Getting vacation time off?

[DisneyGirl421]

So, I have a question.

I am planning to do the Fall Advantage '10 CP. I will be graduating college in May, right before I go on the CP. I know my parents are planning a vacation for sometime in early fall (early November maybe), to take me on for a graduation present. Most likely it will be a Disney Cruise, or at least somewhere where we will be using DVC points if that makes any difference.

Will I be able to get the time off if I tell them in advance (like right at the beginning of the CP)? If it's a cruise, it will be a 7 day one.

Thanks!

 

[Toffy]

I've heard of people getting a weekend or somethin' resembling a few days off if they let 'em know ASAP, but IDK about a full week...

I myself am going to try to fly back home to cali for approx. two days so I can attend my choir graduation (arrive Tuesday night, red eye back out Wednesday late night-early Thursday morning), so I'm hoping to start trying to work that out the second I get there.

 

[msminnie2010]

Since you'd be working there for such a short amount of time I dont think it be very easy to get a whole week off...its seems a little impossible.

 

[chrstina]

I think it depends on the scheduler/manager but it will be very hard/trickey with you being new in the role. It takes a few weeks of training in some roles.

I would suggest waiting or having the family vacation wait? Also, FYI, being a cast member, you get KILLER deals for the Disney Cruise. When I worked there (FT - after my CP) My husband and I went on a Disney cruise. We paid $500pp for a 7 day. You book relatively last minute because you are filling the empty rooms but it is AMAZING. We took my parents 2 years later for the same deal. We went on another line for our honeymoon and it doesn't compare to Disney but I can't swallow footing the entire bill. Maybe best for your parents to hold on to those DVC points and see what you can get with a cast discount and also see if you can take the time off.

Just my 2 cents.

 

[Eeyores Butterfly]

No. They do not give vacation time off and they will very clearly tell you that. You agree to FULL availability when you do the program. I was in a similar boat (FA after graduation) and we simply did our family vacation before my program. We drove down, did a couple of days at Disney and then a 7 night cruise. I stayed in Orlando.

Have people done it by giving away shifts or simply calling in? Yes. But you are really asking for trouble. First, there's the rent issue. The rent comes out of weekly paychecks, so if you are not working enough hours to make rent you will end up in a world of hurt. Believe me, having double rent taken out is no fun at all. With shift switches, you face a very real possibility that it will not be approved depending on your area. CPs are not allowed vacations and agree to it, so there are departments out there that will not allow a CP to switch shifts that put them under their minimum hours. Then your only option will be calling off. It's not a good situation to be in.

They do grant leave under very extraordinary circumstances. My second CP I was given 5 days because a relative died. (3 days bereavement plus my normal 2 days off. But I picked up shifts for my 2 days off). But it pretty much has to be an emergency for that to happen.

You are pretty much going to have to make a decision: FA CP or fall vacation. You can't have both. I hate to say it so bluntly, but as a CP you agree to full availability and any recruiter worth their salt will explicitly state this means no vacations.

 

[piratechick]

The most you can get off is 4 days. You are allow to request two days off a week, so what I did, when I wanted to go home for a few days, was request Friday and Saturday off for one week and since Saturday was the last day in the schedule, I also requested Sunday and Monday off and that gave me 4 days in a row. I was able to give my shifts away for Thursday and Tuesday so I was able to have 6 days in a row off. That is the best you can do if you want a few days off.

 

[YesIStillLoveDisney]

I am not sure if this is beacuse of the department I am in or what but both I and a few other CP's have gotten plenty of time off. The week after I checked in I requested 6 days off to go home and back to school for a competition I am in in November, the weekend before Thanksgiving and it was granted without a problem and a friend of mine was given 9 day (the maximum) for when his family comes to visit in the end of August. I also know of another CP who was denied time off for a wedding which is one of the things they say we can be granted time off for and it was denied several times before her manager finally approved it (she is in a different department).

It really depends. Put your request in early and have a good reason.

