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Machiavellian said:

Well wouldn't that just be your personal view.  Also why would your personal view should be the deciding factor to limit what an artist feel they need to do in order to do their Job.  The company already exposes their people to graphic images because they produce them within their game.  I am not sure exactly what you are expecting.  Have you seen any MK game including the latest one.  The fatalities and brutalities are pretty damn graphic already.  Just because personally you would not view, watch or create this content just mean this type of game, working at that company isn't for you.

So what responsibility does the company need to  provide.  Would it be any different then a Police, Firefighter, Military or any other company that has any type of high stress.  So far no one has found out or even know what NR offer for their employees but instead just throwing out emotional statements.  So a guy got PSTD from working there but then again an employee can get PSTD from any high stress job.  It seems you are judging the company without even knowing what they offer as solutions. 

Still, at the end of the day, if a person cannot cut it at a job they still will need to find another one.  Nothing changes on that front.  If a person tried to be a policeman, firefighter or joined the military and could not cut it, developed PSTD, what do you think would happen.  Yes they can get medical help but as far as the job is concerned they have to find something else.

I've made no emotional statements.  I've simply said the company is responsible for a work environment that unnecessarily harms its employees.  And while some fields have inevitable traumatic experiences like police, firefight, military, healthcare workers, social workers, etc. those are inherent to the field and usually actively mitigated when possible.  There is no inherent need for employees to watch snuff films in view of their co-workers in order to perform their jobs.  And if the current company policy is allowing such exposure, they have at minimal a moral, and probably a legal, responsibility to alter said policy to protect their employees' well-being.