Local 362 is recommending a NO vote on the current offer from the Company because Disney can do better.
We deserve fair and equal wage increases every year of the contract. We deserve affordable medical insurance. We can not accept a contract where the increases in medical costs are greater than the raise we achieve. We deserve to take home MORE money, not LESS.
Send a message to Disney: We’re worth more!
Full-Time Contract Vote
Thursday, October 14, 2010
Contemporary Resort, Convention Center
Polls open from 7am-7pm
Vote NO!
Wednesday, October 6, 2010
Tuesday, October 5, 2010
Sentinel Article
http://thedailydisney.com/blog/2010/10/disney-unions-split-before-contract-vote/
Disney unions split before contract vote
Jason Garcia, News — By Staff on October 4, 2010 at 11:38 pm
After more than three months of negotiations, Walt Disney World and its largest labor group are preparing for a potentially fractious vote on a new employment contract.
Three of the six unions that make up Disney’s Service Trades Council — which represents approximately 20,000 full-time workers at the resort — are urging their members to reject the proposed contract in an election tentatively set for Oct. 14.
Two of the council’s other unions have yet to take a position on the contract. And the sixth group is recommending a yes vote.
The split centers in large part on how Disney would distribute raises during the course of the 42-month contract.
Under the proposal, all full-time employees would get a $550 bonus this year and, provided they are not already at the top of their individual pay scale, at least 3 percent raises in 2011, 2012 and 2013.
But employees in select positions would receive larger raises — as much as 4 percent a year. For example, while merchandise workers would get 3 percent increases all three years, monorail employees would get 3.25 percent in 2011, 3.75 percent in 2012 and 4 percent in 2013.
Critics say the proposal is unfair, in part because some of the smallest raises are in less-specialized job classifications where workers already earn less money.
“The people who make the least are those who can least afford to get the smallest percentage increase,” said Julee Jerkovich, secretary-treasurer for United Food and Commercial Workers Local 1625, which represents merchandise employees as well as banquet workers and florists. “We believe that Disney can give raises, and they can give an equal percentage raise.”
Steve Eisenhardt, vice president of labor relations for Walt Disney Parks and Resorts, said each raise is based on a variety of factors unique to each job classification, such as how difficult a position is to fill.
“We evaluate them based on the skills necessary, the market competitiveness, … and we come to a conclusion as to what those increases can be,” Eisenhardt said.
Others say the overall size of the raises are inadequate for a company like Disney, whose theme-park division earned $1.4 billion last year, though that operating profit was down 25 percent from the year before. Many workers, they say, would see their raises largely wiped out by increases in health-insurance premiums.
“OK, these are tough economic times. But not for Disney,” said Donna-Lynne Dalton, a business agent for Teamsters Local 385, which represents bus drivers, characters and others. “It’s tougher than it has been, I’ll give you that. But they’re still doing very well.”
Disney’s Eisenhardt said the raises on the table “are very fair, very competitive in this environment.”
Union leaders say they are pleased with some provisions of the contract. During the two sides’ final bargaining session on Friday, for instance, Disney dropped a proposal to eliminate pensions for new hires and instead institute 401(k) retirement-investment accounts.
Disney is also dangling an extra sweetener in hopes of winning quick approval from workers: a $100 bonus for each employee should the contract be approved on the first vote.
Jason Garcia can be reached at jrgarcia@orlandosentinel.com or 407-420-5414.
Disney unions split before contract vote
Jason Garcia, News — By Staff on October 4, 2010 at 11:38 pm
After more than three months of negotiations, Walt Disney World and its largest labor group are preparing for a potentially fractious vote on a new employment contract.
Three of the six unions that make up Disney’s Service Trades Council — which represents approximately 20,000 full-time workers at the resort — are urging their members to reject the proposed contract in an election tentatively set for Oct. 14.
Two of the council’s other unions have yet to take a position on the contract. And the sixth group is recommending a yes vote.
The split centers in large part on how Disney would distribute raises during the course of the 42-month contract.
Under the proposal, all full-time employees would get a $550 bonus this year and, provided they are not already at the top of their individual pay scale, at least 3 percent raises in 2011, 2012 and 2013.
