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The Sheet Metal Occupational Health Institute Trust (SMO­HIT) provides resources to protect union sheet metal workers on the job, at union halls and at training centers across the United States and Canada. SMO­HIT provided automatic external defibrillators (AED) and bleed kits to all locations five years ago, and continues to help members become certified in CPR.

Providing naloxone is no different.

Every SMART union hall and training center is eligible to receive one cabinet with four boxes, or eight doses, of naloxone, a synthetic, potent antagonist for opioid drugs, including morphine and fentanyl. Boxes contain detailed, illustrated instructions on how to administer the drug in case of suspected over­dose, which is as easy as spraying the dose inside the patient’s nose. The metal cabinets, offered to sheet metal union halls and training facilities as a member benefit, are not alarmed and are meant to be hung in highly visible areas, said Jeff Bradley, SMOHIT program administrator.

“We wanted to make it accessible to as many people as possible,” he said. “If they run out, they can always order more from us at no direct cost.”

Once hung on the wall at a training center or union hall, the cabinet’s doses are available for whoever needs them, whether the suspected overdose occurs inside a union building or elsewhere. Members can take a box if they’re concerned about a family member or take one to keep at the jobsite. If an opioid drug is in the medicine cabinet at their house, they should have naloxone on hand. Senior citizens are often prescribed naloxone in addition to any opioid medication in case of accidental overdose. With children, even teens, in the home, naloxone is a good thing to have on hand in case the unthinkable happens.

Opioid overdose can happen to anyone who is taking the medication or who purchases any kind of medi­cation from anywhere other than a licensed pharmacy, including social media and the internet. Workers who share medications or teenagers who buy anxiety medications from social media ads are all at risk — because counterfeit opioids look just like the real thing, said Chris Carlough, SMART director of wellness and mental health support.

“The cabinets and doses were purchased to help members save lives, inside and outside of union build­ings,” Bradley added. “An overdose can happen to anyone, anywhere, and it’s good to be prepared no matter the circumstances.”

Construction workers build their careers in dangerous situations. Even with every safety measure in place, injuries happen, and when they do, 55% of injured construc­tion workers receive a prescription opioid to manage the pain. Of those injured workers, 29% received two or more opioid prescriptions, according to a study from the Workers Compensation Research Institute.

The risk of overdose is a present danger, and that danger differs across populations and industries. Although the rate of overdose deaths in the United States decreased almost 27% from 2023 to 2024, union construction workers are 10 times more likely to develop an opioid use disorder if given a long-term prescription, according to the Centers for Disease Control and Prevention (CDC).

“The primary reason we’ve experi­enced a significant drop in opioid overdoses has been the presence of naloxone, so it’s vital we make sure it is visible and available throughout our industry,” Carlough said.

The Belonging and Excellence for All initiative, or BE4ALL, is a joint effort by SMART, SMACNA and the International Training Institute (ITI) designed with one goal in mind: strengthening the unionized sheet metal industry. By boosting recruitment and retention, among other things, BE4ALL aims to bring in and keep the best of the best in the industry, benefiting both local unions and signatory contractors.

Even with that goal, though, members have expressed confusion about BE4ALL. Some think of it as a diver­sity, equity and inclusion (DEI) initiative. Some think it’s a program put on by just SMART, or just SMACNA. Others don’t know about BE4ALL whatsoever.

That’s why, on July 17, 2025, SMART General President Michael Coleman and SMACNA President Tom Martin hosted the first-ever BE4ALL Town Hall at the Local 33 union hall in Cleveland, Ohio, discussing the initiative and taking questions from the more than 160 in-person attendees and viewers across North America watching via livestream.

In a powerful conversation moderated by Dushaw Hockett, General President Coleman and President Martin discussed actionable strategies for recruiting and supporting the next generation of sheet metal workers. From communication and mentorship to foreperson training and open-door leadership, they highlighted how BE4ALL is raising the standard for both workers and workplaces — benefiting every single member in the process.

“I spoke before about making our industry more competitive and more attractive to end users. We’re able to bring in more members and train more members, and we’re able to retain those members, if we’re out there supporting [each other],” Coleman said. “We all know the more members we bring in and the more that we retain, [that] builds our pensions, helps with our health insurance cost.”

“If you build confidence, you have respect, you have good culture within your organization, your association or your individual contractor, it helps the bottom line,” added Martin.

Both leaders talked about specific accomplishments achieved by BE4ALL so far. Coleman highlighted the Rapid Response Protocol, a guide to preventing and responding to incidents of bias, harassment or harm, calling it “one of the best documents I have ever read in this industry.” Martin, meanwhile, touched on the BE4ALL website, beforall.org, which has best practices, Toolbox Talks and other resources readily available.

In addition to their moderated discussion, Coleman and Martin took questions from viewers and in-person attendees. Questions spanned a range of topics, including how SMART and SMACNA are working to recruit high school students; how we can better retain the members we recruit, particularly when we know that one bad experience is enough to deter many other potential members in a given community; how we can continue to prioritize mentorship in our industry; and how rank-and-file members can get involved with BE4ALL.

In a defining moment, one virtual attendee asked if BE4ALL was lowering the standards of quality and craftsmanship in the industry.

“Absolutely not,” General President Coleman responded. “In fact, it’s the opposite. It’s about raising the standards for everybody. Along with the support comes the expectation that you’re going to be the best you can be in this industry. That’s what this is about … it makes us all better, it gives us that competitive edge.”

Information in this article is current as of September 18, 2025.