 

[rbrainerd]

My daughter also got some days off in August without any problem. She started in June and has 4 days off in early August to come home and also has time off the week we visit her at the end of August (she has 6 out of the 7 days off when we are there). Granted I do know she works 7 days in a row before she comes home and the schedule is not out yet for when we are down there.

 

[PrincessJordynx]

You are there for such a short time already, going off for a vacation seems like a waste of the time. Personally I would trade any vacation - except maybe somewhere abroad - for being on the CP. And keep in mind they keep track of every little thing, so you have to think about what looks good to Disney...especially if you want a future in the company. So to put it simply...Getting a vacay is not gunna happen easily and in the long run you'll prob end up paying for it. maybe even literally.

 

[glendalais]

I think you'll be fine. Hours are being cut across property with Attendance and Guest Spending being down, and the company's guranteed itself into a corner with all of these hours that it has to schedule people (STCU FTers with their 32 hrs/week based on Seniority, and then all these CPs with 30 hrs/week).

The Company can't cut FT hours in a big way without causing a major scandal and protractred labour grievances - in fact, in these tough times, they seem predisposed to increasing FT hours so those CMs can continue to meet their bills and whatnot.

Given that, CPs are a much easier target. Most of the CPs in my area are being scheduled straight 30 hrs for the forseeable future, and Management is handing out ERs and ADOs like candy.

Indeed, I was asking my Mangement about extended time off so I could bring a car over from California, and they were very open to the idea, far beyond what I was expecting them to be.

I say put in for the time off you want, and if Labor Operations denies it, speak with your Management team.

And, just to quell some confusion, Approved Time Off/ERs/ADOs don't have a negative effect on your record card. Indeed, Approved Time Off and ERs don't even end up on your record card - Approved/Denied Time Off requests are put in your Personal Record for record-keeping purposes, but the average Cast Member's Personal Record is so large and convuluted that it's nearly impossible to determine anything from it.

One of the core values of The Walt Disney Company and Affiliated Companies is Balance between Life and Work. So long as you follow approved procedures and get the Time Off work approved by Management, it'll all be fine. Excessive Call-Ins, Lates, No Call/No Shows and ROSes (to an extent), on the other hand will have a negative effect on a Cast Member.

 

[taigirl87]

I think you'll be fine. Hours are being cut across property with Attendance and Guest Spending being down, and the company's guranteed itself into a corner with all of these hours that it has to schedule people (STCU FTers with their 32 hrs/week based on Seniority, and then all these CPs with 30 hrs/week).

The Company can't cut FT hours in a big way without causing a major scandal and protractred labour grievances - in fact, in these tough times, they seem predisposed to increasing FT hours so those CMs can continue to meet their bills and whatnot.

Given that, CPs are a much easier target. Most of the CPs in my area are being scheduled straight 30 hrs for the forseeable future, and Management is handing out ERs and ADOs like candy.

Indeed, I was asking my Mangement about extended time off so I could bring a car over from California, and they were very open to the idea, far beyond what I was expecting them to be.

I say put in for the time off you want, and if Labor Operations denies it, speak with your Management team.

And, just to quell some confusion, Approved Time Off/ERs/ADOs don't have a negative effect on your record card. Indeed, Approved Time Off and ERs don't even end up on your record card - Approved/Denied Time Off requests are put in your Personal Record for record-keeping purposes, but the average Cast Member's Personal Record is so large and convuluted that it's nearly impossible to determine anything from it.

One of the core values of The Walt Disney Company and Affiliated Companies is Balance between Life and Work. So long as you follow approved procedures and get the Time Off work approved by Management, it'll all be fine. Excessive Call-Ins, Lates, No Call/No Shows and ROSes (to an extent), on the other hand will have a negative effect on a Cast Member.

this helped me a lot, because my mom wants me to try to get as many days off as i can for when they come visit, so i can just go to the park with them those days. (they will only have four days to go to the parks). hopefully it all works out

 

[kmg148]

The labor center will probably deny it off the bat. They deny almost everything, especially over 4 days. I had to go on a study tour the 3rd week of my program and I was denied by the labor center, but my managers were able to approve it.

