Dave2's page

Hasbro/WOTC does not own the OGL it is a contract. They cannot revoke 1.0 or 1.0a. Or it is very very unlikely. Ryan Dancy the original co-contributor along with the Lawyer Bryan Lewis have indicated that it was meant to be a continues license that was not revokable and cannot be deauthorized. The authorization clause was put in for the drafts going around at the time of the original OGL. So you had to use an authorized version not a draft. They Hasbro/WOTC also had an FAQ indicating this and people could use previous version of OGL if they did not like the new one.

So business were built on the OGL 1.0 and 1.0a contract. It was based on the contract not be revokable and continues. A new version of the OGL can be sone, but anew version of he OGL could be done, however, if you did not like it you could publish under an previous authorized OGL such as 1.0 and 1.0a. If this was not the case no one would have sated a business are done OLG. This is what the original architect had indicted Ryan Dancy.

So you have the co authors of the OGL saying what the contract intent was. In essence what you are saying is valid contracts do not have any value and cannot be up held or enforced. That would be a chilling president to set don't you think. Not sure a Judge would want to attach their name to it.

I would encourage you to check out Roll for Combat that has allot of outstanding guest that talk about this. to include Ryan Dancy

I would love to see a Mythic book. Still think about year off. So maybe the book announced Gen Con 2023 for release in Summer 24. This announcement will be classes dealing Blood Magic. Blood Rager and maybe caster. They mentioned blood Magic was coming in upcoming book.

I think mythic set of rules could go along way toward having over the top characters.

I have always framed d20 games as fantasy sup hero games. Can start humble beginnings and grow into epic heroes. I did kind of house rule to where not everyone is capable of leveling beyond 3rd level which are elite soldiers. Only those touched by gods can go beyond 3rd level. Kinda like Dan Machi. Pathfinder society identifies the divine touched and largest organization of such beings. Say around 200, 000 south beings not including monsters. Pathfinder society sends Devine touched out to deal with monsters that normal people cannot. Characters can have allot of lower level encounters that can make them feel powerful based on how PF2 scales.

I think casters are just fine. Still best utility and healers. No longer the best at everything. That is fine with me. It is ok to have party think hard about not having Champion, Fighter, or Barbarian in the party. AD&D to Pathfinder 1e required casters in the Party.

I would be very happy with a Mythic book. I am pretty happy with the state of things after the release of Secrets of Magic and Guns and Gears. The book of the dead was the icing on the cake.

With the Secrets of Magic and Guns and Gears coming back to back like they did and Dark Archive releasing soon. I think we are on the 2 class a year release schedule now. That book with the 2 classes typically has released in the summer around Gen Con.

I do hope the book they talk about releasing is Mythic but may still be too early yet.

Does anyone remember how many years into Pathfinder 1e it released in. I want to say year 4?

Me too. I will go back to playing Pathfinder 2 and Starfinder. The Union has been recognized and this is something staff and freelancers wanted. Hopefully it will lead to happier and more engaged staff.

If different policies can be shown that that manager had for one group versus another. Yes that is an issue. Do we know if that manager is still there?

Also there are two managers mentioned. Is there 3 or just two and one with multiple instances.

True if they know that employee is phobic.

A company is not responsible for career growth out side the company. Were they denied positions within the company based on that. Yes it would be discriminatory.

As far as husband and wife staying in same room would not be viewed as risk. Even though they are different genders since they are marred. It is possible that that manager got advice that was not forward thinking. This was also 4 to 5 years ago. The advice they may have gotten would be different now.

As far as the employee that was let go so the manager could higher her friend. I am not sure on that, but can say if they indicated that is why they were let go and there was no performance issues sited. Then that employee wins their unemployment case and has an EEOC case and likely settlement.

So it has not been said that certain employees at Paizo are phobic. It has been Paizo is phobic.

I think the Union can be a resource for both staff and Management to go to if they need guidance on possible future situations.