Temperatures were rising and spring was in the Maryland air on March 12, 2025. SMART Local 100 apprentice Kilmar Abrego Garcia had just finished a shift for a signatory contractor and picked up his five-year old son from school. He was headed home with his son strapped into a car seat designed for children with disabilities.

As he drove on Baltimore Avenue in College Park, Md., a law enforcement officer pulled him over.

Abrego Garcia thought it was just a routine traffic stop. It was anything but.

The events that followed marked the start of a monthslong saga for Abrego Garcia during which he was unlawfully sent to El Salvador and held at the notorious CECOT prison. They also reveal just what’s at stake when we say, “an injury to one is an injury to all.” Because the case of Kilmar Abrego Garcia is not just about one man. It is about all of us — and the rights we all stand to lose when one person is deprived of theirs.

Kilmar Abrego Garcia with his child
Abrego Garcia (right) with his wife, Jennifer, in Baltimore

The right to work

Kilmar Abrego Garcia joined Local 100 as an apprentice in January 2025. Five years prior, an immigration judge had granted Abrego Garcia “withholding from removal” status, which prohibited the government from deporting him to El Salvador on account of a credible fear of perse­cution and gang violence. Like many SMART members and millions of taxpayers in the United States who are not citizens, Abrego Garcia’s status authorized him to work in the United States — and to union representation.

As SMART House Counsel Luke Rebecchi noted, “millions of people in this country, many of our members, are not citizens but have every lawful right to be here and to work. And it’s incumbent upon the union to represent them.”

Abrego Garcia’s immigration status prevented the federal government from sending him to El Salvador, what Rebecchi called “the one and only place that he could not be removed to.” But that is exactly what the federal government did, just days after he was detained. The federal government later sought to justify his deportation by describing Abrego Garcia as a gang member, but it never gave Abrego Garcia theopportunity to defend himself against the allegation. It simply removed him.

General President Coleman speaks at a press conference in Maryland

When Abrego Garcia arrived in El Salvador, he was immediately imprisoned in the Centro de Confinamiento del Terrorismo (CECOT); a prison known worldwide for alleged human rights abuses. He was later moved to a different prison in response to public pressure, but according to United States Senator for Maryland Chris Van Hollen — who met with Abrego Garcia in El Salvador — he had no contact with his wife, his children or legal counsel for months. His attorneys have since alleged that he was tortured and lost 30 pounds during his imprisonment.

Following Abrego Garcia’s removal to El Salvador, and in the months since, various media personalities and governmental officials have resorted to attacking his character and made all sorts of allegations against him, as justification for his removal. These attacks made headlines, but they do not change the central fact of the matter: The federal government did not give Kilmar Abrego Garcia an opportunity to defend himself before he was summarily removed to El Salvador. In other words, he was deprived of due process.

The constitutional right to due process

The Fifth Amendment of the United States Constitution states: “No person shall be … deprived of life, liberty, or property, without due process of the law.” The 14th Amendment adds: “nor shall any State deprive any person of life, liberty, or property, without due process of law; nor deny to any person within its jurisdiction the equal protection of the laws.”

As SMART House Counsel, Rebecchi works to protect the rights of SMART members on a daily basis. He explained that the wording in the Constitution around these rights to due process is very specific — and it protects every one of us from unfair persecution.

“The Constitution mentions ‘citizens’ in many places, but it specifically states ‘no person’ [in the Fifth Amendment],” Rebecchi said. “The use of ‘person’ was intentional, and it protects all persons in the United States regardless of their citizenship status. Before the government deprives a person in the United States of life, liberty or property — for instance, by imprisoning them, fining them or deporting them — that person is entitled to a fair hearing and the opportunity to defend themselves against the charges. Without process of law, without an opportunity to present your case, to have your liberty decided by someone who’s neutral and impartial — without that, we’re all at the whims of somebody else, of whoever occupies the Oval Office. Without due process, then it’s whatever they say. That’s a terrifying reality to live in.”

Rebecchi noted that the right to due process has particular significance for SMART members.

“None of us would stand for an employer who just says, ‘no, you don’t work here anymore.’ We negotiate contracts that ensure that members have a right to be heard,” he said. “That protects them at work. That’s one of the guarantees of the labor movement.”

SMART General President Michael Coleman summed it up succinctly following a press conference in April: “When Kilmar Abrego Garcia was mistakenly deported to El Salvador, he was denied his right to due process, and we at SMART are fighting to ensure he receives the treatment he is granted under law — just like we would, and we always will, fight for the rights of every single SMART member.”

Justice delayed

On March 24, 2025, Abrego Garcia’s wife, Jennifer, sued the government on behalf of herself, Kilmar andtheir son. Almost immediately, the federal government admitted that Abrego Garcia’s disappearance to El Salvador was an “error,” and on April 4, Judge Paula Xinis ordered the government to return Abrego Garcia to the United States. The government appealed the ruling all the way to the Supreme Court. On April 10, the Supreme Court ruled against the federal government and ordered the federal government to facilitate his return to the United States.

And yet, Abrego Garcia remained in an El Salvador prison until early June.

“It’s just not enough to admit that you made a mistake,” General President Coleman said in April. “You need to fix it.”

From coast to coast, SMART members fight for justice

The magnitude of Abrego Garcia’s case became clear immediately, and SMART leapt into action. SMART leaders and members rallied with Abrego Garcia’s family, lawyers and supporters, demanding justice and due process. General President Coleman appeared on CNN to emphasize the importance of due process and constitutional rights.

