Originally Posted By Darkbeer <a href="http://www.ufcw324.org/032206disneymeetinghandout.pdf" target="_blank">http://www.ufcw324.org/032206d isneymeetinghandout.pdf</a> The Master Service Joint Council, which consists of four unions (UFCW, IBT, SEIU and BCT) has come to agreement and set a vote for ratification this Saturday, March 25th. No details have been released >>We have reached a settlement with Disneyland for a new collective bargaining agreement which has the full recommendation of your bargaining committee. This offer will be completely explained and you will have the opportunity to vote by secret ballot on the offer as follows<< By the way, this info first came from John_CM in the "Strike News" thread, but I thought it was important enough to start a new topic to let folks know.
Originally Posted By Westsider I just posted this in the other strike thread, but I meant to put it here... Good, it's all over. This news got out in Attractions tonight too, and I got a text message just awhile ago telling me that everyone at work was talking about it. We vote on Saturday, there will be no strike, and now we can get back to talking about how the Pirates rehab is one of the seven signs of the apocolypse. It will be very nice to get things back to normal.
Originally Posted By jibbly Thanks for posting this as a seperate topic. I would have missed it in the big strike thread.
Originally Posted By Darkbeer Here is a summary of key changes to the current contract. NOTE: This is a summary and actual contract language supersedes any information. Wages- For Current Cast Members Effective 3/16/06 *Bonus Payments for all CM' at top rate of current structure and all overscale CMs as follows: Top rate and overscale CMs at $100 per year of service to a maximum of $2800. *Collapsing the 6 year structure to the 4 year structure: 4 & 5 year CRs go to the RFT top rate and 3 year CRs go to the RFT 3 year rate. *Upon ratification, $0.20/hr increase to merchandise CM toprate and overscale. 3/16/08, $0.15/hr increase to merchandise top rate and overscale. *Candy Makers: $0.25/hr increase to base rate *Night Custodial: $0.25/hr increase to base rate in exchange for 8 hours pay for 8 hours worked versus 7.5 hours worked. *Start Rate: All regular CMs at the start rate of $7.83 will move to the new start rate of $8.20 For Current Cast Members Effective 3/16/07 and 3/16/08 3/16/07- 3.0%- ind. wage increase to all regular non-top rate CMs 3/16/07- 3.5%- ind. wage increase to all top rate/overscale CMs 3/16/08- 3.0%- ind. wage increase to all regular non-top rate CMs 3/16/08- 3.5%- ind. wage increase to all top rate/overscale CMs New Hires after 3/16/06 New Hire Wage Progression: (increase effective on anniversary date of contract) Start: $8.20. Year 1:$8.53 Year 2:$8.88 Year 3:$9.24 Year 4: $9.61 Year 5: $10.00 Tipped CMs shall remain at their current rate of $6.75/hr Shift Premiums: -Silhouette Paster, Embroidery Writing $0.25 -Merchandise Stock Duties and Stroller Repairs $0.50 -Merchandise Watch Assembler $0.65 -3rd shift differential (everyone) $0.75 - Stock Replenishment (SRS), Visual Specialist, Mail order $1.00 -DC Equipment Specialist, Property Control Specialist $1.25 -Working Leads*, Schedulers*, Trainers $1.25 -General Leads $1.75 *will red-circle WL,GL, or scheduler who has been assigned 50% or more to these premium positions & paid over top rate. Work Status: *Work Status Changes: Regular Full-Time & Regular Parti Time combined into RFT status defined as working 5 days per week between 30 and 40 hours per week. Casual Regualr will be defined as normally scheduled to work less than 30 hours per week and less than 5 days. *Guarentees of Hours or Schedules: guarentee of 40 hours scheduled & number of positions for RFTs, guarentee of 30 hours scheduled and number of positions for current RPTs, and guarentee of 30 hours scheduled for current HCRs is CMs provide availability. This agreement would be temporarily invalidated in the event of a catastrophic circumstance. Health/Welfare: *Eligibility for Disney H&W benefits to be modified from 25 to 30 hours per week and working 5 days a week. Eligibility for benefits after 90 days of service as an RFT employee. Provide for a new monitoring process that will allow current CMs with benefits to maintain benefited status if they provide availability and accept a RFT position when offered. *stepchildren and grandchildren added to bereavement leave which can now be up to 5 days. Holidays: *CR New Hires: eligible for 5 paid holidays if worked, paid at time and one half. After 3 years of service, eligible for 5 additional holidays paid at time and one half. *Current CRs: continue to be eligible for 10 paid holidays *Washington's Birthday to become President's Day. *New Year's Day exchanged for New Years Eve Day Vacations: *CR New hires: not eligible to accrue vacation *crrent CRs and all RFTs: CMs will continue to accrue vacation *Pre-approved: enchancement to pre-approved vacation periods and reviews *One time sick/vacation leave payouts to be paid any week of the year a CM requests. College Program: the establishment of a College Program that will provide educational benefits for Cast Members worked in either a 5 month or 7 month program. No impact to scheduling seniority for current CRs. *Utilize selection criteria to hire RFTs offer internally before going to external market. *Interchangeability of CMs between DL & DCA when regular CMs are not available at straight time. *Flexibility to train and assign CMs to job assignments or work locations and pay applicable rate. *180 days from seperation for loss of US employment eligiblity Company agrees to reinstate after proof of eligiblity is provided. DCA Flow-Thru- *All new terms and conditions contained in the Disneyland Park Master Services Agreement shall be implemented in the DCA Agreement on the same basis and on the same effective dates cotained in the DL Park Master Services Agreement, including consolidation RFT/CR job classification and the College Program *Contract Language will be provided and included in the Disneyland Park Master Services Agreement and this Summary of Key Changes shall not supersede the actual contract language.