I am very happy Union was recognized. It is great for the staff and Paizo.

As far as Crystals account. It is widely agreed that they were not allowed to share a room. Do we know the reasons behind not sharing a room? Was it due to a certain view of risk and advice they may have got. Or was it due to negative views they held. I do not know. Neither does anyone else. Also one or two bad managers does not make a company and it’s many new employees who may not been there at the time phobic. Even the managers who were there at the time are more than likely not all phobic.

Congratulations to Paizo and staff for the Union which can have a pitiless impact in dealing with these issues.

On the site issue. I did in another post indicate that working from home and thus not needing to live in the area could help with cost of living. They could use Microsoft TEAMs or Zoom. I do think that is something the Union could definitely do. It may save money for Paizo if the could get smaller office since more staff would be working off site.

So I have said that I fully support the Union because the employees are behind it. Happy employees tend to be more engaged and productive. Paizo and their staff would benefit.

The Union however is one step. As I have said they do not have the authority to investigate managers and their misconduct. They could mediate maybe. This would be more when disciplinary actions are involved rather than harassment or abuse. In those cases it more than likely be investigated by management. If staff are not comfortable with that. Then you can reach out to the EEOC. There are big and small cases on their web site.

https://www.eeoc.gov/

So I do support the Union. It is an important step. It is a step though. Other resources may be needed.

I would encourage customers to send email support for the Union to Paizo management.

An EEOC case does not have to be the most wide spread or egregious case. There just has to be evidence that employee A was treated different than employee B due to being discriminated against (Protected Class). So if employee A was suspended for 9 months for an action and employee B did the same action and was suspended for 2 months. You could possibly have an EEOC case. Or for example you have different policies for contract work because someone is part of protected class. You could have case. The evidence can be multiple witnesses to the incident. Emails or the disciplinary action itself. The process starts off by filing the compliant (there is time limit). The EEOC reviews the case and decides if there is evidence support compliant or not. The next step is typically mediation between the employer and compliant. So you do not need a mountain of evidence. Nor is it fantasy for the EEOC to take a case. How do I know. I have been involved in State and Federal EEOC cases. It can help the case if the employer has had multiple compliants filed with the EEOC.

As far as the freelancers go. I agree it is limited pool. There are also limited employers for freelancers in the Rpg field. Two biggest Paizo and Wizards.

My guess is that me. Even if it is more than people who post here. Most have not canceled yet. Also the bulk of their sales probably goes through Amazon who if they have said anything (which I doubt) please post the link. So even if everyone saying they are going to cancel on Twitter does. They will still not go out of business. Also I do not know of any other distributors that have said anything about it. We are also assuming that those on Twitter are the majority of the subscribers. I am not sure they are. So yes I am comfortable in saying Paizo will not go out of business if they do not recognize the Union.

However, as a company Paizo should want happy and engaged staff. This is why they should recognize the Union. Some customers will be happy with them recognizing the Union some will not be. Ultimately the goal should be happy engaged staff who will be more productive and have better products. Which will lead to happier customers.

The Union would look at hiring practices and working conditions. But enforcement would be done by the EEOC and Labor Board. To access those agencies you do not need a Union

Also Paizo will not go out of business because they do not support the Union. The majority of subscribers have not posted here or about this. Also none of the distributors have said anything. So even if everyone who posted in this thread stopped all their subscriptions. Paizo would not go out of business.

The reason I feel they should recognize the Union is employees who are comfortable and happy at work are more engaged and productive employees. Based on the list of Paizo staff at various levels there are concerns about the work place. Recognizes the Union can be a good first step in helping the Paizo staff be more engaged and happy at work.

It is for this reason among others I hope the Union is recognized.

Also the fair labor and standards act by Rosevelt. This is what made it more uniform and enforcement possible. There are many states that do not have a strong Union and enjoy 40 hours week, overtime, and days off thanks to the fair labor and standards act as well as the Unions which Rosevelt supported the idea. So without the Union the fair labor and standards act may never have happened. Without the fair labor and standards act Unions and workers would lack legal protection from working more than 40 without overtime.

