Member Resources

Union Membership

Employees covered by the Collective Bargaining Agreement fully retain their legal right at any time to choose to become members of the Union or to choose not to become members of the Union. Similarly, employees covered by this Agreement fully retain their legal right to choose to financially support the Union or choose not to financially support the Union. No employee is required to become a member of the union in order to receive the wages, benefits, and other employment terms set forth in this Agreement.

Weingarten Rights

Your Weingarten Rights – If at any time you are questioned by a manager and feel that your answers could lead to you being disciplined, you have the right to invoke your “Weingarten Rights”.

This means that you have the right to stop the meeting and request union representation.

If you ever feel intimidated, harassed, coerced, or threatened by a manager concerning any ongoing current issue YOU need to contact us. Your union representatives are here to serve you. This is your union. Enacting your Weingarten rights also federally protects you from any retaliation from the company or its’ managers.

“If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I request that a union officer be present.”

“Without representation I choose not to participate or answer any questions.”

This is your right under the Supreme Court.

FMLA Rights of Union Members

The Family Medical Leave Act of 1993 (FMLA) guarantees important rights to private and public sector employees.

Eligibility – You are eligible for leave if you:
1. Work for an employer that has 50 or more employees,
2. Have been employed for at least 12 months,
3. Have worked 1,250 or more hours in the previous 12 months, and,
4. Work where at least 50 employees are employed within 75 miles.

Reasons for Leave – Eligible employees can take up to 12 weeks of unpaid job-protected leave over a 12-month period to:
a. recover from a serious health condition (medical leave), or
b. care for a spouse, parent, or child with a serious health condition (family-care leave), or
c. care for or bond with a newborn, adopted, or foster child (child-care leave)

Intermittent Leaves and Reduced Schedules – You may take medical and family-care leave on an intermittent basis. If you work five days per week, you may take up to 60 individual days. You can also take FMLA leave on a reduced schedule basis, for example, working part time after an operation.

Other Features
a. Leave may not be delayed or denied because your employer is in a busy period.
b. You may be asked to submit a medical certification from a health care provider.
c. If your need for leave is foreseeable you must provide advance notice: 30 days when possible.
d. After your leave, you must be returned to the same or a substantially equivalent position.
e. Your employer may not take adverse measures against you because of FMLA absences.

Violations – FMLA violations should be reported to your Union representative. You may also file a complaint with the U.S. Department of Labor.

Kevin Burkhart


Diana Overton


Joe Stepp

Sergeant of Arms

PJ Elias

Vice President, AMR Central Arizona

Jerry Toigo

Vice President, AMR Southern Arizona

Michael Norton

Vice President, Maricopa Ambulance

Adrian Martinez

Trustee, AMR West Valley

Jacob Mayer

Trustee, AMR East Valley

Steve Zapata

Trustee, AMR Pinal County

Robert Larkin

Trustee, AMR Central Arizona

Matt Coody

Trustee, AMR Southern Arizona

Ryan Spilsbury

Trustee, Maricopa Ambulance