SPFPA Local 1955 Disneyland Security Officers VOTE NO to Its SPFPA Contract & YES to STRIKE
- May 3
- 38 min read
Updated: 2 days ago
Disneyland 3rd Tentative Agreement Reached see the FULL Red Line Agreement below - Download Below to Read it.
SPFPA Local 1955 Members thoughts we just received.
Does this “negotiator” on our behalf, even know how to negotiate? Asking seriously
Did they skip 2027 on that little pretty breakdown and also is this still an actual four-year contract when we voted no for a four-year contract?
Wouldn’t the 2027 increase be 26.93 according to the chart?? Not 28? Why do I feel like they are trying to trick us?
exactly!!! It’s all a wording game
We want 28$ now, not by October 1st and a dollar raise every year with no years skipped
We're only getting shorted out 6 months of the increase. Why not just agree to the full 7.55% increase as of April 01, 2026 all together instead of making it seem like its a better deal then the previous one? Essentially its the same BS deal as before if not even worse. Cause we are getting .45% less than the previous contract. Longevity was decreased and still starts till 2028, and premiums, some decreased by .25 cents.
Did we not ask for at least $28 upon ratification? They’re just trying to give our 2027 raise early if we vote yes.
Kale Pelekane how was this the best version so far you lost a dollar premium for hotels and in parks longevity is still a fraction and doesn’t start until 28 and your second year went from a 4% to a 3.55%
Premium diminishes air roll, no matter where you work and it makes it the manager. The manager can select who there’s want to have in those locations. I’m not in favor of anybody having a premium for where they work put it into the Pay. Everybody gets a fair share I do have a problem with the loss in longevity and you will too when you’ve been here 10 years.
So if this contract passes by majority of votes of members, does it means that we still attach to international and not able to get rid if them for another 3 years?
Contract is 4 years. April 1, 2026 - March 31, 2030
After a quick read through of the contract I noticed the Step 1 clause is still there, not good, and this is still a 4 year contract, also not good. On the plus side, congratulations to those who got assigned lockers 🎉
Don’t even think about building a long-term career with this company. Longevity means absolutely nothing anymore. This is now the FOURTH contract where employees of 10 or more years have been left behind, and somehow this third proposal is an even bigger joke than the first two.
Meanwhile, other unions across the company are walking away with strong contracts while ours continues to set the bar lower and lower. That’s not “hard bargaining” — that’s failure.
Great job, negotiating team. I hope you all enjoyed your meals, and your time in Florida while the membership continues to get sold out at the table.
People are tired of excuses. We’re tired of being told to settle. And we’re tired of watching our value disappear while being expected to smile and accept less every single contract cycle.
The first contract was giving cash members in our department, an extra $.75 an hour starting this year. At least that’s what I thought.
Dru Lirios Johnson
Karen Chapman yes and a three year contract.
I don’t like this one either. If we say yes to this contract, we’ll get $28 in October but no raise and 2027 if I’m reading that right.
“Confidence without knowledge is just arrogance wearing a disguise.”
I will pray for you brother to find peace in your beautiful heart!
With that said,
I’M STILL VOTING ➡️NO⬅️‼️
Thefirst TA was 3 years not 4. I dont believe that this crap about about paying new hires/transfers only 90% of the minimum rate for 52 weeks was in the first one. The longevity pay in the first one was $.75 for 10+ years and $1.50 for 20+ years. The hotel/park premium was $1.
In plain English:
Raises calculated
2026 = $2.00 $26.00 + $2.00 =$28.00
2027 = $0.0. $28.00 + $0.0 =$28.00
2028 = $1.12. $28.00 + $1.12 =$29.12
2029 = $1.16. $29.12 + $1.16 =$30.28
2030 = ?????
Contract is a 4 year contract.
Nothing has changed from the last contract we all voted. If I am wrong with my assessment please let me know.
I believe it's...
4/1/26 - 9/30/26 = $27.04
10/1/26 - 3/31/28 = $28
4/1/28 - 3/31/29 = $29.12
4/2/29 - 3/31/30 = $30.28
Last TA was
4/1/26 = $27.04
4/1/27 = $28.12
4/1/28 = $29.25
4/1/29 = $30.42
Parks and Hotels get $0.25 premium now and $0.50 in 2028.
Any other differences from the last TA we voted down?
Based on how it’s being done the next contract will give us 30.00 in a year and no raises for the next 5 lol. We are screwed lol
Nothing!!!
No you’re right, they are just acceleration a dollar more in October.
I’m like 90% sure the pay raise is exactly
The same as last contract and all they did was reword it and be deceptive about it 😂😂
Once again the backbone of security (Screeners) get overlooked lmaoooo
What is th structure rate for new hires. What does that even mean. Is it really true for new hire will only get paid 90% and if so what would keep the company from replacing our hours with new hires
This is exactly what Costco does. Sundays when they make 1.5x pay they schedule all the newer people that don't make as much.
And who would be considered a "New Hire". Everyone hired after contracted voted and approved in a few days or everyone hire after April 1, 2026? There currently is a class of about 22 Security Hosts who were hired at $26.00. If they drop to $24.34, they won't be happy.
Look, we need to talk about this flyer.
The "$28.00 in 2026" headline looks great on paper, but if you actually sit down and do the math, the numbers tell a completely different story. We’re being sold a "big raise" this year by sacrificing our entire raise for next year.
Here is what is actually happening in the fine print:
1. The 2027 Raise is Disappearing
The Union is claiming we get a $2.00 raise this year. We don't. We get a 4% raise in April ($1.04 if you’re at $26). The only way we hit $28 is by "pulling forward" our 2027 raise to October.
The Result: From October 1, 2026, all the way until April 1, 2028 a full 18 months we will see ZERO increase in our paychecks. They are just front-loading our own money to make the deal look better than it is.
