We will have to see what happens at WDW.
1) The union has the Federal right to strike.
2) The union leaders may feel this is the best method.
3) In the event of a strike,
. . . WDW declares an impasse and goes forward
. . . WDW can implement any of the last terms presented
. . . the union cannot object
. . . WDW can hire temporary replacement workers
. . . the temps won't go after a settled strike *
. . . WDW might get along with the non-union people
. . . less than 50% of eligible employees are union
4) Overall, not a smart move on behalf of the union(s).
5) If this happens, the union(s) will be broken and bust.
* In the case of a strike, management can bring in temporary workers. In some settlements, the temps are let go and union people return to work. In most settlements, the union people ONLY come back when there are new openings or temps leave.
PS - I ran a plant in a right-to-work state. The union went on strike. Non-union employees came to work. We hired temp replacements for the balance of the jobs. The union stayed on strike for more than three months. After the strike, only 17 of 238 strikers got their jobs back. The union disappeared before the next contract negotiations.
PPS - If the Teamsters strike and the above happens, this would be a major hurt for the union. The Teamsters have a special Federal law regarding their Health and Pension Fund and the fund would suffer greatly if the above occurs.