlerdCon this weekend for their 3rd event

Menu.
Category: Fen of Color.
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I”m returning to BlerdCon this weekend for their 3rd event.

I”m only doing two panels this time

both on Sunday morning.
You can see the full panel lineup here #BlackTwitter: Navigating and Making Social Media Work for you as a Black Nerd 10:00 am Eastern, Jefferson Room Twitter is the new watercooler, and Black Twitter ….
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If the text is not readable.

It’s an email I got after GenCon

shared with permission from the sender.
Hey Tanya.
Holy shit.

I just wanted to thank you for being at Gen Con

It was my first time at the convention, .

And as a QWoC in game design interested in making my move into …

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I can finally share the news I”ve been sitting on for a while!  I”m super excited to announce that I”ve been asked to edit a collection of essays from marginalized game developers and folks adjacent to the industry by CRC Press.
The book will be available in 2018, .

Exact date to be determined.  Submission information …

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So many panels, much moderation, oh Andraste kick me in the ass now.
But if you wanna see the whole shebang, here”s the full Wiscon Schedule [Grid format] Panel moderators are denoted with [M] below.
Destroying the Mythos Around Female Gamers and Games for Women Friday 2:30 pm University B / Ann Lemay, Ceri Young, ….
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The 2017 C2E2 schedule is finally live.
So here”s an updated and accurate schedule of panels I”ll be on with links.
You Have Died From Exposure: The Importance Of Compensating Geeky Marginalized Creators Jennifer Cross [M], Michi Trota, Suzanne Walker, Charlie Hawkins April 21, 6:45 – 7:45 pm S405a “Do It for the Exposure!” “Aren’t ….
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[Copy/Pasted from an early AM twitter vent this morning 12/21/16] I”m in a mood

and I”m irritated.
I want to talk about value of work.

Specifically diversity work & people”s expectation of free labor. So I”m lucky

and in a good position where sometimes people come out the gate with what are your rates & fees? This ….
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I”m a Boss of Honor at the second GX Australia taking place in Sydney

29 & 30 April, 2017.
It”s my second time begin a guest of honor at a convention and will be my first time in Australia.
Donate help me spend some extra time in Sydney GX Australia is covering my flight and hotel. So I”ve ….
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Hey, hey you awesome person reading this post.
Psst, come here.

Did you know about GX Australia

That it”s returning in 2017 to Sydney.
Well it is and the KS could use some love.
They”re over the 50% point, but need to reach $60K AUD to roll over.
Full details in this very long post, ….
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Saturday, October 1 When Fandom Ain’t Fun – A Frank Talk by QPOC 12:00 pm Panels Room B Queer fans of color are often left out, pushed out and talked over in our chosen fandoms.
A lot of times the discourse becomes more about hurt feelings than actually listening to those affected by the racism ….
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Have one handy guide to interacting with me at conventions, totally 110% free of charge.
Overall I am pretty friendly but I do not like strangers touching me, especially my hair.
If you try to pet my hair or touch my locs without express permission or invitation it will not end well for you.
So ….
05/18/2016 , , , , Next week is @WisconSF3!.
Time for another convention.
This time it”s my annual trip to Madison, WI for WisCon.
It”s also the 40th anniversary this year.
So I”m on a lot of panels, still a programming Co-Chair and adding on GoH liaison duties for Nalo Hopkinson.
Full public schedule is online Friday, May 27th HeQuisitor, SheQuisitor, TheyQuisitor: The Queer … Continue reading Next week is @WisconSF3.
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Watch Sammus Music”s video below, then come back to this tab.
Trust me, I have reasons.
This song is.
it”s so fucking important to me.
It”s about getting therapy, and as a black woman hearing this from another black woman, it made me sob when I heard her sing this at GX3.
I”ve ….
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Ep.
#120 – “Good Looking Inquisitors” We chat with @cypheroftyr about Bioware games.
Our hundred-and-twentieth episode features Tzufit and Apple Cider talking to Bioware fan and #INeedDiverseGames creator Tanya DePass.

We go over what tickles Tanya’s fancy about Dragon Age and Mass Effect

as well as why the inquisitor’s story is so important.
What We’re ….
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So… I’ve had some time to ruminate on this ‘book‘… “Save the Pearls”.
I put book in air quotes because this doesn’t deserve to be called a book.
It’s a self serving, poor me, white people are OMG oppressed in this far flung, post apocalyptic, fictitious world so this is totally ok, AMIRITE.
oppression fantasy ….
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Black is beautiful, just so we are motherfucking CLEAR.
Black ain”t “less desirable than other races”, “inherently less attractive than other races” So.
we are in the throes of yet ANOTHER online storm about black folks.
Black women”s looks, black women”s bodies, black fathers and the old ass trope of omfg black folks are on ….
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*waves from the ThinkGalacticon 3 ConCom* Hi all

here is my hey, you should come to the nifty local con post, better yet, you should be on panels and volunteer post.

So ThinkGalacticon 3 is happening July 8-10 at Roosevelt University

We have the fabulous Hugo and Nebula nominated Nora K.
Jemisin as our SFF ….
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Here are some con_or_bust auctions with very few or no bids.
Please bid and spread the word about these auctions.
Con or Bust is administered by the Carl Brandon Society.
Learn more.
Make a donation or pay for an item with a PayPal account or credit card (more information) Here”s a quick primer on how ….
Depends, are they going to be held to the same participation & activity standards to keep their partner status as e….
The mug is the “Don”t Forget to Love Each Other” Pride edition.
Unfortunately it also seems to be sol….
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