SETTING THE STANDARDS

Our Commitment To Local 50 Members

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• Add to the by-laws that no union employee will ever make a base salary over $100,000. Currently our president (Angel Esparza) and business manager (Chris Shively) make $120,000 or more! Raises and bonuses will always be in line with our union members' wage increases.

 

• Provide union members with educational in-house courses and webinars to assist with new changes in policies, web training on Disney app navigation, and resources that would be available to union members. 

 

• Extend office hours to SIX days a week. Our union members work the weekend, we should too!

 

• Union presence in the parks DAILY. Having all of the staff (President, Vice President, and business agents) doing daily walks in the park. It should not only occur during an election year! Staff can be directed to your areas to ensure they can assist with any issues.

 

• Institute a strike fund to prepare for future negotiations. This will give us the capacity to mobilize our members and provide some money if we as a union feel that we need to escalate our frustrations to the company. 

 

• Control the stipends for the executive board. (For example, currently, we pay the VP, Matt Grenert $750 a month just to do fliers. The union pulls the executive board for meetings and pays them for their missed shifts. 

 

• We will follow the by-laws and ensure executive leadership is inserted to vacated executive positions instead of adding a new position in the union office so that we are not circumventing the by-laws.

 

• Review and initiate a positive proactive shop steward program by reviewing and updating our shop stewards on engaging and relaying current and relevant information to our members. Continue to provide training to ensure our shop stewards are properly trained on the contract and policies. 

 

• Institute a moral and welfare committee. This will help us focus our efforts on what we need to do as a union to improve membership morale. We strive to build better relationships with our cast members and promise to listen and offer solutions.

 

• Be honest with our union members about donating to our cope fund. If we do not meet our expected goal ANNUALLY, the union pays a HUGE fine. This is YOUR money! The goal is to educate our union members about the Cope Program and how important it is for us! 

 

• We will not do any business with anyone without vetting them first!