2. The Ratification Pressure
Notice the deadline? They are saying we only get that "pulled forward" money if we vote YES by May 12th. Why the rush? Because they don't want us realized that by voting for this, we are essentially voting for a 0% raise in 2027.
3. The Max Pay Cap
If you are at the top of your pay scale, you don't even get the full hourly raise. Anything over the "Max" gets paid as a lump sum. That sounds okay until you realize that a lump sum doesn't increase your base pay for overtime or future percentage raises. It’s a one-time check that saves the company money in the long run.
4. A Two-Tier System
They are introducing a "Structured Entry Rate" where new hires start at 90% of the minimum. This is a classic move to lower the standards of our contract. Once you start letting them pay people less than the minimum, the "minimum" doesn't mean anything anymore.
The Bottom Line:
Don't let a flashy headline distract you. We are being asked to take a "bonus" now in exchange for a wage freeze all through 2027. We deserve a real raise this year and a real raise next year.
Read the chart. Do the math. Don't be pressured by a deadline that only exists to keep us from thinking this through.
Look at the 'Example' versus the 'Table.'
The example says we hit $28.00 in October 2026. But look at the table for 2027 it says the minimum is only $26.93. How can the 2027 minimum be lower than what they claim we will be making in 2026?
It’s because the $28.00 is a 'promotional' number they reached by combining two years of raises. By the time 2027 actually rolls around, you aren't getting a raise to $28.00 you're already there, and you're stuck there until 2028.
They are effectively using a rounding error (the extra penny in the 2028 table) to distract us from the fact that 2027 is a dead year for our paychecks
I don't see how this pay scale is any different overall from the last TA we voted down. (4% raise every year). Don't be fooled by tricky wording. Disney has a budget they want to go by and are rearranging it every time they negotiate.
6 months of 3.55% raise (Oct 2026 - March 2027). Then 0.45% lower for the next 12 months (April 2027 - March 2028). Then years 3 and 4 its a 0.42% decrease.
Our hours can and will be cut and the cherry on top is that new hires will take some of our hours to only be paid 90%. Just so the company can save a dime. We really need better pay. Better pay to match the raise of gas, which is above $5.50, groceries, insurance, and rent. I thought it’s a union fight for every one and every one equally. Why are new hires treated differently. Whether it’s new hires barely entering the Disney Company or Cast Members who have been here for 10+ years, all should be treated fairly. How is a 25¢ (25 cent!) raise for 10+ years and 25¢ more for 20 years an incentive to stay in this department.
Why did we not remove the Step 1 clause? To me it looks like we are giving managers the ability to punish people asymmetrically.
Contract isn’t getting any better!… just saying!🤘🏻
I’m agree with Amir on this one, the money has been shifted to give a higher pay. No seniority pay and park/hotel premium has been CUT by 75%. I really hope Everyone has time to read everything to see. No baker premium or screener premium. The year of having no progressive raise could back fire. it just seems to me that by giving the raises earlier is to entice the audience.
I didn’t ask to be bent over without the ky. Vets get boned again. Took us 25 years to get to that rate
youre 100% right. And when theese newer officers stick around they'll always be lower. Oh wait you'll move on and not stick around, that's what alot of us said well the hiring outside virtually slowed and it was at a much lower rate. So you'll understand then when you stick around
October 2026 to April 2028, 18 months without a raise… that’s wild. If anything, we should be starting at $28-$30 by April 1st, 2026 and get more as the years go.
Also, why is that the union unanimously recommends that we vote yes?
Still a hard “NO”. The team ignored the membership’s multiple requests for a three year contract as opposed to the “non-customary” four year deal. The wage increase is not what the members desired.
No matter how it’s drafted, we still failed.
Of course the negotiations committee is going to recommend a “YES”. They’re supposed to.
Who writes this crap to be so confusing and misleading.
Ain’t no way you guys are about to settle for the scraps (bump if you’ll call it).
If they took screener premium pay right now to increase the bump, you guys wouldn’t be so happy/settled, now would you?
I’ve done my time at the tables, I understand the Company recognized it as an entry level start in Security operations and emergency services.
The whole point of the premium back then was an incentive to move from security 1 over to 2
Not Because of the Job Itself.
If that’s the case, Us Park Officers and Hotels could’ve just voted yes on the last proposal and leave everyone else in the dust but We Didn’t.
We voted No to help fight for Everyone. And now that little scrap is coming from Your own co workers pockets and not the company, says a lot about where the head space is at. No one is saying it but I will, Damn right some positions are premium pay worthy while some(entry level is not) this ain’t a dis but a reality that is. The company says so, and bet ya lots of security ops will say so too. Learn the radios, learn the calls, learn about judgment making, and importantly learn to help each other.
Those of you saying “We don’t make the company money so be realistic 🤓”
Security and emergency services isn’t supposed to be a revenue for the company, we’re a Bill for them that they’ll pay for.
If you want to make money for the company then by all means, go join sales, servers, any commission positions for the company.
If you want to be the part of the Security team then act like it
This proposal is an obvious No
1600 officers shouldn’t settle because you’re struggling now and want fast money now
We’re All struggling and making ends meet
Stand strong and unite - Not settle and cower.
This contract is Garbage all the SPFPA did was move the money around and NO RAISES in 2027! They continue to play on words in their attempt to make like this is better than the last TA. Longevity means NOTHING here! They gave this back to the Company!
It's time to get Rid of the SPFPA!
I get that people are worried about their pay, family, bills, rent etc. I fully get it. I understand living paycheck to paycheck. What I don’t understand is devaluing oneself to the point of accepting this contract just because the company rearranged raise dates and hope your fear and lack of attention to it hooks you. All that payscale really does is frontload 2027’s raise. Thats really it. It gets you a raise faster yes, but leaves you high and dry with only $30 bucks in this ever climbing cost of living and horrible economy. You're really going to tell me you'll sacrifice 4 years worth of increased pay and work contditions so you don't have to go on strike for a week?