SMART leaders also helped rally the labor movement to the cause. General President Coleman, International Union of Painters and Allied Trades (IUPAT) President Jimmy Williams, UNITE HERE President Gwen Mills and Liz Shuler, president of the AFL-CIO, sent a letter to Ambassador Milena Mayorga of El Salvador on May 1, 2025, calling on the Salvadoran government to imme­diately release Abrego Garcia and respect his right to due process.

International leaders were joined by SMART members from coast to coast. On May 1, members of Local 80 helped lead the Detroit May Day parade, with Business Agent Jason Grunenwald delivering a speech demanding justice for Abrego Garcia. And in Los Angeles, Local 105 officers and members rallied with sister unions and members of Congress, demanding thatthe government bring Abrego Garcia home and give him due process.

“Today it’s Kilmar, tomorrow it could be me,” said Local 105 member Alex Calderon. “Tomorrow it could be any one of us or our loved ones. Please fight to bring Kilmar back home.”

An injury to one is an injury to all

It hasn’t only been SMART members fighting for Abrego Garcia’s due process. Across North America — and even across the world — workers demonstrated the meaning of union solidarity in the battle for our rights. That included Iron Workers in Boston, UNITE HERE members in Las Vegas, transit workers in Southern California, railroad workers in Maryland, the Unión General de Trabajadores in Spain and many more.

Why? Because union members know, better than most other people in the world, the power of solidarity.

“Kilmar was denied his due process, which is not only wrong — it’s also a very betrayal of what we stand for in this country,” said former Local 105 Business Manager Steve Hinson.

Abrego Garcia returns to the United States — but the case continues

Abrego Garcia was finally brought back to the United States in early June. But he was immediately indicted on new criminal charges of alleged human trafficking. Abrego Garcia has pled not guilty, and his attorneyshave steadfastly maintained that the criminal charges are baseless and nothing more than political retribution.

In August, Abrego Garcia was released on bond from Putnam County Jail in Tennessee and traveled home to Maryland, where he finally reunited with his family.

But just three days later, while he was following the law and attending a mandatory Immigration and Customs Enforcement check-in in Baltimore, he was taken back into custody. The federal government has since notified Abrego Garcia’s attorneys of its intent to deport him to Eswatini — a country he has no relation to — after he rejected a deal in which, in exchange for a guilty plea, the government would have deported him to Costa Rica.

“At SMART, we fight for the principle of due process every single day. We stand for the fundamental American value that all our members, and everyone in this country, are innocent until proven guilty. Let’s be very clear: Kilmar deserves his day in court. And if the government wants to send him to jail, they need to prove his guilt in court,” said General President Coleman after ICE took Abrego Garcia back into custody.

He added: “As of [Monday] morning [August 25], Kilmar has filed a lawsuit challenging his detention and deportation, ‘unless and until he [has] a fair trial in an immigration court, as well as his full appeal rights.’ We stand with Kilmar’s family and supporters in demanding he receive a fair trial and the chance to make his case in court.”

Davis-Bacon prevailing wage rates set minimum pay and benefit standards on federal construction projects, based on surveys of wage rates in the area. This ensures that contractors bidding on those jobs can’t undercut area standards — putting skilled, well-trained construction workers (including SMART members) on projects. In many places, prevailing wage laws provide union-won pay and training standards to local workers, benefiting local communities and working families.

Prevailing wage rates also help SMART members at the bargaining table. When contractors across a local area are required to provide strong, family-sustaining pay and benefits, local unions can negotiate for the contracts members deserve without worrying about bad-faith companies pricing out high-road employers and lowering area working standards.

That’s why SMART fights for strong prevailing wage laws at the local level, and to strengthen the Davis-Bacon and Related Acts in the federal government. Because unfortunately, SMART members are just as impacted when prevailing wage rates are lowered.

A recent example from Florida: For decades, the United States Department of Labor has used one Davis-Bacon wage determination for construction work at the Cape Canaveral Air Force Station, Patrick Air Force Base, Kennedy Space Center and Malabar Radar Site — known altogether as Cape Canaveral — and another for Brevard County, Florida. The Cape Canaveral wage determination reflected union-won rates for all classifications, ensuring contractors bidding on work were paying strong, union-negotiated packages (and helping signatory contractors and members win more work). The Brevard County wage determination does not reflect those rates. Most of the rates on the Brevard County wage determination are low rates that haven’t increased substantially for more than 10 years.  

Earlier this summer, the new administration’s Department of Labor announced that the Cape Canaveral prevailing wage rate would be replaced, effective July 4, 2025, by the lower Brevard County rate.

“Unfortunately, this is a decision that will affect SMART members in the near future and for many years ahead,” said SMART General President Michael Coleman. “The high standards contractors previously met at Cape Canaveral have now been lowered, opening the door for companies to bid on work without paying workers what they deserve. That’s the immediate impact. And in future negotiations, local unions in the area won’t have the foundation of strong prevailing wages to stand on when bargaining for the pay and benefits that our members earn.”

“SMART members and their fellow construction workers at Cape Canaveral are doing vital work to support our nation,” he added. “Undermining that just doesn’t make sense.” 

Canada sets the standard

The disappointing actions by the United States Department of Labor and Congress contrast sharply with the current policy that SMART members enjoy in Canada.

In the U.S., the spending bill President Trump signed into law gets rid of a variety of work-creating tax credits. In Canada, similar tax incentives known as Investment Tax Credits offer companies a 30–40% credit for investments in clean technology, hydrogen production and carbon capture. These green economy credits are designed to drive investment toward sustainable energy projects. What sets them apart, however, is their strong labour standards. To qualify, employers must ensure that at least 10% of total work hours are performed by registered apprentices and that all construction workers are paid the prevailing wage — which includes health and welfare benefits as well as pension contributions.