But employees in select positions would receive larger raises — as much as 4 percent a year. For example, while merchandise workers would get 3 percent increases all three years, monorail employees would get 3.25 percent in 2011, 3.75 percent in 2012 and 4 percent in 2013.
Critics say the proposal is unfair, in part because some of the smallest raises are in less-specialized job classifications where workers already earn less money.
“The people who make the least are those who can least afford to get the smallest percentage increase,” said Julee Jerkovich, secretary-treasurer for United Food and Commercial Workers Local 1625, which represents merchandise employees as well as banquet workers and florists. “We believe that Disney can give raises, and they can give an equal percentage raise.”
Steve Eisenhardt, vice president of labor relations for Walt Disney Parks and Resorts, said each raise is based on a variety of factors unique to each job classification, such as how difficult a position is to fill.
“We evaluate them based on the skills necessary, the market competitiveness, … and we come to a conclusion as to what those increases can be,” Eisenhardt said.
Others say the overall size of the raises are inadequate for a company like Disney, whose theme-park division earned $1.4 billion last year, though that operating profit was down 25 percent from the year before. Many workers, they say, would see their raises largely wiped out by increases in health-insurance premiums.
“OK, these are tough economic times. But not for Disney,” said Donna-Lynne Dalton, a business agent for Teamsters Local 385, which represents bus drivers, characters and others. “It’s tougher than it has been, I’ll give you that. But they’re still doing very well.”
Disney’s Eisenhardt said the raises on the table “are very fair, very competitive in this environment.”
Union leaders say they are pleased with some provisions of the contract. During the two sides’ final bargaining session on Friday, for instance, Disney dropped a proposal to eliminate pensions for new hires and instead institute 401(k) retirement-investment accounts.
Disney is also dangling an extra sweetener in hopes of winning quick approval from workers: a $100 bonus for each employee should the contract be approved on the first vote.
Jason Garcia can be reached at jrgarcia@orlandosentinel.com or 407-420-5414.
Sunday, October 3, 2010
Summary of economics
On October 1, 2010, the Walt Disney Company made it’s “best” offer to the workers on economics. Below is a summary:
Term of Agreement
42 Month Contract – October 3, 2010 through March 29, 2014
Wages
Workers hired before 12/12/1998 – “Topped-out”
10/2/2010 - $550 Bonus
4/3/2011 - 2% wage increase
4/1/2012 - 2.25% wage increase
3/31/2013 - 2.5% wage increase
Workers hired after 12/12/1998 – “In-range”
10/2/2010 - $550 Bonus
4/3/2011 - 3% wage increase
4/1/2012 - 3% wage increase
3/31/2013 - 3% wage increase
Health Insurance
Negotiated caps on the HMO medical plan cost. Increases range from $3 to $12 per week per year depending of the level of coverage and year of the agreement.
Retirement
No change in current benefits
Holidays and Vacation benefits
No change in current benefits
Random Alcohol and drug testing
Ability to test driving roles, but only with agreement from the Union
Ratification bonus
$100 if ratified by members on first contract vote
While tremendous progress was made for the Disney Cast Members throughout negotiations on work rules and job-specific issues, this offer falls short of addressing the needs of the employees as it relates to economics. A contract vote will be scheduled in the near future. REJECT this offer and send the Company back to the bargaining table.
UNITE HERE! Local 362 is recommending a “NO” vote
Term of Agreement
42 Month Contract – October 3, 2010 through March 29, 2014
Wages
Workers hired before 12/12/1998 – “Topped-out”
10/2/2010 - $550 Bonus
4/3/2011 - 2% wage increase
4/1/2012 - 2.25% wage increase
3/31/2013 - 2.5% wage increase
Workers hired after 12/12/1998 – “In-range”
10/2/2010 - $550 Bonus
4/3/2011 - 3% wage increase
4/1/2012 - 3% wage increase
3/31/2013 - 3% wage increase
Health Insurance
Negotiated caps on the HMO medical plan cost. Increases range from $3 to $12 per week per year depending of the level of coverage and year of the agreement.