For many of you, you are being told that if we turn this contract is rejected, its an automatic strike. Unless there is an impasse, the committee can once again go back to the bargaining table. The company can then offer a final offer, but thats it. We then would strike (we already voted to do so) if the International approves it.
The company is absolutely sowing fear and anxiety on purpose to make you vote yes on this contract. The talk about instant strike if not passed is one, parading the outside companies around our locations is another. They know exactly what they are doing and are doing it on purpose to influence you, don’t buy into it.
In the end of the day, do what is best for you and your needs. I personally won’t be voting yes for this and you can see why below. If you feel you need to vote yes, I’ll understand, I wont agree with the outcome in regards to our work conditions and pay, but I’ll understand.
To the committee and board, I know I and others give you guys a lot of push back. I just want to acknowledge that I know what you all do is a thankless job and you guys probably don’t deserve all the hate you guys get (i reserve that for a higher organization than you).From the bottom of my heart, thank you all for putting in the hours to at least attempt to get us a deal we would approve of. I know you will never be able to say it publicly, but I will always feel you guys are being strong-armed and forced to do the bidding of International when this SHOULD be completely our show, but it's not. I also feel this whole thing was rushed, but not by you.
I'll post my reasons and take aways of the TA as a response to this.
MY TAKE AWAYS ON THE TENTATIVE AND WHY ITS A NO FOR ME IF YOU CARE:
*4 years is a death sentence with the cost of living and economy.
*It locks us with international for 4 more years at least and for those who want to decertify, you now have to wait 4 years if passed. This is the one International is probably hoping you all dont know.
*I don't agree with the 90% base pay for new hires. We are saving the company money for nothing in return. Each new hire would save the company $3+ and theres really nothing stopping them from being used instead of you.
*That pay scale is skewed to look good. It isn't. $30 in 2030 is going to be nothing. All that happened is they will front load the 2027 raise if approved by the date.
*The contract reduced premium pay and longevity pay from first and 2nd attempts. I don't think we should have premiums minus lead and trainer at all and that pay should be thrown at increased base personally..
*They're going to kill that TTO pilot program as soon as possible, especially if people start abusing it to keep benefits of discount, self entrance and sign ins without working..
*That 60 days after to bargain scheduling should have been part of the contract negotiations to begin with, not after the ratification.
*Juneteenth technically isn't new but is marked as a new / change item. It was an MOU. Not a complaint, just a note.
* The wording on page 42 of the full TA states sick pay accrual is maxed at “fifty six (56)(80) while the formula only shows it caps at 80. This could and probably will be used against us because the wording states cap is 56 and not 80.
Is anyone else appalled by the way the board talks to paying members? I have serious concerns about the contract and I get called slow and dense by a board member. This should be unacceptable and as members we should be standing together to hold the board accountable for this.
it’s really disappointing that Alex constantly feels the need to talk down to people
Oh I agree. I've dealt with it when I called out the gross behavior by another voted out member who was again given a seat. I was called a liar. Also when I called out possible conflict of interest and demanded clarification one way or the other.
And mocking by Alex, it's kinda his MO at this point.
Not to mention again, Monique who isn't a board last I remember always trying to push these TAs through.
I'm done trying to fight for people. I'm gonna let them do whatever they want. I'll just happily be the guy saying "I told you so" when they start complaining when other departments actually fight for shit and get it.
he does the same thing on the clock, not surprising he does it online too
it really sucks when it feels like the board is actively working against its members
it is just grossly inappropriate. To me it feels like a vote of no confidence is needed.
I said this in the disney let's get real page and I got suspended 🤣
excuse me? Talk about an abuse of power! Who gets to decide that kind of action? Talk about protecting themselves from any kind of accountability. These people need to be voted out next go around they clearly don’t know how to be in a union let alone have any position of power.
This is one I can agree with you on. A board member(s) should be held accountable for their actions. Belittling a member on a public forum is highly inappropriate and unacceptable. NO ONE deserves to be ridiculed for asking questions.
Candice Williams
I would just like to point out that nearly every post has included negative attacks toward the negotiation committee members and the board. So please, if you can’t take it, don’t dish it out. Respect goes both ways — if you want it, you have to give it as well.
When people repeatedly belittle the committee and the board, it’s important to remember that we are people too, and eventually there comes a point where the line is crossed. We can disagree, debate, and question decisions without tearing each other down personally.
Please keep in mind that mutual respect is not a one-way street. You do not get to say i expect more from you than you should expect from me. It does not work that way.
I understand you would like to defend your boyfriend and fellow board member, however I had a genuine question regarding the Step 1 process that I do not agree with. Nothing I said warranted an attack on myself by referring to me as dense just because I do not agree with it. If you do not see an issue with attacking the members you are supposed to represent than I am very concerned about the future for our members.
Candice Williams I challenge you to go back to any of my posts and find where I called Alex dense or insulted him in the same manner in which he is attacking me
she won’t be able to. They just have massive egos that can’t be checked. That’s the offense you dished out to them. You dare to say I’m not okay with this and that’s enough for these two. Absolutely appalling behavior from people who were voted into office.
There is a process thats in the bylaws if you REALLY wanted to go that far..
I’m already starting down that route. The don’t dish it if you can’t take it is a really lame excuse from a board member. They were elected to represent us not belittle us.
I mean there’s a board member who used AI to put his face onto the body of Jeffrey Epstein, what do you expect
Alex Martinez not only do you need to review the group rules, you also need to review yourself and your display of unprofessional behavior.