In other words, this represents the strongest definition of prevailing wage ever implemented in Canadian labour history, utilizing the union definition of prevailing wage.

“It’s simple: Thanks to these incredibly strong standards, SMART Canada members will be put to work and Canadian families will benefit. No question,” General President Coleman said. “We applaud the Government of Canada for putting working families first, and we will continue to work with state and federal governments in the U.S. to win policies that benefit our members and their families.”

Across the United States, working parents — includ­ing SMART members — are facing a child care crisis. Whether from the cost or the lack of avail­ability, trying to find child care can put working Americans’ lives on hold, impacting their ability to pursue their career, grow their family and more.

That’s why SMART partnered with TOOTRiS to offer members at participating U.S. sheet metal locals access to wraparound child care benefits. And for Local 3 (Omaha, Neb.) member Tanner Tieken, that benefit has already made a difference.

“It [TOOTRiS] was probably one of the best customer experi­ences I’ve had, working with any company,” he said.

Local 3 member Tanner Tieken

With the TOOTRiS child care benefit, members can access more than 200,000 licensed child care providers nationwide via TOOTRiS’s state-of-the-art plat­form, including programs offering non-traditional hours, drop-in care and 24/7 availability. TOOTRiS technology — accessible to members for free via the TOOTRiS app or online — allows parents to search, compare and enroll in care based on real-time availability tailored to their needs, making it easier to find affordable options that work for them.

Perhaps most importantly, as Tieken pointed out, the TOOTRiS concierge service offers prompt, personalized assistance, whether trying to find summer camp a year in advance or dealing with a child care need at an unex­pected time. That means that members who prefer not to use technology have a dedicated service that has their backs: real people helping them find the care they need.

“It was timely,” Tieken said. “It wasn’t like I waited, asked a question and waited three hours. It was at most maybe 30 minutes.”

Child care crisis hits home across the U.S.

In a 2024 report, the advocacy group Kids Count in Nebraska revealed that “a full year of tuition and fees… at the University of Nebraska at Lincoln was cheaper than sending an infant to center-based care in 2021.”

Meanwhile, Nebraska Extension and We Care for Kids reported that 31% of parents with children five and under said that they left the workforce because they couldn’t find affordable child care; 34% of parents with children five and under said they refused a job opportunity, promotion or change because it would increase child care expenses; and that inadequate access to child care and early learning costs Nebraska families, businesses and state tax revenues nearly $745 million annually in direct losses.

Before making use of his child care benefit, Tieken said he and his family had experiences that backed up those reports.

“You almost feel like you want to wait until preschool before you try to go to another [kid,] number two. I’m just working to pay for daycare at that point,” he explained, adding: “I think that that’s kind of the contributor to the rise of a single-income household with a stay-at-home mom or dad. Because if you run the numbers sometimes, it just doesn’t make sense to be away from your kid that long, and you’re not really financially benefiting from [both parents working].”

TOOTRiS benefit makes a difference

Tieken was the first member at Local 3 to sign up for the TOOTRiS benefit. Not only is it making a difference for him and his family; he said it shows SMART’s commit­ment to helping members in any way possible.

“[SMART] sees where the struggle is,” Tieken noted. “Obviously, with today’s market and inflation and all that, everything’s going up in price. So obviously [SMART] can’t do too much about that; can’t pay everyone $100 an hour, it’s not feasible, not possible — the world would shut down, businesses would close — but [SMART is saying] we can help you out with something like child care.”

A $2 billion megaproject that was set to create more than 3,000 union jobs in Massachusetts is under threat after Congress passed the 2025 tax bill, which President Trump signed into law on July 4, 2025.

The Allston Multimodal Project, which had a project labor agreement in place, would have put workers on the job straightening out the Massachusetts Turnpike throughout Boston’s northwest corner, opened up land for development and invested in public transit. SMART sheet metal workers and other union construction members would have played a key role, including building a new train-and-bus hub.

But on Friday, July 18, the Trump administration’s Department of Transportation confirmed that DOT is terminating $327 million that Massachusetts won in 2023 for the Allston Multimodal Project. Massachusetts will keep just $8 million from the grant.

“Unfortunately, some of the harmful pieces of the spending bill are already starting to impact SMART members and our communities, just weeks after the president signed it into law,” said SMART General President Michael Coleman. “This project wasn’t only going to create thousands of union jobs, including for SMART sheet metal workers. It was going to invest in local communities and the state’s transportation network. Because funding has been so drastically cut, all of that is in jeopardy.”

The project has been in the works for more than a decade. The Boston Globe reported that it “was Governor Deval Patrick, after all, who first promised this new transit hub, dubbed West Station, alongside the turnpike realignment, 11 years ago.”

But the pieces only came together in March of last year, when the Biden administration awarded the project a $335 million grant through the Department of Transportation’s Reconnecting Communities and Neighborhoods program.

Even with the rescinded funding, Mass. Governor Maura Healey said in a statement that her administration “remain[s] committed to doing everything we can, working with our incredible project partners, to make Allston Multimodal a reality.”

But the fact remains that the pulling of federal grant money directly threatens SMART members’ jobs.

“The Healey-Driscoll Administration is conducting a strategic review of the project to determine a path forward,” SMART Northeast Regional Council President Bob Butler said in an email to Local 17 members. “Local 17 stands with our fellow union partners, as well as our community and government allies in demanding the funding be restored — and in fighting to keep this project alive.”

