MIT has a web page which calculates a "living wage" by geographic area.
http://livingwage.mit.edu/ It uses this definition: "the prevailing wage offered by the public sector and key businesses should reflect a wage rate required to meet minimum standards of living."
So, the calculated "living wage" for Florida, Orange county (
http://livingwage.mit.edu/counties/12095) for an adult with no children or dependents is $11.51 per hour. Add a child and the living wage increases to $24.07 per hour. This assumes full-time work (2080 hours). Osceola County looks to be the same. This is a social calculation. So far as I know, U.S. governmental entities (states, cities, counties) require payment of a "living wage." Here, legally, the obligation is to pay a "minimum wage." Talk of a "living wage" became popular when in the late 20th Century when Congress refused to raise the federal minimum wage.
As to whether the unions failed "in its duty to represent its members under the current contract", from a legal point of view, the answer has to be no. No court would say that the unions breached a duty of fair representation to its members when it obtained significant increases, $1 per hour from 2014 to 2016, in the past contract(s). (Remember, there are multiple contracts, including separate contracts for full-time and part-time employees). As of July 31, 2016, all non-tipped Service Trades Council bargaining unit employees (full or part time) receive at least $10 per hour. Full time under the CBA means at least 30 hours per week on average over a 12 month period. Tipped employees make a lower hourly wage rate but, of course, are supposed to receive tips to make up the difference. In Florida tipped employees must be paid a direct hourly wage of
$5.08 per hour (federal law only requires $2.13 per hour). Under the CBA, the lowest tipped wage rate is $5.40 per hour.
Now, before you ask, it isn't really possible to make a one to one comparison between wage rate in a CBA to the "living wage." The union wage rate does not include many benefits (health, pension and vacation) which are reflected in the living wage. Also, the CBA rates increase depending on an individual employee's experience. For example, a bus driver makes between $12.65 and $18.16 per hour, depending on years worked (and other factors).
It is difficult to show a breach of the duty of fair representation standard in individual claims. The union's action typically has to be discriminatory or downright dishonest. Unions, by definition, have to look after the interests of the entire bargaining unit. Even in past contracts, where the unions agreed to wage rates that were quite low, it would be very difficult to show a breach. The unions can always point to other concessions they obtained as a trade off, e.g., obtaining a clause saying "On an annual basis, January 1 through December 31, seventy-five percent (75%) of all non-tipped Regular Full Time employees who are employed for this entire time period shall be guaranteed 1,800 paid hours."
College program students are not members of the bargaining unit.
A further note, the wage rates agreed to in 2014 were for three years but the CBA expires in 2019. The current negotiations occur because the union exercised its rights under the wage reopener clause.
The parties agree to reopen the Contract upon written notice no later than sixty (60) days preceeding September 24, 2017 solely to negotiate wage increases in accordance with Article 12, Section 1 and Addendum A. If the parties are unable to reach agreement regarding wages, thirty (30) days after September 24, 2017, the Agreement shall expire unless mutually extended by the parties.