Do better.
i only fire when fired upon, I hope you send this to others as well
Alex Martinez no one fired upon you and the members can see that
did ypu personaly not post, Alex would get mad if asked about wdw money expense and post that I would be spending money on lightning lanes passes and restaurants. Correct me if im wrong
Alex Martinez what does that have to do with asking about Step 1?
Alex Martinez if you cannot articulate the benefits of the contract you are advocating for why are you on the board?
Jonathan James Mares-nieves
Reminder,
A NO is not an automatic strike. It is an AUTHORIZATION to allow the International to APPROVE a strike. Should it come to one. We have yet to come to an impasse with the company. Meaning they haven’t told us “no, we are done”.
Master Services Longevity:
$1.50 an hour 10-19 years
$2.00 an hour over 20 years
3 year contract $1.00 a year raise not a %
Just throwing it out there: this is Custodial, costuming, main gate, merchandise, attractions, parking, candy makers, (Teamsters, SEIU, Local 50)
Company wanted to give them a five-year contract and then a four year and they consisted that they would only accept a three-year contract
The company also wanted a percent per year as we’re getting, but they insisted that they get a dollar amount so that there was an actual race they could put to it everybody getting the same
Enough back and forth. Let’s solve the problem and move forward.
Here’s a fair and realistic solution:
• April 1, 2026 → $29.00/hr (upfront no games)
• April 1, 2027 → $30.16/hr
• April 1, 2028 → $31.37/hr
• April 1, 2029 → $32.62/hr
With:
• Retroactive pay to April 1
• 4% raises every year
• 3 year contract!
That gives members:
• Real money now — not delayed promises
• Predictable raises that help keep up with inflation
• Stability for both members and the company
• A clear path forward without dragging negotiations out even longer
At some point, both sides have to stop talking in circles and get a fair deal done.
This solution is balanced, respectful, and achievable.
If reducing or removing certain premiums helps finalize a stronger overall agreement for the majority of the membership, then that conversation should happen respectfully and professionally.
The priority should be securing meaningful base pay improvements that benefit the entire group.
Let’s close the deal, take care of the membership, and move forward together.
I was saying on first contract until the 2nd they took it and put it on the base rate went from 3% to 4%.. and our longevity went from $1.50 to what ever it was to .35 cents.. then on the 3rd contract to front load the base rate they took from hotel ane park premium that how I see it..but i can be wrong they moving the same money around to to get the base rate to where everyone it and takin away from the rest..
Whether or not we vote yes or vote no on this contract, I think most All of us are UNIFIED by this.
WE DESERVE MORE. WE DESERVE BETTER.
The union says they delivered on what we asked
We asked for a better sick pay leave forumla
They did nothing
We asked for a pay bump
They did nothing
What did they do? Manipulate how information is given to you with things like
“$28 in 2026!!” Hoping you wouldn’t see they moved your raise from 2027 to late 2026
“New base pay from 52,000 to 63,000” when you wouldn’t actually reach that amount for 4 years
“Vote yes for your family” when your family wants you to choose something fair
No union should be trying to manipulate your vote. This is the same contract we just voted no to, just with our raise on April 2027 moved to October 2026 so they can say they got you $28 in 2026.
For the second time now and after a three-day ratification vote by the Disneyland security officers, over 700 plus eligible members of the International Union, Security, Police & Fire Professionals of America SPFPA in an in person vote only have voted the tentative agreement contract negotiated by SPFPA Region 3 Vice President Ryan Kelly down once again as a showing of a NO confidence vote in both SPFPA Ryan Kelly's ability to negotiate this contact as well as the lack of trust in the SPFPA union.
This is where voices are heard. This is where the truth comes to light.
SPFPA members are speaking up—and we’re not backing down.
Call to Action: Stand up. Speak out. Demand accountability.
We just received this BREAKING NEWS from acting SPFPA Local 1955 President Patrick Lemos, that the negotiating team has completed negotiations and reach a tentative agreement. Once again SPFPA and its Local 1955 have refused to put out any details.
BREAKING NEWS: Former (Removed by the SPFPA International) SPFPA Local 1955 Pres. Jonathan James Mares-nieves announces the same exact message as Acting SPFPA Local 1955 Pres. Patrick Lemos: a tentative Agreement with Disneyland has been Reached but gave no other Details on what was agreed upon.
Who actually wrote these two exact messages? Acting SPFPA Local 1955 Pres. Patrick Lemos or Former (Removed by the SPFPA International) SPFPA Local 1955 Pres. Jonathan James Mares-nieves?
Or better yet the SPFPA International Union?
This is now an "open forum" as you can see it's been changed when charges got brought to our NEW "elected president" Now who is president ? Why do we get some questions answered ? No need for explanations cause we know we won't get that. But who's active president for our union right now? As an "elected shop steward" won my votes fairly . Why aren't we knowing the basics? You guys want everyone to support you guys as a board? But only when is convenient for you guys . I love the job I do.But it's sad now how you can see how people really are as humans and just wanting things to be for them. This isn't okay. Literally asking for one thing who's the active president ? That's it . That shouldn't be a secret . But since it's an open forum, I guess it doesn't have to be answered. Have a good day everyone . This is just so disappointing . I have respect for all of you , don't forget that. And we voted for you guys .. so please do something different
Jonathan James Mares-nieves
Natalie Avalos Johnson
Candice Williams
Alex Martinez
Patrick M Lemos
Alysse Lysette Geisel
Monique Torres
Linda Carrell
Jonathan, we’d all like to know if you’re back. It’s a yes or no question- or is it?
Jonathan James Mares-nieves
Linda Carrell nothing has been told to me as of yet.
So for now it is a no.