SMART mourns the passing of our Local 73 (Chi­cago, Ill.) brother Anthony “Tony” Scavone, who left us on July 7, 2025. Tony retired on December 31, 2024, after a remarkable career that touched the lives of so many in our union and beyond.

Tony began his journey working with the tools, where he built not only his craft but also his deep commit­ment to his fellow members. He later served 11 years as a Local 73 organizer, business representative and recording secretary before stepping into a broader role with the International, where he spent 17 years as an organizer and as Region II organizing director. In that role, his jurisdiction stretched from Illinois and Nebraska all the way to the Gulf Coast, and his work left a lasting mark in every corner of that region.

Throughout his decades of service, Tony never stopped fighting for working people. He led organizing campaigns across the United States, strengthening SMART for generations to come. But perhaps his greatest legacy was the time he devoted to mentoring others — patiently sharing his experience, knowledge and strategies with organizers across the International and our local unions. The leaders he guided and the lessons he passed on will carry forward his spirit, knowl­edge and dedication long into the future.

For those who knew him personally, Tony was more than a labor leader. He was a trusted friend, a steady presence and a source of laughter and encouragement. His sharp wit, his warmth and his ability to connect with anyone made him beloved across our union and throughout North America. Tony embodied the best of what it means to be union: solidarity, unity and a deep love for his brothers and sisters.

He leaves behind his wife, Donna, and his children, Roxanne Bastian (Kyle), Nina Scavone and Anthony R. Scavone III; his mother, Rosemary Scavone; and his siblings, Ralph Scavone (Sarina), Julie Petschenko (Mike) and Rosemary Terranova (Peter).

He will be dearly missed, but his impact on the members, the labor movement, and his legacy will never fade.

On September 22, 2025, SMART-TD, the nation’s largest railroad union, and Union Pacific Railroad, the nation’s largest railroad, announced a historic agreement ensuring job security for thousands of railroad workers as Union Pacific and Norfolk Southern pursue a proposed merger. 

This groundbreaking agreement guarantees that SMART-TD members working in train and yardmaster service will have job protection for the length of their careers following the transaction, subject to the usual requirements for continued employment. Union Pacific has committed that these employees will not face involuntary furloughs as a result of the merger. This is an unprecedented guarantee in the history of American railroading. 

The result of these protections will reduce disruption to shippers and overall customer service. Therefore, SMART-TD is proud to announce its support for Union Pacific’s proposed merger with Norfolk Southern. This support will be reflected before the Surface Transportation Board in Docket No. 36873, where the union will stand behind the agreement as a model of protecting workers while advancing the industry.  

Protecting Workers, Protecting the Supply Chain

SMART-TD entered these negotiations with one primary concern: the job security of the men and women who keep America’s freight moving. This agreement directly addresses that concern. With lifetime job protection, preferential hiring for affected terminal employees, and a commitment to work together on implementing agreements, both parties are ensuring that railroaders and their families will have stability and peace of mind for years to come. 

“This is a proud day for our members,” said SMART-TD President Jeremy R. Ferguson. “For generations, railroaders have worried about what mergers might mean for their jobs and whether or not they would be given the opportunity to reach retirement on the rail. Today, we can say with confidence that the biggest railroad and the biggest rail union in America are breaking new ground. We are protecting jobs, protecting families, and protecting the future of the U.S. supply chain. I want to thank Jim Vena, Mark George and their teams for thinking outside the box and putting their employees at ease in unprecedented times. This is a bold agreement, and I’m proud of the mutually beneficial work done here and what Union Pacific, Norfolk Southern, and SMART-TD were able to accomplish.” 

“I want to thank SMART-TD for its leadership. When we announced our intent to create the first transcontinental railroad in America, I made a promise to protect the jobs of all unionized employees. Those who have a job when the merger is approved will continue to have one,” said Union Pacific Chief Executive Officer Jim Vena. “I am confident we will unlock new sources of growth for the country and our industry, taking more trucks off taxpayer-funded highways, serving new markets, and keeping more railroad jobs in America.”

“This merger will create opportunities for growth – not just for our business, but for our people. That’s why, from the outset, we made clear that every union employee at the combined company would have a job,” said Norfolk Southern CEO Mark George. “Today’s commitment with SMART-TD takes that promise a step further and reflects our deep appreciation for and confidence in the people who keep our railroads moving every day.” 

An Unprecedented Agreement

The agreement stands out as a model of collaboration between labor and management at the highest level. It demonstrates that even in times of great change, industry leaders and unions can come together to secure both economic progress and the livelihoods of working people. 

“This is more than a contract — it’s a commitment,” Ferguson added. “It’s proof that when workers and management sit down in good faith, we can build an industry that serves everyone: employees, companies, and the American people who depend on the railroads every day.” 

With this agreement, SMART-TD, Union Pacific and Norfolk Southern are leading the way in shaping a stronger future for employees, customers, and the American economy. 

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For more information or to connect with the leadership of the Union Pacific Railroad, Norfolk Southern or the SMART Transportation Division, please contact our communications teams. 

About SMART-TD

The Sheet Metal, Air, Rail, and Transportation Workers—Transportation Division (SMART-TD), also known as the SMART-TD Railroad Union, is the largest rail union in North America, representing more than 100,000 workers. We fight for the rights of our members, ensuring that they receive fair wages, safe working conditions, and the benefits they deserve. Our union is committed to standing up for all railroad workers and ensuring that their voices are heard. 