Retirement
No change in current benefits
Holidays and Vacation benefits
No change in current benefits
Random Alcohol and drug testing
Ability to test driving roles, but only with agreement from the Union
Ratification bonus
$100 if ratified by members on first contract vote
While tremendous progress was made for the Disney Cast Members throughout negotiations on work rules and job-specific issues, this offer falls short of addressing the needs of the employees as it relates to economics. A contract vote will be scheduled in the near future. REJECT this offer and send the Company back to the bargaining table.
UNITE HERE! Local 362 is recommending a “NO” vote
Saturday, October 2, 2010
Disney's "Best" offer
Disney management made it's "best" economic offer late this evening. The overall proposal falls short of the Local 362's bargaining committees goals. In short, wage increases offered to the Cast Members are far too small and get eaten up by the proposed increases in health insurance. The proposal has many workers making less money at the end of the contract.
The Union has been able to protect the Pension plan for all workers.
More details about the entire offer will follow...
A contract vote will be scheduled in the next two weeks. Local 362 is recommending a NO vote to reject the Company's offer. Disney can do better.
The Union has been able to protect the Pension plan for all workers.
More details about the entire offer will follow...
A contract vote will be scheduled in the next two weeks. Local 362 is recommending a NO vote to reject the Company's offer. Disney can do better.
Friday, October 1, 2010
Time is running out...
Union leaders and Disney management continue to negotiate the wages and working conditions for the nearly 30,000 service workers who work hard to make the Disney Corporation successful.
The Union’s Bargaining Committee remains committed to reaching the goals of the members.
- REAL wage increases every year of the contract for every worker
- Maintain affordable and quality health insurance
- A guaranteed retirement plan for every worker
Local 362 will not accept an agreement where any worker makes less money in any year of the contract than they did the year before. It is critical that all wage increases outpace any increase in health insurance costs.
Our contract with Disney expires at midnight on Saturday, October 2, 2010.
A bargaining session will take place on Friday, October 1, 2010 at the Buena Vista Palace in the “Islander” conference room near the pool. The session will start at 1030am and go throughout the day.
The Union’s Bargaining Committee remains committed to reaching the goals of the members.
- REAL wage increases every year of the contract for every worker
- Maintain affordable and quality health insurance
- A guaranteed retirement plan for every worker
Local 362 will not accept an agreement where any worker makes less money in any year of the contract than they did the year before. It is critical that all wage increases outpace any increase in health insurance costs.
Our contract with Disney expires at midnight on Saturday, October 2, 2010.
A bargaining session will take place on Friday, October 1, 2010 at the Buena Vista Palace in the “Islander” conference room near the pool. The session will start at 1030am and go throughout the day.
Monday, September 27, 2010
Main Table update
Main Table negotiations will continue this week on Wednesday and Thursday at the Buena Vista Palace in the "Islander" room located near the pool area. Sessions generally start around 1030am and end around 6pm.
The STCU and Disney have resolved all non-economic issues except random drug testing. The Union has won the right to wear Union pins in off-stage roles, protected Coordinator status and transfer language in last weeks meetings.
Disney has made their opening economic proposal. This proposal is unfaithful to the workers. Shortly put, workers would receive no raise this year and each of the following years would make less money each year because the proposed health care costs are greater than the proposed wage increases. Local 362 will not accept such an offer.
The contract expires this Saturday, October 2 at midnight. The clock is ticking...
The STCU and Disney have resolved all non-economic issues except random drug testing. The Union has won the right to wear Union pins in off-stage roles, protected Coordinator status and transfer language in last weeks meetings.
Disney has made their opening economic proposal. This proposal is unfaithful to the workers. Shortly put, workers would receive no raise this year and each of the following years would make less money each year because the proposed health care costs are greater than the proposed wage increases. Local 362 will not accept such an offer.
The contract expires this Saturday, October 2 at midnight. The clock is ticking...
Saturday, September 18, 2010
AGREEMENT REACHED ON SIDE LETTERS
The Local 362 Side Letter bargaining committee reached a unanimously recommended tentative agreement with Disney management regarding job specific issues on September 17, 2010. After 11 days of bargaining, roughly 300 different rank-and-file members attending, collective action by the entire membership and members directly speaking with Disney Executives, we were able to gain improvements in the wages and working conditions while preventing take-a-ways from the Company.