In another conversation below:
I appreciate you sharing now, during the voting and immediately after, the membership was looking for support and direction from their president and you stayed silent with no words of encouragement or support. Can you explain why this happened and how you now are coming forward but how can you expect people to believe in you when no charges have been filed against you and nothing from the rest of the local board or international, and in the final days before the third vote for a TA co tract that no information has been given to the membership, you post a Facebook message about negotiations being completed and an agreement being reached when you have been left out of the process the entire time. How does that happen? Full transparency is not a word in this union’s vocabulary unfortunately and that is what the membership has been asking for.
Jonathan James Mares-nieves
you’re implying members are blaming me for getting suspended, no longer trust me for being suspended, and now I’m lying about being suspended?. If you’ve been staying up to date as I’m sure you have been, you would have seen that I stated I would be attending Negotiations.
So I am posting based off the information I received.
Once I am made aware that I am the president again I will more than eagerly let the members know.
That has not happened. So chill out.
Anthony Montero
Mathew Bailey how can negotiations be complete if the union has no further information? Did the company negotiate with itself?
Jonathan James Mares-nieves
Anthony Montero doing so prior to receiving any paperwork from the company can be considered us negotiating in bad faith. Let’s wait until tomorrow 🙂
FACT CHECK: This is a LIE! Releasing what has been negotiated is NOT Bad Faith Bargaining. Obviously, Johnatan has NO Idea what he is talking about and doesn't know Labor Law!
How can Jonathan make the above statement when he is NO longer the President of SPFPA Local 1955? He has NO Power he has been removed from office!
The look on the 1,600 frustrated Disneyland SPFPA Local 1955 members faces after they find out that both acting SPFPA Local 1955 President Patrick Lemos & Former (Removed by the SPFPA International) SPFPA Local 1955 Pres. Jonathan James Mares-nieves wrote the same exact messages.
WHO REALLY WROTE THESE TWO EXACT MESSAGES? Patrick Lemos or Jonathan James Mares-nieves?
Neither? Maybe it was SPFPA Region 3 Vice President Ryan Kelly?
Maybe this EXPLAINS WHY they can't answer the simplest questions answered and we are being provided the WRONG Information!
Here is our Guy who is Leading Our Negotiations SPFPA Region 3 Vice President (ABOVE & BELOW) Ryan Kelly. Now you know WHY we are always kept in the Dark! We live in the USA Not NAZI Germany!
It’s time to reveal the real TRUTH about who SPFPA President David L. Hickey surrounds himself with, such as Rick O'Quinn, former SPFPA VP at Large / Senior Advisor to SPFPA President David L. Hickey, and how O'Quinn CRIMINALLY conspired with SPFPA's Benefit Trustee both engaging together in CRIMINAL Activities making Millions of Dollars while serving as SPFPA officers & trustees, as well as exposing Hickey's Nazi Sympathizer, (my opinion) SPFPA Region 3 VP Ryan Kelly.
On a Twitter post by SPFPA Region 3 Vice President Ryan Kelly, and an Executive Board member of the International Union, Security, Police and Fire Professionals of America
Jaime Jimenez is in West Covina, CA.
·I wish our union would use some of the money in our bank account and bring in a real professional team to help us negotiate.
Right now, we need a labor and employment lawyers like Shegerian & Associates who is on the workers’ side, and could explain to our union a lot of details. These contracts are full of tricky wording, and most of us aren’t trained to catch everything in them. A union-side lawyer knows how to read these agreements, find weak areas, and help fix them. They can also guide us during negotiations and make sure we’re protected under laws like the National Labor Relations Act.
This kind of lawyer would go through the company’s proposal carefully and catch things that don’t look right, like unclear wording or parts that could hurt us later. They can help our team come back with stronger responses and better ideas. They can also sit in during meetings or coach our people so we don’t get pushed into a bad deal. If the company starts using pressure or scare tactics, the lawyer can step in and call it out.
We also need to understand that not every labor lawyer is there to help workers. Some work for the company, and their job is to protect the employer. That’s why it’s important we get someone who has experience working with unions and actually fighting for employees.
Depending on what’s going on, it might also help to bring in other experts, like someone who focuses on negotiations or labor relations. It could also be important to have a lawyer who understands how the National Labor Relations Board works, especially if there are threats or unfair actions happening.
With everything going on right now, like weaker contracts and pressure coming from different sides, this isn’t the time to guess our way through it. Having the right legal help could make a big difference. They can tell us if certain threats are even legal, explain how many times we can turn down a deal, and help us understand our rights if there are issues inside the union or talk of decertification.
As part of the ratification vote, if a Disneyland security officer should of casted a NO vote this would trigger the SPFPA International Executive Board to approve a STRIKE Vote. Clearly stating on the ballot: ' I vote to reject the Agreement and authorize the International Executive Board to approve a STRIKE"
On a Facebook post we received by one of the members Disneyland management are already making preparations for a STRIKE as noted by the above post.
Now just days of the voted down tentative agreement on Saturday May 2nd the acting President of Local 1955 Patrick Lemos who replaced the SPFPA Local President
WHY SIGN A DECERTIFICATION PETITION TO GET RID OF SPFPA?
The SPFPA International Removed our President!
The SPFPA International is NOT Listening to Us!
The SPFPA International put their Puppet in as our new Local President!
The SPFPA International had paid Patrick M. Lemos $10,000 Dollars to affiliate with them!
The SPFPA International controls our Local Board & Money!
The SPFPA International will NOT give us any information!
The SPFPA International would NOT put out the RED LINE Agreement to Review!
The SPFPA International has taken our rights away to vote electronically!
The SPFPA International has violated its own Constitution & Bylaws to fit their needs!
The SPFPA International has brought our Union members up on charges for speaking out!
The SPFPA International thinks we are stupid!
The SPFPA International sets its own rules and disregards our Voices
The SPFPA International didn't hold a meeting to ask us what we wanted after the second vote!
The SPFPA International REFUSES to bring a Lawyer in to Negotiate our Contract!
The SPFPA International has SCARED our Local Board from Speaking Out!