SMART-TD Media Inquiries:
Dan Banks
dbanks@smart-union.org 
(216) 227-5283 (Office) 
(330) 322-5949 (Cell) 

About Union Pacific

Union Pacific (NYSE: UNP) delivers the goods families and businesses use every day with safe, reliable and efficient service. Operating in 23 western states, the company connects its customers and communities to the global economy. Trains are the most environmentally responsible way to move freight, helping Union Pacific protect future generations. More information about Union Pacific is available at www.up.com. 

Union Pacific Media Inquiries: 
media@up.com 

About Norfolk Southern

ABOUT NORFOLK SOUTHERN 

Since 1827, Norfolk Southern Corporation (NYSE: NSC) and its predecessor companies have safely moved the goods and materials that drive the U.S. economy. Today, it operates a 22-state freight transportation network. Committed to furthering sustainability, Norfolk Southern helps its customers avoid approximately 15 million tons of yearly carbon emissions by shipping via rail. Its dedicated team members deliver approximately 7 million carloads annually, from agriculture to consumer goods. Norfolk Southern also has the most extensive intermodal network in the eastern U.S. It serves a majority of the country’s population and manufacturing base, with connections to every major container port on the Atlantic coast as well as major ports across the Gulf Coast and Great Lakes. Learn more by visiting www.NorfolkSouthern.com 

Norfolk Southern Media Inquiries: 
Joseph Sala / Lucas Pers 
Joele Frank, Wilkinson Brimmer Katcher 
(212) 355-4449

No Offer or Solicitation

This communication is for informational purposes only and does not constitute, or form a part of, an offer to sell or the solicitation of an offer to buy any securities or a solicitation of any vote or approval, nor shall there be any sale of securities in any jurisdiction in which such offer, solicitation or sale would be unlawful prior to registration or qualification under the securities laws of any such jurisdiction. No offer of securities shall be made except by means of a prospectus meeting the requirements of Section 10 of the Securities Act of 1933, as amended (the “Securities Act”), and otherwise in accordance with applicable law. 

Cautionary Note Regarding Forward Looking Statements

Certain statements in this communication are “forward-looking statements” within the meaning of the “safe harbor” provisions of the Private Securities Litigation Reform Act of 1995, as amended. These statements relate to future events or future financial performance and involve known and unknown risks, uncertainties, and other factors that may cause Union Pacific’s, Norfolk Southern’s or the combined company’s actual results, levels of activity, performance, or achievements or those of the railroad industry to be materially different from those expressed or implied by any forward-looking statements. In some cases, forward-looking statements may be identified by the use of words like “may,” “will,” “could,” “would,” “should,” “expect,” “anticipate,” “believe,” “project,” “estimate,” “intend,” “plan,” “pro forma,” or any variations or other comparable terminology. 

While Union Pacific and Norfolk Southern have based these forward-looking statements on those expectations, assumptions, estimates, beliefs and projections they view as reasonable, such forward-looking statements are only predictions and involve known and unknown risks and uncertainties, many of which involve factors or circumstances that are beyond Union Pacific’s, Norfolk Southern’s or the combined company’s control, including but not limited to, in addition to factors disclosed in Union Pacific’s and Norfolk Southern’s respective filings with the U.S. Securities and Exchange Commission (the “SEC”): the occurrence of any event, change or other circumstance that could give rise to the right of one or both of the parties to terminate the definitive merger agreement between Union Pacific and Norfolk Southern providing for the acquisition of Norfolk Southern by Union Pacific (the “Transaction”); the risk that potential legal proceedings may be instituted against Union Pacific or Norfolk Southern and result in significant costs of defense, indemnification or liability; the possibility that the Transaction does not close when expected or at all because required Surface Transportation Board, shareholder or other approvals and other conditions to closing are not received or satisfied on a timely basis or at all (and the risk that such approvals may result in the imposition of conditions that could adversely affect the combined company or the expected benefits of the Transaction); the risk that the combined company will not realize expected benefits, cost savings, accretion, synergies and/or growth from the Transaction, or that such benefits may take longer to realize or be more costly to achieve than expected, including as a result of changes in, or problems arising from, general economic and market conditions, tariffs, interest and exchange rates, monetary policy, laws and regulations and their enforcement, and the degree of competition in the geographic and business areas in which Union Pacific and Norfolk Southern operate; disruption to the parties’ businesses as a result of the announcement and pendency of the Transaction; the costs associated with the anticipated length of time of the pendency of the Transaction, including the restrictions contained in the definitive merger agreement on the ability of Union Pacific and Norfolk Southern, respectively, to operate their respective businesses outside the ordinary course during the pendency of the Transaction; the diversion of Union Pacific’s and Norfolk Southern’s management’s attention and time from ongoing business operations and opportunities on merger-related matters; the risk that the integration of each party’s operations will be materially delayed or will be more costly or difficult than expected or that the parties are otherwise unable to successfully integrate each party’s businesses into the other’s businesses; the possibility that the Transaction may be more expensive to complete than anticipated, including as a result of unexpected factors or events; reputational risk and potential adverse reactions of Union Pacific’s or Norfolk Southern’s customers, suppliers, employees, labor unions or other business partners, including those resulting from the announcement or completion of the Transaction; the dilution caused by Union Pacific’s issuance of additional shares of its common stock in connection with the consummation of the Transaction; the risk of a downgrade of the credit rating of Union Pacific’s indebtedness, which could give rise to an obligation to redeem existing indebtedness; a material adverse change in the financial condition of Union Pacific, Norfolk Southern or the combined company; changes in domestic or international economic, political or business conditions, including those impacting the transportation industry (including customers, employees and supply chains); Union Pacific’s, Norfolk Southern’s and the combined company’s ability to successfully implement its respective operational, productivity, and strategic initiatives; a significant adverse event on Union Pacific’s or Norfolk Southern’s network, including, but not limited to, a mainline accident, discharge of hazardous materials, or climate-related or other network outage; the outcome of claims, litigation, governmental proceedings and investigations involving Union Pacific or Norfolk Southern, including, in the case of Norfolk Southern, those with respect to the Eastern Ohio incident; the nature and extent of Norfolk Southern’s environmental remediation obligations with respect to the Eastern Ohio incident; new or additional governmental regulation and/or operational changes resulting from or related to the Eastern Ohio incident; and a cybersecurity incident or other disruption to our technology infrastructure. 