All of Local 362’s members will benefit from this agreement because of improved Labor/Management language to be able to address workplace issues, improved representation rights and Safety language.
The Custodial Side Letter will contain improvements around scheduling, adding equipment to the Utility premium, transfers to the same job classification and the incident/accident policy. Additionally, Custodial workers required to use rappelling methods for work will gain a fifty cent ($0.50) per hour premium, the utility premium will be increased to forty cents ($0.40) in the second year of the contract and the creation of an Environmental Services position at the Magic Kingdom with a one dollar and fifty cents ($1.50) premium. All Custodial workers will be provided with work shoes starting in 2011 at no cost to the employees.
Attractions Cast Members gained improvements around scheduling and transfers. Academy Artists in the Attractions LOB achieved a forum to address specific issues related to their jobs. All Attractions workers won a ten cent ($0.10) wage adjustment in the second year of the contract in addition to any wage increases negotiated at the Main Table by the STCU.
Auto Plaza, Ticketing and Vacation Planning all restructured their agreements as it relates to cash handling and Operating Guideline errors. Ticketing increased the premium for Ticket Sales to forty cents ($0.40) per hour at Cirque Du Soleil, Disney Quest, the Sports Complex and Water Parks. Both Auto Plaza and Ticketing separated cash handling and Operating Guideline discipline from the general discipline matrix.
All of these improvements represent a major victory for the Local 362 members. There is still tremendous work to do around the overall package at the Main Table, but all Local 362 members should feel proud of the progress made in this agreement. Main Table Negotiations are scheduled over the next two weeks each Tuesday, Wednesday and Thursday. In the very near future, a vote over the Company’s proposal will be scheduled and all members are needed to mobilize for this action. The contract expires on October 2, 2010.
Upcoming Main Table bargaining sessions:
Tuesday, September 21, 2010
Wednesday, September 22, 2010
Thursday, September 23, 2010
Sessions generally start at 10am and end around 6pm
Meetings are held at the Buena Vista Palace Hotel in Islander Room located near the pool area
All of Local 362’s members will benefit from this agreement because of improved Labor/Management language to be able to address workplace issues, improved representation rights and Safety language.
The Custodial Side Letter will contain improvements around scheduling, adding equipment to the Utility premium, transfers to the same job classification and the incident/accident policy. Additionally, Custodial workers required to use rappelling methods for work will gain a fifty cent ($0.50) per hour premium, the utility premium will be increased to forty cents ($0.40) in the second year of the contract and the creation of an Environmental Services position at the Magic Kingdom with a one dollar and fifty cents ($1.50) premium. All Custodial workers will be provided with work shoes starting in 2011 at no cost to the employees.
Attractions Cast Members gained improvements around scheduling and transfers. Academy Artists in the Attractions LOB achieved a forum to address specific issues related to their jobs. All Attractions workers won a ten cent ($0.10) wage adjustment in the second year of the contract in addition to any wage increases negotiated at the Main Table by the STCU.
Auto Plaza, Ticketing and Vacation Planning all restructured their agreements as it relates to cash handling and Operating Guideline errors. Ticketing increased the premium for Ticket Sales to forty cents ($0.40) per hour at Cirque Du Soleil, Disney Quest, the Sports Complex and Water Parks. Both Auto Plaza and Ticketing separated cash handling and Operating Guideline discipline from the general discipline matrix.
All of these improvements represent a major victory for the Local 362 members. There is still tremendous work to do around the overall package at the Main Table, but all Local 362 members should feel proud of the progress made in this agreement. Main Table Negotiations are scheduled over the next two weeks each Tuesday, Wednesday and Thursday. In the very near future, a vote over the Company’s proposal will be scheduled and all members are needed to mobilize for this action. The contract expires on October 2, 2010.
Upcoming Main Table bargaining sessions:
Tuesday, September 21, 2010
Wednesday, September 22, 2010
Thursday, September 23, 2010
Sessions generally start at 10am and end around 6pm
Meetings are held at the Buena Vista Palace Hotel in Islander Room located near the pool area
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