You're missing 2 more lots!
On the opposite side of the Harbor and Ball Rd. intersection there's another parking lot. This is "Ball Lot" and is used by employees. Employees need a shuttle to get to work.
Further down Katella, across the street from the convention center, there's Toy Story/"K Lot", which is a combination parking lot for guests and more employee parking. This is the largest parking lot of them all, taking up an entire city block.
The lot you've marked across from House of Blues is indeed a Disney lot but it is rarely used. Additionally, the "lot" you've marked inside California Adventure isn't a "real" parking lot - just a place for storage of maintenance trucks and stuff that rarely leaves the bounds of the park. If you're counting those, there's a lot more area you should count (all of the outside of Indiana Jones/Haunted Mansion, everything from the backside of Space Mountain to Main Street). There's also a parking garage just below the spot you've marked in Team Disney Anaheim - that gray structure to the south of the parking lot is a parking garage for corporate folks that have their office behind the park.
(I used to work at Disneyland.)
Here's a video from an all-hands meeting the day after she quit. (Reddit, sorry.)
The following is a transcript if you'd rather avoid Reddit:
(speaker 1, Linus) So we called this meeting because it's come to our attention that we need to have a quick chat about the best way to handle HR related feedback and rumors. We won't be giving any names for what I hope are extraordinarily obvious reasons, but what we can do is give you the following guidelines for problem solving and conflict resolution.
Sorry that this is all boring and corporate, but here we are. Number one, always stand up for what's right. We're only a team as long as we're all working together and working for each other. That's the most important one. Number two, always reflect on your own personal experiences and use your common sense. Few things in life are truly black and white. Number three, always wait to hear both sides of a story before passing your own judgment. Be cautious when you know that one side is bound by legal and ethical disclosure guidelines, when the other is not. Carefully consider what it says about the character of someone who would engage in that type of gossip against someone who has no power to defend themselves.
Number four, always encourage openness and transparency. If you have a problem, you need to speak up. We want to fix it. If you receive feedback about somebody else at this company, the first response is, have you spoken with this person? Followed closely by, you need to speak with this person. We don't solve interpersonal issues here, or really anywhere in your life, if you wish to live in a drama free zone, by engaging in water cooler politicking. So, if for any reason that individual is not comfortable approaching the person they're having a conflict with, we have a chain that they're supposed to follow.
So first, you advise them to take the problem to their manager. Followed by me or Yvonne, followed by our third party HR firm. I hope that you all trust that we're here to make this a safe, fun, and productive workplace, and we won't tolerate mistreatment of any of our team members.
If you have any reason to believe otherwise, then I refer you again to point number four, which is to address the issue with the individual directly, or bring it to me or Yvonne, or bring it to our third party HR firm. Since I'm not at liberty to share any details about what occurred, uh, all I can do is ask that you trust me and Yvonne.
Um, some of you know us very well, I've been here a very long time, um, some of you have not been here for as long, but I like to think that whether you've been here for nine years or nine days, you're here for a reason and you believe that we are utmost to run this company with integrity and compassion.
Um, We can't solve problems we don't know about though, so on that note, I'd like to invite anyone who has concerns about a fellow team member or about a manager to submit their feedback either by speaking with their manager, me or Yvonne directly, or if you would prefer to provide your feedback anonymously, we have an option for that as well.
It's the manager and co-worker feedback form. Uh, Yvonne, if you're not aware of it - show of hands who is not aware of it? Hey, a lot of people aren't aware of it. Good, so now we all know. There's an anonymous form, if for whatever reason you're not comfortable either talking to me me or Yvonne directly about it - and that's okay, that's fine, we understand, that's why we have these options - Yvonne's gonna post it in the general chat.
It's a safe space to provide us ideas for improvement, or if you're consumed by the holiday spirit and you want to say nice things, you can do that too. Does anybody else have any questions?
Not a single question? Wow, that must have been a really good speech.
(speaker 2, James) You gonna dance on that table, or just stand on it?
(speaker 1, Linus) That's it! So, um, Yvonne, did you have anything you wanted to add?
(speaker 3, Yvonne) (inaudible) Somebody said (inaudible) if you guys want to sanitize your hands, help yourself with free (inaudible)?
(speaker 1, Linus) Yeah, that was actually just totally random timing. It came up the stairs a moment ago. Dennis is on it. Alright. Thank you everyone. Have a wonderful and, uh, productive rest of your day. And weekend.