This list of important factors is not intended to be exhaustive. These and other important factors, including those discussed under “Risk Factors” in Norfolk Southern’s Annual Report on Form 10-K for the year ended December 31, 2024 (available at https://www.sec.gov/ixdoc=/Archives/edgar/data/0000702165/000070216525000008/nsc- 20241231.htm) and Norfolk Southern’s subsequent filings with the SEC, Union Pacific’s most recent Annual Report on Form 10-K for the year ended December 31, 2024, as filed with the SEC on February 7, 2025 (available at https://www.sec.gov/ixdoc=/Archives/edgar/data/0000100885/000010088525000042/unp- 20241231.htm) (the “Union Pacific Annual Report”) and Union Pacific’s subsequent filings with the SEC, as well as the risks described in Union Pacific’s registration statement on Form S-4, as filed with the SEC on September 16, 2025 (available at https://www.sec.gov/Archives/edgar/data/100885/000119312525204376/d908896ds4.htm) (the “Registration Statement”), may cause actual results, performance, or achievements to differ materially from those expressed or implied by these forward-looking statements. References to Union Pacific’s and Norfolk Southern’s website are provided for convenience and, therefore, information on or available through the website is not, and should not be deemed to be, incorporated by reference herein. The forward-looking statements herein are made only as of the date they were first issued, and unless otherwise required by applicable securities laws, Union Pacific and Norfolk Southern disclaims any intention or obligation to update or revise any forward-looking statements, whether as a result of new information, future events, or otherwise, except as may be required by applicable law or regulation. 

Additional Information About the Transaction and Where to Find It

In connection with the Transaction, Union Pacific filed the Registration Statement with the SEC, which includes a prospectus with respect to the shares of Union Pacific’s common stock to be issued in the Transaction and a joint proxy statement for Union Pacific’s and Norfolk Southern’s respective shareholders (the “Joint Proxy Statement/Prospectus”). The definitive joint proxy statement will be mailed to shareholders of Union Pacific and Norfolk Southern once declared effective. Each of Union Pacific and Norfolk Southern may also file with or furnish to the SEC other relevant documents regarding the Transaction. This communication is not a substitute for the Registration Statement, the Joint Proxy Statement/Prospectus or any other document that Union Pacific or Norfolk Southern may mail to their respective shareholders in connection with the Transaction. 

INVESTORS AND SECURITY HOLDERS OF UNION PACIFIC AND NORFOLK SOUTHERN ARE URGED TO READ THE REGISTRATION STATEMENT AND THE JOINT PROXY STATEMENT/PROSPECTUS INCLUDED WITHIN THE REGISTRATION STATEMENT, AS WELL AS ANY OTHER RELEVANT DOCUMENTS FILED WITH THE SEC IN CONNECTION WITH THE TRANSACTION OR INCORPORATED BY REFERENCE INTO THE REGISTRATION STATEMENT AND THE JOINT PROXY STATEMENT/PROSPECTUS (INCLUDING ANY AMENDMENTS OR SUPPLEMENTS THERETO), BECAUSE THEY CONTAIN OR WILL CONTAIN IMPORTANT INFORMATION REGARDING UNION PACIFIC, NORFOLK SOUTHERN, THE TRANSACTION AND RELATED MATTERS. 

Investors and security holders of Union Pacific and Norfolk Southern may obtain free copies of these documents and other documents filed with the SEC by Union Pacific or Norfolk Southern through the website maintained by the SEC at https://www.sec.gov or from Union Pacific at its website, https://investor.unionpacific.com/financials/sec-filings, or from Norfolk Southern at its website, https://norfolksouthern.investorroom.com/sec-filings. Documents filed with the SEC by Union Pacific will be available free of charge by accessing Union Pacific’s website at https://investor.unionpacific.com/financials/sec-filings, or alternatively by directing a request by mail to Union Pacific’s Corporate Secretary, 1400 Douglas Street, Omaha, Nebraska 68179, and documents filed with the SEC by Norfolk Southern will be available free of charge by accessing Norfolk Southern’s website at https://norfolksouthern.investorroom.com/sec-filings or, alternatively, by directing a request by mail to Norfolk Southern’s Corporate Secretary, 650 West Peachtree Street NW, Atlanta, Georgia 30308-1925. 

Participation in the Solicitation

Union Pacific, Norfolk Southern and certain of their respective directors and executive officers may be deemed to be participants in the solicitation of proxies from the shareholders of Norfolk Southern and Union Pacific in connection with the Transaction under the rules of the SEC. 

Information about the interests of the directors and executive officers of Union Pacific and Norfolk Southern and other persons who may be deemed to be participants in the solicitation of shareholders of Union Pacific and Norfolk Southern in connection with the Transaction and a description of their direct and indirect interests, by security holdings or otherwise, is included in the Joint Proxy Statement/Prospectus, which was included in the Registration Statement filed with the SEC on September 16, 2025. 