So I do hope Washington is strong Union state for Paizo Union.

Many credit the 40 hour work week starting with Henry Ford 1937 who thought workers would be more productive with 40 hour week instead of 48. Then Union was negotiating with GM about working conditions and had sit in strike. To strengthen this idea Franklin Rosevelt did the fair labor standards act in 1938 which strengthen it.

I do not think Wizards/Hasbro is clear on how much will change or be added. They are sending out more surveys in 2022. I think the feedback they get will guide how many options are added and tweaks made.

People may be more prone to try system they were thinking about now that it is known there will be newer version of D&D in 3 years. Maybe not huge amounts but sone may make the switch to PF2.

I would agree. I do not think PF2 will overtake 5e but may pick up some players based on a new addition of 5e being announced. Players may not want to spend the 150 or so on books that will be replaced. Granted now it is still 3 years away. True you could always use Amazon where I think the 3 books are 29 or so. I just think about 2 years out from 5.5 players may try PF2. I hope they do. It is my favorite D20 game. Then Starfinder and 5e.

I do think it will be a refinement and retuning if classes. Maybe some extra crunch in combat ported from DMG. The monster book will have their be stat blocks. I think the will add more feats and maybe feat trees like the attic heaven book. I think they have a frame work, but Dan response to surveys will probably dictate how much they add and tweak. If they do a full open play test then I think more changes will occur.

My thing with critical roll was people often debate that critical roll made D&D5e. Others say no it did not. I am in the camp that think they helped each other. At the time critical roll launched on geek and sundry. D&D 5e had spent time on New York Times best seller list. As critical roll grew I think it definitely helped D&D. The staff at critical roll may want to spread there wings and see. It could even be 2nd campaign. I think they played PF1 for
a bit. So maybe they give PF2 a try.

From a few post back. I should have said I do not have any knowledge the manager who stopped the sharing of the room got HR or legal advise rather than I do know. Sorry.

I think someone said that Paizo had adjusted its stance on customer service coming in to the office. If that is the case. Sarah may want reach out labor board. Had concerns about staff returning. voiced them. then let go. Not to long after Paizo revised stance. Labor Board may be resource available.

At the D&D celebration Ray Witanger Announced redoing the core book for the 50th year of D&D. Some statements were more surveys coming out and there will be ways for customers to provide input to make it the game they want. I do not think at this time they know how extensive changes will be. Many think something like 5.5.

What this might do since new edition announced is PF 2 to close the gap some. I think Pathfinder caught and passed 4th Ed D&D around time 5th was announced.Several things are different. D&D 5th is the best selling rpg all time. D&D 4 th did not sell as well as Wizards wanted. There is not as much discontent as there was with 4th. But, what I do think sales of D&D 5th core books will slow down. Especially at local game stores where the set is 150. Selling this at local store may be hard since need to replace 3 years. You can get them on Amazon much cheaper.

I do think there is some room for PF2 to capture some players looking for more player options and even new players. With guns and gears around the corner allot of favorite classes have shown up with PF2. If you wanted swing for fenced you could even try to approach Critical Roll about PF2 streaming show. They started with PF2

Should be interesting 3 years.

I do think when D&D 5.5/6 hits it will sell a bunch. There are 3
years till then

One of the many concerns this week was the low pay of staff. Being a game developer is not the highest paying job out there. There are also a limited number of these jobs. This can be compounded by many companies be based in expensive areas to live. Paizo is in Seattle.

As COVID 19 hit many companies went to virtual work. I wonder if Paizo could not use that with the majority of their staff. With Microsoft Teams or Zooms files can be shared and edited by groups. Is their a need for staff to be in the office or even live in the Seattle Area. Certain higher level staff and warehouse maybe. But customer service, editing, design, and development could be done virtually.

