The Disney Worker’s Strike Authorization: A Stand Against Unfair Labor Practices
Thousands of workers at Disney theme parks and resorts in Southern California have taken a bold stand against alleged unfair labor practices. The union representing over 14,000 employees at Disneyland, Disney California Adventure, Downtown Disney, and Disney-owned hotels announced that their members have authorized a strike. The overwhelming vote in favor of the strike sends a clear message to the company that the workers are united in demanding fair treatment and contracts that reflect their hard work and dedication.
Voicing Concerns and Taking Action
The decision to authorize a strike comes after months of negotiation with Disney, during which workers have faced intimidation, surveillance, and unlawful discipline. The union, comprised of four major trade unions, is seeking fair wages, attendance policies, seniority advancement, and safe working conditions for performers. Despite facing economic hardships such as food and housing insecurity, the workers remain steadfast in their resolve to fight for their rights.
A Historic Stand for Justice
The authorization of a strike does not mean immediate action, as both parties have the opportunity to reach an agreement through continued discussions. However, if a strike does occur, it would be the first at Disneyland in 40 years. The workers are ready to fight back against Disney’s unfair labor practices and are committed to standing together in solidarity.
Moving Forward Towards Fairness
The bargaining committee is dedicated to ongoing talks with Disney to reach a resolution. While Disneyland Cast Members’ contracts expire on June 16 and Disney California Adventure and Downtown Disney staff’s contracts expire on September 30, the strike authorization gives the union the ability to call a strike at any time. As negotiations continue, the workers remain hopeful for a fair and just outcome that acknowledges their contributions to the Disney Resort and ensures a positive future for all involved.
