A coalition of twenty-three trade unions, in partnership with the Orange County Labor Federation, has established the UniteKnotts Coalition to organize and represent every employee at Knott's Berry Farm. This initiative emerges as the amusement park, originally a family-operated attraction, now functions under an $8 billion corporate entity following the Cedar Fair and Six Flags merger.
Frontline workers, including ride operators, food service staff, and cashiers, typically earn between $15 and $18 per hour. Coalition leaders argue these wages are insufficient for meeting basic living expenses in Southern California. Chris Griswold, President of Teamsters Joint Council 42, emphasized the disparity, stating, "Knott's Berry Farm was built on community and hard work—but today, it's run by a corporate giant that puts profits before people."
The coalition aims to secure fair compensation, safe working environments, and adequate staffing levels for all employees. By uniting unions that represent tens of thousands of workers across various sectors, UniteKnotts seeks to ensure comprehensive representation and advocacy. Additional details about the coalition's objectives and efforts are available at https://UniteKnotts.com.
This organizing drive highlights broader labor movement trends in the amusement and hospitality industries, where low wages and corporate consolidation have sparked increased unionization efforts. For HR vendors, this development signals potential shifts in labor relations management at major entertainment venues. The coalition's formation directly responds to the park's transition from family ownership to operation under an $8 billion corporate entity, creating a significant test case for employee representation in a post-merger environment.
The outcome of this organizing effort could influence labor practices at other theme parks and large entertainment venues nationwide. HR technology providers and consultants may see increased demand for union avoidance training, labor relations software, and compensation benchmarking tools as similar venues anticipate potential organizing campaigns. The focus on wages insufficient for local living costs may prompt broader industry discussions about geographic pay differentials and total compensation strategies in high-cost markets.
Vendors serving the human resources industry should monitor this campaign's progress as it may establish precedents for multi-union cooperation in single workplace organizing. The coalition's comprehensive approach to representing all park employees could challenge traditional bargaining unit structures and create new models for labor representation in the service sector. This development underscores the growing importance of proactive labor relations strategies in industries experiencing corporate consolidation and workforce mobilization.