Originally Posted By woody I guess I shouldn't feel so bad. My hourly wage increase was many times over 15 to 25 cents per hour. hmm... new employees will make $10 per hour after 5 years. 5 days vacation. I suppose they can visit Las Vegas on their spare time. Someone stop me from applying at Disneyland!!!
Originally Posted By imagineer1985 This Contract sucks for Everyone Who want to work at disneyland. But its not so bad for me since i never was able get benifits in the first place. Rumblings is that that their will probably be a large no vote but it will still pass. No more Threads about how fast AP's would have and should had crossed a picket line. It will be remembered.
Originally Posted By iluvdisneyland They got a lot of good things, but I'm wondering if the price was still too high... We'll see.. my biggest concern is line scheduling.
Originally Posted By cmpaley >>No more Threads about how fast AP's would have and should had crossed a picket lin<< For the record, as a union member who works for the State, I would have respected the strike and not gone to the parks if a strike was on.
Originally Posted By rader22 The only thing in there that I find disturbing is just how little cast memebers make. I cannot believe that it takes fiver years to reach 10.00. That is as bad as where my roommate works and that is even in a casino here in Las Vegas. He's been with company for eight years now and is barely over 10.00. I really hate companies like that even Disney. I just hope one day they wake up and see that hey are only hurting themselves.
Originally Posted By momsalt1 cmpaley, I'm right there with you. I have an AP and we are going to be at the park April 10-15...but there is no way we would have crossed the picket line.
Originally Posted By Alyssa3467 The theory was that Passholders who supported the Cast Members would enter the park and utilize its resources without spending money at the Resort, and causing management grief due to being understaffed, since the Cross U's supposedly can't work their way out of a paper bag. The thought was that management would be more flustered by having a crowded park they couldn't handle, with guests not paying for anything, than by an empty park.
Originally Posted By John_CM The $10 thing is a little strange. I was making over $10 after 4 years with the company, but I started at $7.21. The new hires have to wait 5 years to reach exactly $10.00. In other words, they only get $1.80 in raises over 5 years.
Originally Posted By woody >>That is as bad as where my roommate works and that is even in a casino here in Las Vegas. He's been with company for eight years now and is barely over 10.00.<< At least it is cheaper to live in Las Vegas. Rent is less than half as much in Las Vegas than Orange County. I'm sure food and gas is cheaper, especially with the $1.50 hot dogs. At Disneyland, you have to pay around $7.00 for a hot dog and chips.
Originally Posted By Darkbeer Someone on another board said that the vote was 64% in favor, 36% against.
Originally Posted By HRM Wait... Do I understand correctly that ANY CM starting has to begin at the stated Starting Rate, regardless of experience and skills? Also is the year to year increase a set amount, regardless of performance level?
Originally Posted By bean just went to visit friends in vegas two weeks ago. Gas is not cheaper than orange county.
Originally Posted By warpdrvr >>>>No more Threads about how fast AP's would have and should had crossed a picket lin<< For the record, as a union member who works for the State, I would have respected the strike and not gone to the parks if a strike was on.<< Also for the record, as a fellow union brother, I would have not crossed either if the parks were on strike.
Originally Posted By SuperDry <<< Wait... Do I understand correctly that ANY CM starting has to begin at the stated Starting Rate, regardless of experience and skills? Also is the year to year increase a set amount, regardless of performance level? >>> Isn't that the essence of a collective bargaining agreement?
Originally Posted By HRM >> <<< Wait... Do I understand correctly that ANY CM starting has to begin at the stated Starting Rate, regardless of experience and skills? Also is the year to year increase a set amount, regardless of performance level? >>> Isn't that the essence of a collective bargaining agreement? << YES But for some reason, call it my naivette (sp?), I thought that DL CMs actually get performance increases based on actual performance ratings... if not, and the annual increase is an automatic -- why should a person ever perform at a high level, if just by showing up he/she/it will get a raise? I mean just don't be late, and show up...