What this does is allow staff to be in different parts of the country and have their salary go farther. 60, 0000 in New Mexico may go allot farther than Seattle. It could be a good salary in New Mexico, but near the poverty level in Seattle.

It also saves staff gas on driving to and from work.

Staff could work from home and customize their work environment.

It could possibly could cut down on child or day cost staff may
have.

What it does for Paizo is potentially expand pool of applicants due to not being required to live in Seattle.

Help retain staff that do move due to family getting different jobs.

Lower cost of building maintenance and upkeep. Could move the smaller amount of staff to different building.

Warehouse would remain the same.

Would need an IT person to coordinate IT services for people not at the main office and set up IT contracts for computer trouble shooting and getting staff technology they need.

HR to set up direct deposit. Beyond that full time HR could look at Benefits like insurance and 401k things

It is just food for thought. It is benefit for staff with changing the structure some. Paizo staff or working from home now.

Well not my own thoughts. As I stated no issues at all with self identification and I would have no issues within sharing a room. As far as ongoing issues going on Labor Board and EEOC are some avenues for help.

As far as passionate argument was trying for dispassionate, but I guess failed. I have always been more of phone or phase to phase person. It is hard to see the emotion behind emails or post.

The reality is I have no idea what happened with that situation. Was the managers decision based on bad advise from someone (HR Consultant). If so this could be corrected by HR staff and training. If it was based on discriminatory view. This is more problematic and may need intervention of Labor Board or EEOC.

The arguments were hypocritical thoughts of others. Maybe the advise the manager was given (If they were given any advice. I do know if they were).

As far as nothing happening. I do think something did happen. I could have worded better by not saying loses credibility due to not filing grievance. I would hope they were aware of the two groups (EEOC and Labor Board) maybe not. Even if they were aware and choose not to file that does not mean nothing happened. I would hope they would have, but I am not in their situation and have all the details of why or why they did not file a complaint with Labor Board or EEOC.

True it does not. Hopefully moving forward HR staff can help with coming up with better and inclusive policies. Having managers do this without any knowledge of HR policy presence or laws is not good idea. This is evidence by the denial of room sharing. I think an HR person could have provided better guidance at the time.

As I have said I think they should be allowed to share a room. I also think a person should be able to self identify.

All the post I have made here is not to justify Paizo or the managers actions. Just what the thought process might have been at the time however flawed.

Finally the labor Board and EEOC references are not so much for staff who have left but current staff who may not have means for a lawyer. It is another avenue for them to pursue if facing similar situations.

Nope these are labor lawyers. So not HR. Also would not invalidate HR consultants over people posting here.

https://www.avvo.com/legal-answers/is-it-illegal-for-an-employer-to-require -male---fe-1116890.html

So no they have not provided more proof than I have. What I was asked was to provide sources on how men and women sharing a room is not advised due to the potential of a harassment case. Some take it step farther and say sharing a room at all.

Then I said share a room may be more of complex issue than what is thought. At the time of the incident was self identification legally recognized. If it was at that time there could be case. If not then it could be viewed as an issue by them and decided against sharing a room because Gen Con was a voluntary activity and not part of the job description.

If an EEOC case was done through mediation they would be talking about it due to the mediation being confidential. If there was a court case you would know. Also repeated violations could lead to escalation by the EEOC such as court case. Issues seem to have continued.

If they did sue the damages would likely not outweigh the legal cost. Maybe 2 or 3 times yearly salary. They were denied going to Gen con a voluntary activity. Networking with other potential employers.

So at the time they denied the room sharing it could have been based on bad policy at the time. What was there to guide them though. Was there legal presidents and guidelines for self identification. I have not seen any so I do not know.

Moving forward they have taken a step forward if they hire an HR person.
I

Once again you do not have to any money to go through the labor board or EEOC. They can provide mediation or taking an employer to court. Instead of talking about suing and the money it would take. Said employees could have and can go through these agencies. It can also provide some protection from retaliation. So there is no need at all to get a lawyer.