 

[BethAnne Sthrn Belle]

So, I have a question.

I am planning to do the Fall Advantage '10 CP. I will be graduating college in May, right before I go on the CP. I know my parents are planning a vacation for sometime in early fall (early November maybe), to take me on for a graduation present. Most likely it will be a Disney Cruise, or at least somewhere where we will be using DVC points if that makes any difference.

Will I be able to get the time off if I tell them in advance (like right at the beginning of the CP)? If it's a cruise, it will be a 7 day one.

Thanks!

depending on the economy/ dept. you are in it shouldn't be a problem. My sis recently switched resteraunts for a better pay and all they have her scheduled for is 8 hours this week and her roommate (working off-site) only was scheduled 2 shifts in a week and they are supose to be full time.
Of course she was able to go on the system and pick up hours in other resteraunts/ parks that she was cross trained in. But Disney is in a world of hurt right now. So full time workers who are not living in Dis housing are picking up any extra hours they can find.

 

[glendalais]

depending on the economy/ dept. you are in it shouldn't be a problem. My sis recently switched resteraunts for a better pay and all they have her scheduled for is 8 hours this week and her roommate (working off-site) only was scheduled 2 shifts in a week and they are supose to be full time.
Of course she was able to go on the system and pick up hours in other resteraunts/ parks that she was cross trained in. But Disney is in a world of hurt right now. So full time workers who are not living in Dis housing are picking up any extra hours they can find.

If this is true, and the Employees involved are statused Full Time (SAP Regular) Walt Disney World Resort Food & Beverage Cast Members, this is a major violation of both Company Policy and Union Contract.

All Full Time Walt Disney World Resort Cast Members working under the Service Trades Council Union Contract (STCU), which includes all Food & Beverage Cast Members, must be scheduled at least 32 hours per week, as stated in Article 10, Section 2 of the Agreement Between Walt Disney World Co. and The Service Trades Council Union (Full Time) effective 29 April 2007 to 2 October 2010:

(content emphasis my own)

ARTICLE 10 - HOURS OF WORK​

SECTION 2. WORK WEEK
(a) The Work week shall consist of twenty-five (25) to forty (40) hours in the seven (7) day period starting at 12:00 a.m. (midnight) on each Sunday and ending at 11:59 p.m. on the following Saturday. This shall constitute the regularly scheduled work week but is not a guranteed work week.

(1) Five (5) Day Work Week. Employees scheduled on a five (5) day work week will not be involuntarily scheduled less than thirty-two (32) hours per week during their five (5) regularly scheduled work days.

(2) Four (4) Day Work Week. Employees scheduled on a four (4) day work week will not be involuntarily scheduled less than eight (8) hours per day during their four (4) regularly scheduled work days. Employees who regularly work a four (4) day work week, will not be intermittently assigned to a five (5) day work week.

(b) The Company commits to maximize the straight-time hours worked by Full-Time employees by providing as many thirty-five (35) to forty (40) hour schedules as possible, consistent with efficient operations.

(c) On an annual basis, January 1 through December 31, seventy-five percent (75%) of all non-tipped Full-Time employees who are employed this entire time period shall be guaranteed 1,800 paid hours. These hours shall include straight-time, overtime, and benefit hours. Employees who ahve taken leaves of absence or have been laid-off/furloughed shall be prorated for the 1,800 hour calculation.

They should contact the Union Shop Steward in their area, or the main office of their Union Local. While I can't promise anything, depending on the circumstances, they may possibly be entitled for compensatory pay from the company for the difference in hours between their posted schedules and the contract-mandated minimum number of hours.