The SPFPA International continues to LIE to Us!
The SPFPA International continues to KEEP US IN THE DARK!
The SPFPA International continues to KEEP us Silent!
The SPFPA International has Threatened us if we Speak Up - We Will Bring You Up on Charges!
The SPFPA International will TAKEAWAY The Local Boards Florida Disney Vacation if someone goes against the SPFPA International!
The SPFPA International does NOT work like a Democracy it Works Like NAZI Germany!
The SPFPA International REFUSES to pay us if we STRIKE despite the Constitution saying they have to!
The SPFPA International is working with DISNEYLAND to serve their interest NOT OURS!
WHAT MORE DO YOU WANT ME TO SAY?
Whose Side Are You On?
Complicating matters is the officers’ growing distrust of not just their employer, but also of their local executive board (Local 1955) and the parent union, the Security, Police and Fire Professionals of America (SPFPA).
For the contract votes, the union are requiring in-person voting, eliminating absentee ballots (which they claim are for elections only) and online voting (which drew record participation—1,100 members—when last used). The union refused to send out the full contract for members to review, disseminating only a three-page summary, and had just one copy of the full contract on hand to be read at the polling site.
“Our international union doesn’t seem to be helping and even appears to be trying to make it fail,” noted another cast member. “It’s got everyone (furious).”
The previous local union president was suspended by the parent union after reportedly posting updates on the status of negotiations, Disney’s demands, and the union’s counteroffers. His replacement has come under attack by union members for seeming to favor Disney’s interests over theirs, and for refusing to answer emails and calls.
Sign our Disneyland SPFPA Local 1955 Decertification Petition if you wish to Decertify SPFPA & become an IESA independent Union again! You need to Stand up for yourself and FIGHT Back against the SPFPA International Union!
If you believe you're getting SCREWED by the SPFPA International Union then stop complaining and bitching and STAND UP for Yourself and get Rid of SPFPA by signing the Decertification Petition!
Our House is on FIRE & Both SPFPA & Disney are working together that is WHY SPFPA didn't call a STRIKE!
Not 5 minutes went by of the announcement of the Ratification vote the company agreed to go back to the table & your Local Board announced another Ratification Voting Day .....WTF
How to Fight Back!!!! Any Given Sunday speech by the Legend Al Pacino.
You can stay in your House and BURN for the next 3 to 4 years or you can try to escape by getting rid of SPFPA NOW!
We need 500 Inches - Signatures to Get Rid of SPFPA.....So Now WHAT ARE YOU GOING TO DO?
Sign our Disneyland SPFPA Local 1955 Decertification Petition if you wish to Decertify SPFPA & become an IESA independent Union again! You need to Stand up for yourself and FIGHT Back against the SPFPA International Union!
You been Bitching for WEEKS Now & FAILED to Sign the Disneyland SPFPA Local 1955 Decertification Petition - Sign Up Today! Stop Your Bitching and Take Action NOW before it is too late!
Sign our Disneyland SPFPA Local 1955 Decertification Petition if you wish to Decertify SPFPA & become an IESA independent Union again! You need to Stand up for yourself and FIGHT Back against the SPFPA International Union!
Rosales Timothy
Just a thought. I know everyone is so ready to strike your blood is bowling and you want to stick it to Disney. Anyways we should be picketing. Other unions have used this tactic and gotten what they have wanted. It creates bad publicity for the company and they won’t want to seem like they don’t take care of us. Even if they don’t. This should be our next step instead of striking. We have to go back to the negotiation table why not stir the pot with picketing. Guests appreciate us or at least I have noticed they have been more appreciative they wouldn’t want to hear that Disney doesn’t value its security. Don’t murder me in the comments please lol it’s just a suggestion.
Melanie Treanor-Castro
I don’t agree. I think people’s blood may be boiling rightfully so, but I don’t think people want to strike. I think they want to be heard. They want to be heard by the union and they want to be heard by the company, that they feel they have show loyalty and dedication to. They are looking for the same find off dedication and loyalty from them, and when they bring in outsiders to replace us. Although we know it is a contingency plan they would rather make those arrangements than come to the table and do the table and do the right thing for those that thane been there through COVID, through, bad times through transition and shown loyalty everyday. We are just asking for the respect that we are owed and yes it height come in monetary value but that’s how we have to eat, get to work, pay for a roof over our heads , and survive, just like they do.
We still come to work with a smile on our faces and we will still have excellent guest service and still be the #1 Security force that we always have been. Please don’t let this in anyway bring us down or let us get negative, which I know can be hard at times. It’s business and we will prevail.
Robert Stauffer
What I find ironic is only the union can call for a “strike” but yet people want to put their trust and livelihood into an organization they are not happy with? 🤔 once a strike is enacted by the union, you are placing your employments future in them to fight for your equity as an employee of Disney. This can go on for weeks and even months. Let me tell you what happens in the meantime. The company has the ability to enact a lockout against the security department. Which means you are not eligible to work as a security officer. Depending how long it last, your medical provider will contact you for nonpayment for your medical coverage, so you will have to pay out of pocket for medical coverage for you and or your family. Collecting unemployment benefits is out of the question bc it’s a work strike. The list goes on and on. I’m all for cast members receiving what they are entitled to, however you should be very cautious on how you want to approach this goal. A strike is effective when both sides have the upmost confidence in each other and there has been past practice in this area. Be cause and consider your options.
Rosales Timothy
Robert Stauffer I’m not up for striking but a informational picket is not a strike and it allows us to use or voices while negotiations are happening
Robert Stauffer
Rosales Timothy 💯 that’s a good strategy to get the attention
Robert Stauffer
Rosales Timothy but I’m not going to use orange crush soda to be my determining factor. We have cast members who are living in their cars and living check by check to make ends meet. That is what I would use to promote my cause for equal pay and compensation.