I do not know why you keep saying I said there were laws about employees staying in a room together. Never said that and have repeatedly said so. What I did say was that if there was not precedents or laws recognizing someone’s self identification. There could be potential harassment issues if the person was self identify as a women but there was no legal or presedence to acknowledge that. I provided what labor lawyers said about a man sharing a room with a women. Now the person does not identify as a man but is there legal presedence to back that up.
You are saying there is great you may want to share that to help other transgender people with these presedence they could share with the EEOC or labor board when they file compliant. They do not have to get a lawyer or sue. The lawyer would be looking at EEOC laws as it is.

So I was asked to reference my sources for possible harassment issues that can arise with men sharing a room with women. I am glad you won your case. Can you please reference the laws that allow a persons self identification to be legally recognized. Where this is important is that if someone self identifies as women but it is not legally recognized then this is where the issues can occur. So siting such court presidences or any state laws would be helpful for many people.

If they existed at the time of the incident then there is strong discrimination case.

You took the state of California out of context. The rest is why it is important to bring in the labor board or the EEOC the provide protection for staff. It created change at Blizzard. It also creates a record of cases. This part is important to help create change. Posting on Twitter or public forums may get statements but the same issues seem to be occurring.

I will say this. There is a limit on when you can file a federal EEOC compliant. Want to say 160 days after incident. That could be wrong. There is time frame though.

It is not necessarily silly due to the state of California being involved. There may not be mountains of evidence but going through the EEOC or labor board creates a case. It is record of the compliant. Court may not be the outcome. Issues can get resolved in mediation. I used that example because using EEOC or the labor board can impact more change than tweets or public forums. Company says it is going to change and in act change 5 years later still may have same problems. Going through EEOC or labor board creates that record.

If that is the case. If in the state of Washington self identification is recognized and was at the time of the incident. Then yes it would be discrimination. They should have gone labor board or EEOC. When looking at self identification laws I saw Washington was voluntary self identification. This did not say the self identification would be recognized in court. However, if I am wrong and it is recognized then you all are right and it was discriminatory. Sorry about that did not know laws were in place to recognize self identification. I could not find any when I searched. I am not expert though.

So if that is the case then as mentioned those individuals to impact greater change should go to the labor board or EEOC who could assist them with their issues. Those agencies can investigate, mediate, and fine companies.

Blizzard entertainment is an example of that with the state of California. It has had an impact at Blizzard.

Never said it was against the law or illegal. I have said it can present an un needed risk of possible harassment charges. So having two employees share room by going to a voluntary activity (conventions) could have seemed like a risk not worth taking at the time. Why would a company take that risk on voluntary activity.

We are probably never going to have going to know all the details. I do not. My whole point in this is it may not be as simple an issue as people think. As I have said before would I think it is ok for Amanda and Crystal to share a room. Sure. Once again though it does not matter what I think.

I do think it is very good idea to have full time HR staff.
Having worked in government for close to 24 years there can be a lot of variables to complaints of conduct or harassment charges. Have dealt state and federal
EEOC investigations. Have worked with staff who have had medical diagnosis/disabilities there are often complex issue to be dealt with.

As a information referral there is state agency in every state that helps individuals with medical diagnosis/disabilities find a job, keep a job, or advance in a job.

Type in. Vocational Rehabilitation services state of
Type in your state.

Before anyone says it no I am not saying Amanda or Crystal had a medical diagnosis/disability.

True but where is the proof that Paizo did it to be harmful or discriminatory. We do not know if they consulted a labor lawyer or not.