Information about the directors and executive officers of Union Pacific and their ownership of Union Pacific common stock can also be found in the Union Pacific Annual Report, and its definitive proxy statement in connection with its 2025 annual meeting of shareholders, as filed with the SEC on March 25, 2025 (the “Union Pacific 2025 Proxy Statement”) and other documents subsequently filed by Union Pacific with the SEC, which are available on its website at www.up.com. Information about the directors and executive officers of Union Pacific, their ownership of Union Pacific common stock, and Union Pacific ’s transactions with related persons is set forth in in the sections entitled “Proposal Number 1 – Election of Directors— Directors/Nominees”, “Director Compensation in Fiscal Year 2024”, “Proposal Number 3 – Advisory Vote to Approve Executive Compensation”, “A Letter From Our Compensation and Talent Committee” and “Compensation Discussion and Analysis” of the Union Pacific 2025 Proxy Statement. To the extent holdings of Union Pacific common stock by the directors and executive officers of Union Pacific have changed from the amounts of Union Pacific common stock held by such persons as reflected therein, such changes have been or will be reflected on Statements of Change in Ownership on Form 4 filed with the SEC, which are available at https://.sec.gov/edgar/browse/?CIK=100885&owner=exclude under the tab “Ownership Disclosures”. 

Information about the directors and executive officers of Norfolk Southern and their ownership of Norfolk Southern common stock is also set forth in the definitive proxy statement for Norfolk Southern’s 2025 Annual Meeting of Shareholders, as filed with the SEC on Schedule 14A on March 28, 2025 (which is available at https://www.sec.gov/ix?doc=/Archives/edgar/data/0000702165/000119312525066914/d892357 ddef14a.htm), and other documents subsequently filed by Norfolk Southern with the SEC. Information about the directors and executive officers of Norfolk Southern, their ownership of Norfolk Southern common stock, and Norfolk Southern’s transactions with related persons is set forth in the sections entitled “Norfolk Southern Director Nominees”, “Corporate Governance and the Board—Item 1: Election of 13 Directors for a One-Year Term”, “Corporate Governance and the Board—Director Nominees”, “Corporate Governance and the Board—Compensation of Directors”, “Executive Compensation” and “Stock Ownership Information” of such definitive proxy statement. Please also refer to Norfolk Southern’s subsequent Current Report, as filed with the SEC on Form 8-K on June 3, 2025 (which is available at https://www.sec.gov/ix?doc=/Archives/edgar/data/0000702165/000119312525133796/d35291d 8k.htm), regarding subsequent changes to Norfolk Southern’s Board of Directors following the filing of such definitive proxy statement. To the extent holdings of Norfolk Southern common stock by the directors and executive officers of Norfolk Southern have changed from the amounts of Norfolk Southern common stock held by such persons as reflected in the definitive proxy statement, such changes have been or will be reflected on Statements of Change in Ownership on Form 4 filed with the SEC, which are available at https://www.sec.gov/edgar/browse/?CIK=702165&owner=exclude under the tab “Ownership Disclosures”. 

Free copies of these documents may be obtained as described above. 

 

SMART Local 55 members are experiencing the power of collective bargaining in new ways in the Tri-City area of Washington, where a new primary care clinic exclusively for union members and families has opened. Pacific Health Coalition — a member-governed health care group made up of 44 unions across Alaska, Washington, Oregon, California and Nevada — launched its first Washington-based clinic in June, offering primary care services to union members and their families who are part of the coalition.

That includes the members and dependents of Local 55 covered under the Northwest Sheet Metal Workers Healthcare Trust health plan.

In a statement to Tri-Cities Business News, Kolby Hanson, Local 55 regional manager, explained that “there is a great need for quality primary care that is accessible to members in the Tri-City and Spokane area. ‘The new clinics emphasize same-day or next-day appointments where a comprehensive exam can be performed. Having an on-site pharmacy will also be a nice convenience for our members,’ Hanson said.”

The region has recently encountered a major shortage in primary care providers. Previous reporting by the Business News noted that wait times at some of the region’s major clinics were between three and six months.

Patients at the new Coalition Health Center, on the other hand, can get an appointment within 48 hours, with access to primary care, blood work and prescriptions. According to local union leaders, the center will hire additional staff as needed to make sure wait times stay low. (Along with Local 55, the United Association of Plumbers and Steamfitters Local 598 and International Brotherhood of Electrical Workers Local 112 also currently have access to the clinic.) 

At a time when cuts to Medicaid and funding for rural hospitals — due to the passage of the “One Big Beautiful Bill” — look set to negatively affect SMART members and working families nationwide, the Coalition Health Center is especially impactful. Not only does the clinic fill the gap in terms of access to health care; because the PHC consists of so many union members across the American West, representing 250,000 people total, it has the bargaining power to negotiate the best prices for members, according to local union officers.

The clinic, operated by the company Marathon Health, has four exam rooms, a laboratory, office space, a waiting area and a behavioral health area, plus a pharmacy. For non-primary-care needs, the Pacific Health Coalition has contracts with providers in the area who can offer needed procedures via referral.

All told, the Coalition Health Center is a brick-and-mortar representation of what our union fights for every day.

“The clinic is open Monday through Friday, 8:30 a.m. to 4:30 p.m., with early morning and evening appointments available to accommodate busy schedules,” Local 55 wrote to members.

“This is just one more way that the Northwest Sheet Metal Workers Healthcare Trust is working to keep our union families healthy, strong and protected.”