Walter Smith
Yes media spotlight is key. All five keys should be in play! We want to appeal and be positive to our audience that we do with our guests on a daily basis! Dignity respect and integrity in our search of a living wage! Our time is as valuable as theirs!
Gage Hanks
Definitely agree. The media will pick up on that too
Libby Lu
Gage Hanks and wide spread on social media.
Jessica Ann
I am actually down
Robert TheStachecommando
We should also mention the visions and values our higher ups came up with to “boost” morale.
Robert Shipp
I think it’s a great idea and so down to do it after every one of my shifts
Melanie Treanor-Castro
Right now we need to boost each other’s energy and morale. I. Know this weighs on a lot of us but we are stronger together than we are divided. We have proven that over the last couple of weeks. Stay positive always and know that we were hired because we are extremely proud of where we work and the Mission statement Disney stands for. I believe in all of you and care deeply about our outstanding service we provide our guests and the company. Hang in there. I’m here for you always even though I carry no position. My years with the company and my love for it will always remain.
Bethany M. O'Brien
My blood is bowling? Did It pick up that spare?
Jeremy Herrin
Melanie Treanor-Castro very true, if anything we need to step it up and show them if we get the contract we want we're going to keep going above and beyond with our duties at the resort.
Rosales Timothy
Melanie Treanor-Castro I’m not saying peoples blood boiling is wrong. We have a right to be frustrated. Other lines of business are making what we make or more and they do a lot less then we do. They bring up these visions and values and never followed through. I don’t think a strike is the right move but informational picketing would show the company that we are willing to go out there and stand united. All of this has divided us. Those who want to stick it to the man and those who fear losing their jobs. They have pinned us against each other in hopes we either don’t vote or look at the picture that’s in front of us and not the whole thing. I need this job just like the rest.
Melanie Treanor-Castro
Rosales Timothy oh I agree being frustrated but when we react with emotions we don’t get anywhere. We need to take those emotions and show them that we can rise above. We can still be professional, do the jobs we were hired to do and show them why we deserve the money we are asking for and more. I have been there 35 years have been injured, treated poorly, applied for lead six times and denied five because I was president for 12 years and told that they felt it would be a conflict of interest and I still have negotiated 4 contracts and out out a strike vote for one. I’m just saying we benefit more if we continue to show that we are a premium security force that excel at our jobs. We are knowledgeable, guest service oriented and above all we care about our fellow cast members. We need to stop dividing the department with premiums when we all are qualified to do the same jobs this will cause scheduling preference changes and more hostility which we don’t need. We are better united than we are divided. I agree with you we all need this and no one wants a lockout or work stoppage. That is why both parties need to negotiate in good faith and go back to the table with the entire department in mind not just a select few.
Matthew Matthew
So our own security management spent hundreds to provide lunch (pizza) for the visiting 3rd party security on property😂 never in my 5 years has that been done for us that I heard of
Mike Gonzalez
Working at Gate 30 yesterdayand from what I witnessed there, these stories are a bit inflated.
Yes, they were fed pizza.
Fact: it was Little Cesar's 🤣😂
Matthew Matthew
Mike Gonzalez that’s not the point. Point is doesn’t matter where the pizza is from, I’m sure we would be all appreciative of free food. This seems like a slap in the face that they can’t even show appreciation to their own employees, but instead cater to a 3rd party who may not even service the company, as who knows if we actually go on strike or not. No one knows the answer to that yet.
Maggie Garcia
We can give them back “our sign ins “and “our comp tickets 🎫 “for more money 💰
Bearded Barry
Maggie Garcia we shouldn’t have to.  It’s fair that every department on property gets perks, benefits, and raises. We should too.
We shouldn’t have to give anything up to be treated fairly
Bearded Barry
Maggie Garcia it’s the benefit a multi billion dollar corporation has when they raise prices on every aspect in order for them to grow. They have to give a little to their employees so that they can keep running and continuing to benefit the way they are.
Ildefonso Gamboa
My question is who the hell trained these people? And they got Pizza? Must be nice!!!
Charles Beaudoin
You'd be lucky to share a pizza with RT&P 🤣🤣
Bearded Barry
And here I am still waiting for my holiday pin
Mike Jay Mireles
Sooooooooooo they get a “Thank You” for your service and we get Ornaments at the end of the year…classy! I like it!
Charles Beaudoin
Mike Jay Mireles I haven't gotten an ornament in 2 years 🙄
Sarah Arredondo
Mike Jay Mireles still don't have mine either..5 months now...
Maggie Garcia
I’m still waiting for the taco man lol 😆
Fernando Zotea·
SECURITY PAY NEEDS TO MATCH REALITY!
💡Let's keep it simple💡
We live in Southern California.
Everything is expensive. Rent, gas, food-ALL of it.
📣Proposed Compensation Structure📣
———————————————————
(Base Pay)
*$30.00 - $40.00 per hour (starting range)
(Annual Increase)
*Minimum +3% yearly adjustment to account for inflation
• It takes over $30/hour just to live here comfortably
• Security jobs are already valued at $30-$45/hour
📢 This proposal reflects reality, not opinion.📢
Cosuc Brian
·A wonderful cast member has made this for our team! I would like to share this for all of us!!
“We need to come together as a team as we cotinue this fight. Several other entry level jobs on property are pushing 29-30/hour. Instead of splitting our efforts on premiums and fighting for scraps, we should unify in a stance that pushes a higher base rate. Too many of our security members are living paycheck to paycheck. A 50 cent premium wont change your situation when the cost of living is closer to 35/hour for Orange County.
Every role in security on property has its share of dangers, hazards and responsibilities. A base rate that represents the combined efforts of our team would be much more beneficial than adding a premium to any location. Premiums should also incentivize learning new roles and adding knowledge.