So here you go on the issue of male and female staff staying together. It is the opinion of few labor attorneys. Also remember if conversations were voluntary then they may not want to take on any perceived risk

https://www.avvo.com/legal-answers/is-it-illegal-for-an-employer-to-require -male---fe-1116890.html

Several things. First as I pointed out the scenario with Crystal and Amanda may have been fine. Once the company says it is ok for them. Then it is ok for anyone in the future. There is no labor lawyer who is going to say that it is advisable. Do an internet search if you do not agree. At the time this happened there were no clear laws or guidelines on self identification and how someone is recognized. There was recent Supreme Court case concerning the use of bathrooms that has given some clarity. So no company may not want to take the perceived risk.

Another important factor is going to conventions a required job duty or voluntary. I do not know the answer to that or how Paizo selects staff from the development department to go. Based on interviews I have seen from staff it does seem to be voluntary. If it is not a required job duty then an employer will definitely not take any perceived risks based on voluntary activity. As far as damaging the ability to network. It is not an employers responsibility to help employees network with other employers.

Finally to those saying that these are perceived and cooked up scenarios. Look at male and female staff staying together on business trips. The labor lawyers advise against it based on perceived risk of harassment.
As far as making it political, I believe I said to get involved so laws can be passed to help with self identification.

I do think having an HR staff member is a good idea to help with all the labor and work laws. It can be a valuable resource for the company and employees.

As far as the 3 or 4 people who say you are wrong. If you work have you gone to HR and asked? You saying someone is wrong or right does not make it true.

It does matter. So if the state recognizes the transgender person as male then what any kind of trip where they stay together even if they agreed causes possible harassment issues that company will not risk having.

Also based on saying that to site the federal guidelines. They do not do it for same reason I stated above. There are too many issues to mention on having male and female co workers stay together. If you think this is false ask any HR or HR lawyer and see what they say.

As far as the state law goes. I do not know how to explain it differently. It all comes down to does the state recognize the transgender persons self identification as a women or does the state or maybe if the state does not have any laws concerning this they would be recognized as man. Is there anything that legally recognizes that self identification.

I do not disagree with self identification of a person. However it does not matter what Dave 2 thinks. It is going to be based on what the state says about self identification. This is why I said it can be complex issue.

There is no state law that prohibits men staying with women. However, I know of no company, state, or federal agency that would have men stay with women co workers in business setting/trip. This is due to potential harassment issues that could arise.

The legal system Sorry. So if a employee (not Crystal and Amanda) stayed in the same room. One is transgender person identify as a women the other person is a women. The women becomes upset that they had to stay in the same room as the transgender person and filed a harassment case. If the state recognizes that transgender person as a male then the women could have a strong harassment case since she had to stay in the same room as what the state recognizes as a man.

This is what if but HR and HR lawyers would advise against it.

Let me say this though. If the state recognizes the transgender person who has identified as a women as a women and you did not allow them to go and share a room with another female staff member that would be discriminatory.

One thing I will say is having a full time HR staff is very good idea.

So here is the thing. Having worked in Government for years. Also knowing people in state and federal HR. Companies/employers are allowed to say very little about former employees. They worked there, start, and
end dates of employment. They cannot discuss why someone is not there anymore without legal ramifications. So that fact that Paizo has not given reasons for why employees are not there is common HR
Practice. Former employees, however can say what they want about company. There can be some risk of slander however. One trend I have found disturbing is taking someone’s accusations as the facts. Just because an accusation is made does not make it true. There are often two sides. Often an investigation of an incident from one employee to another may come down to hearsay (He said she said). In those cases where not multiple witnesses of the incident or emails etc. often one what is done is talking to staff in general about said incident and documenting the training.

I will say this about something in Rpg.net. It describes how transgender staff were not allowed to share room with staff. It said that the transgender staff asked non transgender staff to share a room. The non transgender staff said it was fine. They transgender staff was not allowed to share room and go to Gen con. What is not know is the non transgender staff could have gone to their manager (behind closed doors) and said they were not comfortable staying in the room wi the transgender staff.

Finally looking at these allegations. We’re EEOC complaints done? If no it looses some credibility with me.

