Welcome to the Family, AMR!

The United Emergency Medical Professionals of Arizona was founded as the Southwest Emergency Medical Personnel Association following an NLRB certification over twenty five years ago. As an industrial local of the International Association of Fire Fighters, the Local I-60 represents over 700 non-fire EMS professionals throughout Arizona in Pima County, Pinal County, Graham County and Maricopa County.


In October of 2015, American Medical Response and Rural Metro Corporation merged to create not only Arizona’s largest EMS provider, but the nation’s largest private ambulance service — however prior to the merger, AMR began operating in Maricopa County with a non-unionized employee base.


As brands continue to merge, and Local I-60 employees¬†from Rural Metro Ambulance and Southwest Ambulance to American Medical Response and Life Line Ambulance, we’d like to welcome our brothers and sisters at AMR without a union to join the Local I-60 as co-workers and fellow union members.¬†

Why the Local I-60?

The IAFF Local I-60 is focused on only one thing, Emergency Medical Services. Representing EMS isn’t something we do, it’s the only thing we do. Our officers have careers in EMS, and are experienced as EMT’s, Paramedics and Nurses. Who better to represent you and be your voice than the peers you elect?

Whether it be in peace or in war, there is always strength in numbers and in solidarity. In corporate America, CEO’s and Board of Directors hold the power over their company. Unionized labor, like the Local I-60, balances that power by giving one collective voice to its members to improve hours, wages, and working conditions. The larger the numbers, the stronger and louder the voice.

The Local I-60 has over twenty-five years of experience in collective bargaining within the private healthcare industry — something very different than public sector bargaining. It is this experience that has brought our profession from an entry level pay of $25,000 up to $32,500 with our most recent agreement — paramedics were increased from $31,437.12 to $42,000 starting pay. Hourly pay isn’t everything though — up to 7% dollar-for-dollar match on 401k contributions, tuition reimbursement programs, qualification differentials, uniform allowances, and company-paid training are just a few of the other benefits that result from years of experience with EMS.

How Do I Join?

If you are currently employed at AMR Maricopa, and not represented by a Union, you can complete this online form to express your interest in being represented by the International Association of Fire Fighters, Local I-60.

What is the I-60's Record?

The Local I-60 has over twenty-five years of collective bargaining history in Arizona with the private ambulance service industry.

Most recently the Local I-60 has fought, and won, many significant labor disputes for its members.

In 2012, the Local I-60 fought Rural Metro and Southwest Ambulance for Longevity Pay which was unlawfully withheld from senior employees. After a lengthy process of litigation and appeals lasting over 3 years, the Local I-60’s members received their longevity back pay of over $700,000 in December of 2015.

Also in 2012, the Local I-60 began pursuing a remedy to Rural Metro’s unlawful change to our members pension and retirement plan which significantly reduced benefit amounts.  After a binding arbitration in 2014, and litigation in federal court throughout 2014 and 2015, the Local I-60 prevailed and all members have now had their pensions correctly funded, increasing the plan’s benefit to members by nearly $12 Million. Current retirees have all been compensated for past benefit payments. In addition, AMR paid the IAFF Local I-60 $260,000 in legal fees.

In 2015, Rural Metro failed to bargain changes to the EMS staffing in Fountain Hills, for which the Local I-60 filed an Unfair Labor Practice, and fought to ensure that all impacted members received two weeks of pay as compensation for the disruption and displacement forced upon them.

In 2015, Rural Metro failed to bargain changes the West Valley Deployment Plan when they significantly reduced the number of twenty-four hour shifts in the West Valley and as a result, reduced income for several of our members. The Local I-60 pursued an Unfair Labor Practice, which ultimately returned 6 of the 8 units to twenty-four hour shifts and provided back-pay for any lost wages as a result of the unilateral change. 

These are just some of the major items which the Local I-60 has taken on and won. Behind the scenes are the daily representations and grievances for contract violations and policy disputes. From addressing payroll and PTO concerns, to response time violations, the Local I-60 Executive Board is dedicated to fighting not for the whole, but for each individual member.


Where are Local I-60 Jobs?

The Local I-60 represents private EMS professionals throughout Arizona.

In Maricopa County, Local I-60 members provide primary EMS service to Apache Junction, Avondale, El Mirage, Glendale, Goodyear, Litchfield Park, Luke Air Force Base, Mesa, San Tan Valley, Sun City, Surprise, Tolleson, Youngtown, and unincorporated Maricopa County. In addition, Local I-60 members provide backup or secondary EMS service to Buckeye, Carefree, Cave Creek, Chandler, Daisy Mountain, Fountain Hills, Gila River, Gilbert, Harquahala , Laveen, Paradise Valley, Peoria, Phoenix, Queen Creek, Rio Vista, Scottsdale Sun City West, Tonopah, and Whittman.

In Pinal County, Local I-60 members provide primary EMS service to Arizona City, Casa Grande, Coolidge, Florence, Maricopa, and unincorporated Pinal County.

In Pima County, Local I-60 members provide primary EMS service to Green Valley, Mammoth, Marana, Oracle, Oro Valley, Sahuarita, San Manuel, Tucson, and unincorporated Pima County.

In Graham County, Local I-60 members provider primary EMS service to Safford and Thatcher, and the many small communities surrounding the Safford metropolitan area, as well as unincorporated Graham County and Greenlee County .

How Much are Union Dues?

In December of 2015, the Local I-60’s membership modified the Union’s Constitution and By-Laws to restructure union dues to be as low as $20 per pay-period, and never more than $30. Union dues are now based on a members annual income rather than charging each member the same amount. This decreases the financial burden on members who work a schedule with significantly less hours per year, and less annual income per year.

What is Collective Bargaining?

Collective bargaining is the process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment, including pay, benefits, hours, leave, job health and safety policies, ways to balance work and family and more. Collective bargaining is a way to solve workplace problems.

After the rights of public employees to collectively bargain for a middle-class life came under attack in 2010, working people in all kinds of jobs as well as students, community supporters, faith leaders and others united to defend this basic right.

The United States has long lagged behind other industrialized nations in collective bargaining coverage for public- and private-sector workers. Yet the right to collectively bargain is essential so that working men and women have the strength to improve their living standards, provide for their families and build a strong middle class.