The Walt Disney Company park & resort staff

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documented benefits (5)

Degree paid upfrontDisney Aspire pays 100% of tuition upfront, plus application fees and books, for eligible US hourly cast members and employees
Benefits while part-timeyes
Union contractWalt Disney World: 45,000 theme park workers represented by the Services Trades Council Union (IATSE 631, Teamsters 385, TCU 1908, UFCW 1625, UNITE HERE 362 and 737)
Works around classesDisney College Program participants at Walt Disney World get dedicated time off for school classes and on-site exam proctoring while working guest-facing cast member roles. Covers the Disney College Program (4-8 months, extendable to a year), not Disney hourly roles generally.
Paid trainingDisney College Program: a paid internship at Walt Disney World for college students and recent graduates, 4 to 8 months (extendable to a full calendar year), working one of over 20 guest-facing cast member roles alongside educational sessions and professional development. Recommended for credit by the American Council on Education. You are paid during it.

the legal floor where they are

Set by law, not by The Walt Disney Company park & resort staff. It applies to every employer in CA.

IVF cycles the state coversCalifornia requires IVF from 1 January 2026, and only from large employers. SB 729 (2024) rewrote Health and Safety Code § 1374.55 so that a large group health care service plan contract 'issued, amended, or renewed on or after January 1, 2026, shall provide coverage for the diagnosis and treatment of infertility and fertility services, including a maximum of three completed oocyte retrievals with unlimited embryo transfers', following ASRM guidelines and using single embryo transfer where medically appropriate. Large group means 100 or more employees. Small group plans need only be OFFERED the coverage rather than provide it, religious employers are excluded, Medi-Cal managed care is exempt, and CalPERS plans are delayed to 1 July 2027. The original 1 July 2025 date was pushed back a budget trailer bill, AB 116 (2025). THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: a state insurance mandate binds only fully insured plans. A self-funded employer plan is governed federally under ERISA and is preempted, and KFF's 2025 employer survey puts 67% of covered workers — 80% at firms of 200 or more — in a self-funded plan. At most large California employers this law therefore does not apply, and the fertility benefit on the page is the company's own choice. (Senate Bill 729 (2024), which repealed and added Section 1374.55 of the Health and Safety Code and amended Section 10119.6 of the Insurance Code; the operative date was moved from 1 July 2025 to 1 January 2026 by Assembly Bill 116 (2025).)
Adoption leave the law gives12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are illNo federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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