Walt Disney Union Case Study

Unions are organizations that negotiate with corporations, businesses and other organizations on behalf of union members. Unions raise wages of unionize workers, and also increase the compensation package in regards to benefits, retirement, etc. Unions can set a pay standard and can also be used as a standard for non-union workers. Since the Unions are for the employee they negotiate with businesses for a decent inclusive compensation package. Unions negotiate for the group and not for an individual employee. If negotiations are not met, then there is the chance of strike, this can impact the company.
Describe the impact of the union on wages within your organization. If your organization's employees are not represented by a union, discuss how union representation might positively or negatively impact employee standards.
The impact union negotiations has impacted The Walt Disney Company in that Disney would increase initial salary from $8.03 an hour to $10 an hour by July 2016. In addition to, regular full-time employees who are not at the top of their pay scales would get “three raises of at least 50 cents an hour, while those employees

who have reached the top of the pay grade would get three raises of 30 cents an hour”. Disney would continue to pay 75 percent of the cost, on average towards health insurance premiums. However Disney furthermore requests its unions to give up pensions for new employs starting Jan. 1, 2016. Those workforces would in its place be enrolled in 401(k) investment plans with a 3 percent company match. Ed Chambers who is the president of the Service Trades Council, the coalition of six unions that together represent more than 20,000 full-time workers at Disney World is happy with Disney's pay agreement. There is concern in regards towards insufficient increases for those employees at the top of their pay grade. This offer “is putting emphasis on our goal of improving the wages of the masses and getting closer to our idea of a living wage". Kim Prunty, a spokesperson for Disney World, believed the proposal "reflects Disney’s appreciation and care for our cast members and our commitment to providing a leading employment package."
Are employees from your organization's competitors represented by a union? If so, has the union representation provided a competitive advantage or some sort of hindrance? Explain.
Disney’s biggest competition is Twenty First Century Fox and Time Warner employees are both union and non-union workers (Unknown, n.d.).

This has provided a competitive advantage for the companies. Companies of choice provide a comprehensive employee benefits package like Disney to attract and retain employees. A smart- compensation package that offers a fair market wage, benefits that include health, educational reimbursement, and flexible work schedule, paid time off, sick benefits can help attract the right employees. In today’s corporate world and competitive economy, it is a competition to recognize these gifted workers who can profit your business. A “strategic perspective focuses on those compensation choices that help the organization gain and sustain competitive advantage” (Milkovich,

2010).
Every organization must comply with government regulations. Describe the proactive activities that your organization uses to ensure compliance with regulations and to avoid claims of discrimination.
The multicultural mix is a huge part of the professional world, most businesses employ persons from all over the world so now you have to know what their culture is like so as to not offend them (Lewis, n.d.). Companies benefit because they are recruiting and selecting talent that can help grow their business. It is the policy of The Walt Disney Company to provide equal opportunity for all employees and applicants for employment without regard to race, religion, color, sex, sexual orientation, gender identity, national origin, age, marital status, covered veteran status, mental or physical disability, pregnancy, or any other basis prohibited by state or federal law. This policy extends, but is not limited, to recruitment and employment, promotion, demotion, transfer, layoff, termination, rate of pay and other forms of compensation, education, and training