Listed below is an idea for an agreement we can all fight for.
Base rate increase to $30/hour. No % increase for first year in exchange for a solid cost-of-living increase. Higher base rate should be preferred over adding additional premiums as the % increases in following years will yield better results.
3-4% increase for the remainder of the contract with first increase on April 1, 2027.
3 year contract (4 years offers less bargaining power in the future when other unions achieve better contracts)
Premiums remain the same from previous contract. Currently incentivizes adding knowledge and moving out of introductory roles.
Increase TTO to 24/year (up from 12) instead of an unlimited tto trial based on manager discretion. 24/year allows for plenty of trades with no risk of losing FT status due to lack of hours per week
10 cent per year longetivity pay, up to a maximum benefit of $1.50 after 15 years of service. Modest longetivity increase that will benefit a larger number of cast members”.
Fernando Zotea
I agree to disagree!
I get what you’re saying Alex Martinez but this sounds more like fear than facts.
Striking is a legal right. There are laws that protect workers, we don’t just lose everything overnight like it’s being made to sound. Talking about it only in terms of fear doesn’t help members understand their rights.
Yes, a strike is serious. No one is denying that. But focusing only on
“can you survive without a check” ignores the bigger question, why are we even here?
Members have been speaking up about:
• Cost of living
• Fair pay
• Working conditions
The goal should always be to avoid a strike by reaching a fair agreement from the start.
Communication also matters. Members have been asking for answers, transparency, and direction and too often, we’re left in the dark.
At the end of the day:
• We deserve to be informed
• We deserve to be heard
• We deserve proper representation
If it ever gets to the point of a strike, that doesn’t happen out of nowhere,
it means the process failed to reach a fair agreement for the members.
Everyone involved, International, the board, and the negotiating team,
has a responsibility to make sure it doesn’t get to that point.
That’s what accountability and representation should look like.
The vote results were a resounding NO on this TA. Thank you all for showing up and voting! The fight isn't over!
The 1,6000 SPFPA Disneyland Local 1955 members are furious at how the International Union, Security, Police & Fire Professionals of America SPFPA is conducting the
I am wanting to inform you that your proposed contract is terrible still: AWFUL and the International should be ashamed of themselves! Brenda Alfaro former President
It's crazy that this post is being withheld from our Union members. Why has it been so long for this post to be approved? The SPFPA is lying to us
We just received several text messages from SPFPA Local 1955 members at Disneyland calling for a NLRB decertification election from the International Union,
Disneyland Security Let's Get Real
Julie Ota·
Originally Posted by
Gerard Goedhart
The time has come to begin the collection of signatures on the petition to decertify SPFPA. The petition will be made available on September 18 at the Board meeting. The signature table will be in the courtyard and we will start at 5:00 pm. After signing, you may want to attend the Board meeting.
Beginning September 19, I will set up on the path just outside the Manchester Lot just beyond the cast meeting entrance/exit. I will be there everyday from 10 am to 4 pm to collect signatures and to answer questions. You can park at the Manchester Lot, walk outside the gate, and sign the petition. This may take a few minutes for some of you to go there, but we need to get this done if you want to decertify SPFPA. I'll be the old guy in a Dodgers hat so you can't miss me.
We are looking into a second location for signing but that hasn't been finalized. We will let you know about that location but for right now assume the Manchester Lot will be the only location.
The signature process will end on October 8 so please do not wait to sign. We need to get this done and don't want to do this over an extended period. We want to get 900 signatures. I will keep you informed on our progress.
Beside going to the Manchester Lot and signing, we need you to talk to your fellow members and spread the word of the petition and where to sign it. This decertification petition is for you, and we need your support and involvement.
That's it for now. I hope to see many of you
Disneyland SPFPA Update: Update: I have been informed that “election buddy” wasn’t successful per the international…. I do not believe that. I am just as angry.
On a Twitter post by SPFPA Region 3 Vice President Ryan Kelly, and an Executive Board member of the International Union, Security, Police and Fire Professionals of America
The United States Department of Labor (DOL) is investigating the theft of $160,0000 from the union pension funds for workers at California’s Disneyland from
Three officers of a Walt Disney Land local police security union allegedly received payoffs to affiliate with a national union, according to sources, and the U.S. Department of
ALEXANDRIA, Va. – A Florida couple former SPFPA VP @ Large Rick O'Quinn & his wife Mabel O'Quinn pled guilty today to conspiracy to provide and receive
ALEXANDRIA, Va. – A Florida couple pled guilty today to conspiracy to provide and receive prohibited labor payments, in violation of the Labor Management Relations Act, also known as the Taft-Hartley Act.
According to court documents, since at least 2010 until November 2023, Ricky Dallas O’Quinn, 63, of Melbourne, Florida, served as both an officer and employee of International Union, Security, Police and Fire Professionals of America (SPFPA), a labor organization that represents protective security officers at federal workplaces. SPFPA executed collective bargaining agreements with several employers covering the security industry in several states. Ricky’s wife, Mabel O’Quinn, was the founder, incorporator, and an initial director of Company-2, which provided protective security officers at federal workplaces in numerous states. While Mabel served as Company-2’s chief executive officer and president, Ricky was involved in the finance, budget, and operations of the company since its inception in a clandestine role. Both Ricky and Mabel O’Quinn hid Ricky’s involvement in operating Company-2.
Read more about this story: Former SPFPA VP @ Large Rick O'Quinn & His Wife Plead Guilty in a Scheme to Provide & Receive Prohibited Labor Payments
STATEMENT OF FACTS SPFPA President David L. Hickey CANNOT DENY! International Union, Security, Police and Fire Professionals of America (SPFPA). is a
It is time for a leadership transition at SPFPA.David L. Hickey has led this union for decades, but tenure alone cannot justify the decisions that have put millions of
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