If they work in Quick Service Restaurants, Table Service Food & Beverage, Outdoor Foods or Culinary (Non-Banquet/Catering), they can contact either their Shop Steward or Workers United/Service Employees International Union Local 737 at the following address:

1271 La Quinta Drive, Unit 12
Orlando, Florida
(407) 857-0737

If they work in Catering/Banquets, they can contact either their Shop Steward or the United Food and Commercial Workers Union Local 1625 at the following address:

8351 Epicenter Boulavard
Lakeland, Florida
(863) 984-1177
http://www.ufcwlocal1625.org/

 

[BethAnne Sthrn Belle]

If this is true, and the Employees involved are statused Full Time (SAP Regular) Walt Disney World Resort Food & Beverage Cast Members, this is a major violation of both Company Policy and Union Contract.

All Full Time Walt Disney World Resort Cast Members working under the Service Trades Council Union Contract (STCU), which includes all Food & Beverage Cast Members, must be scheduled at least 32 hours per week, as stated in Article 10, Section 2 of the Agreement Between Walt Disney World Co. and The Service Trades Council Union (Full Time) effective 29 April 2007 to 2 October 2010:

(content emphasis my own)



They should contact the Union Shop Steward in their area, or the main office of their Union Local. While I can't promise anything, depending on the circumstances, they may possibly be entitled for compensatory pay from the company for the difference in hours between their posted schedules and the contract-mandated minimum number of hours.

If they work in Quick Service Restaurants, Table Service Food & Beverage, Outdoor Foods or Culinary (Non-Banquet/Catering), they can contact either their Shop Steward or Workers United/Service Employees International Union Local 737 at the following address:

1271 La Quinta Drive, Unit 12
Orlando, Florida
(407) 857-0737

If they work in Catering/Banquets, they can contact either their Shop Steward or the United Food and Commercial Workers Union Local 1625 at the following address:

8351 Epicenter Boulavard
Lakeland, Florida
(863) 984-1177
http://www.ufcwlocal1625.org/

Hey thanks for the reply my sis when she switched over for more pay actually became listed as part-time ( twice the pay for 1/2 the work.) At 20-30 hrs not bad, then they started cutting hours

* Is there a minimum hour rule for part time?

Her roommate works on the BoardWalk but I think that is not under Disney employment but is listed as full-time ( but has picked up hours in previous locations for more money.)

 

[glendalais]

Hey thanks for the reply my sis when she switched over for more pay actually became listed as part-time ( twice the pay for 1/2 the work.) At 20-30 hrs not bad, then they started cutting hours

* Is there a minimum hour rule for part time?

Her roommate works on the BoardWalk but I think that is not under Disney employment but is listed as full-time ( but has picked up hours in previous locations for more money.)

If your sister was converted into a Casual Regular (Part Time) role when she transferred locations, then there are a whole different set of rules that would govern her hours.

With the exception of College and International Program Cast Members, Casual Cast Members, which consist of both SAP Casual Ongoing (Casual Regular/Part Time) and SAP Casual Limited (Casual Temporary/Seasonal) are defined as Cast Members who do one of the following:

• Consistantly work 25 hours or less per week.
• Consistantly work 25 hours or more per week, but only work less than 7 months per year

Per Contract, the Company may not schedule Casual Cast Members (in this case including College and International Program Cast Members) more than 35% of all total hours scheduled in a calendar year.

This means that, in any area in any calendar year, 65% of all hours worked must be worked by STCU Full Time Cast Members. That's probably why your sister's hours were cut - they were giving hours to Full Timers to meet that requirement.

As to her roommate, if she is employed at Disney's Boardwalk Resort in by the Walt Disney World Co. in a STCU Full Time Classification, then she would be entitled to file a Labor Grievance. However, if she is employed by a Operating Participant, she would not be covered under these regulations.

 

[BethAnne Sthrn Belle]

As to her roommate, if she is employed at Disney's Boardwalk Resort in by the Walt Disney World Co. in a STCU Full Time Classification, then she would be entitled to file a Labor Grievance. However, if she is employed by a Operating Participant, she would not be covered under these regulations.[/QUOTE]

Okay thanks, this makes more sense.
The roommate is employed at the Boardwalk but not under Disney employment so it must be the "operating participant."

 

[CorEeyore]

hey!
so you were able to use your cast member discount even after your program ended? because i am asssuming that you did not book the cruise for while you were in the cp, right?