I am actually fine with whatever 2 classes are coming.
With Guns & Gears coming in October for me the game
will be 98.5 percent done with my wishlist. The only thing
to round it out would be a Mythic book. So I am vey curious, but fine with whatever the 2 classes are. It is weird not being at
Gen Con. Friends and me had started going when Pathfinder launched. Next year 2022 will definitely try to go.

It is year I retire from working for State of Texas and Vocational Rehabilitation That is state service that helps individuals with
Medical Diagnosis/Disability find, maintain or advance in job. It is state service in all the states. Can find the Vocational Rehabilitation program in your state by doing search
Vocational Rehabilitation state of——-. Put in your state.

25 plus years went by fast.

It can also take several days to update. I only have
had one time where it did not show up at all then just
arrived at the house.

I do know that if you go the USPS priority mail route Paizo does not get the tracking number, but you can sign up for informed delivery with USPS.com and about 99 percent time the tracking info will show up in your informed delivery account about tracking info for the
package.

I am pretty happy release schedule. With Secrets of Magic and Guns & Gears coming out. For me the game will have about 98.5 percent of what I want. The
other 1.5 is Mythic/Epic play.

So
1) Mythic/Epic book. Maybe pair it adventure path where
you battle the Whispering Tyrant. The shinning Crusade was mythic/epic. Person became god related to it. Think this maybe 2 years off
2) Demon focused book. Have an undead monster
manual coming March.
3) Oriental adventures style book with the Samurai and
Ninja. Some Monk options sprinkled in. Tian Xai expanded in book.
4) Darklands.

Really do not know what next Gen Con book is
Would have bet money would be Guns & Gears
I am glad getting it September/October. But, leaves
Loss what next Two classes are for next Gen Con 2022.
It could be the Occult style book. Not sure how popular
It was. Definitely fits theme though.

I am also very glad PF2 is doing well. It is my favorite d20 game. Followed by Starfinder and 5e

I am more excited about this book after Paizo Con than I was before. The Magus is growing on me. Might be top 3 classes. The new architype options seem interesting. I wonder if Guns and Gears will carry that idea over for martial characters.

Comparing any table Top RPG to Magic is Pointless. It is the biggest money maker in Board, RPG, or war games. I would almost say that it makes more than Monopoly for Hasbro. I would be curious to see the numbers between the two. I will say that D&D is closing the Gap and Wizards is getting its own division now.

Moving the Topic back. I am huge Pathfinder 2 fan. More choices each class, the architype system is great. Critical hits and misses if you hit or miss by 10. To me it is the best d20 game bar none. 2nd place is Starfinder and D&D 5e. Armor class also scales with level. I do not think that gets mentioned enough.

Any how that is just my take.

Happy with the it (PF2 casters) from rebalancing aspect. 5e rebalanced 3.5 and PF2 rebalanced casters from PF1. Whenever caster are rebalanced these post usually come up. 3.5 being far end spectrum with damage and multiple save or die spells and contingencies. PF1 cleaned that up some. 5e took it further with rebalancing spell damage. PF2 further rebalancing. I like a more balanced system some do not.

I have been a hardcore fan of PF2. I think it is the best d20 game out there. It would go PF2, Starfinder 5e tied, and 13th Age. PF2 is outstanding. Thank you.

Automatic Bonus Progression and Relics. Monster Creation and the NPCs were also nice. Overall really liked the book.

Looking at how fast the PF2 core Rulebook went to best seller on Amazon it is doing better than PF1. It hit best seller quite a bit faster than PF1. I would also guess that Amazon is their biggest retailer by wide margin for Paizo.

As far as switching the group I have switched to PF 2 and have not looked back. The 3.0/3.5 Pathfinder engine is 20 years old and had showed its age.

I definitely like this better than the PF1 Game Mastery Guide. The character progression without magic item variant and the relic item system were worth the price of admission alone for me. Throw in monster creation and chase rules and we have a great book. Well done!