Although there were many common elements in nearly all CBA management rights clauses, there were approximately 90 different variations of those clauses among the 130 CBAs Practical Law has so far summarized.

If you do not want to take Practical Law's word for it, you can quickly generate a report comparing any of the 60 points Practical Law has analyzed for each CBA in the database, including the management rights clause, by taking the following steps when visiting the What's Market Collective Bargaining Agreements Database:

In most CBAs, employers agree to provide premium pay for employees who work on specified holidays. However, several CBAs from the construction industry forbid work on Labor Day, and no other holiday, except in an emergency where life and property is in danger (for example, see Independent Contractors and Contractor Associations and Cement Masons International O.P. & C.M.I.A. Local Union #692 - Area #83 working agreement).

Twenty-six states have enacted right-to-work laws prohibiting employers and unions from negotiating union security provisions that require, as a condition of employment, bargaining unit employees to either:

However, when uncovering union security clauses in CBAs from established right-to-work state Alabama, Practical Law discovered that employees in federal enclaves within right-to-work states may be subject to enforceable union security clauses and discharged at their unions' requests if they do not join or stay current in payments to their unions. For more information, see Article, Welcome to Alabama, Right-to-Work State and Home of Agency Shops?

Moon Fabricating Corporation and the Boilermakers evidence vigorous pride in their manufacturing of colossal storage tanks and their place of business and CBA negotiations, Kokomo. This Kokomo is the 13th largest city in Indiana rather than an island about which the Beach Boys crooned. For more information see Moon Fabricating Corporation and International Brotherhood of Boilermakers, Iron Ship Builders, Blacksmiths, Forgers and Helpers and Boilermaker Local Lodge 374 2014-2017 articles of agreement.

Across the US, local governments have been passing paid sick leave laws. Buried in the new paid sick leave laws, ordinances, and related regulations are little known or publicized exemptions. These exemptions appear in the third column of the Practice Note, Paid Sick Leave State and Local Laws Chart: Overview, "Effective Date, Employer Coverage and Exemptions." A majority of the new paid sick leave laws exempt employees covered by CBAs. (See Legal Update, Exemptions from Local Minimum Wage Spikes and Paid Sick Leave Mandates.)

Through the What's Market CBA Database, Practical Law is tracking as parties negotiate CBA terms to qualify for these exemptions from, or waive coverage under, these local laws. For example, search for "sick" within:

Plant closure and layoffs are discouraging words that were seldom heard where certain John Deere and United Illuminating Company employees worked. Deere & Company and the United Autoworkers negotiated a rare manufacturing industry moratorium on plant closures from 2009 through 2015 (see Deere & Company, et al. and International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, et al. collective bargaining agreement).

Employees of specified seniority tiers also were immune from layoffs at The United Illuminating Company from 2011 through 2017 (The United Illuminating Company and Local 470-1 of the Utility Workers Union of America agreement).

From insurance benefits to staffing levels, grievance and arbitration procedures to drug testing, and revenue sharing to individual personal service contracts, professional athlete unions and sports leagues negotiate more CBA terms and qualifiers than in any other industry. Pay scales are just the starting point for distinguishing professional sports CBAs from all others.

Most CBAs include bereavement leave provisions permitting employees to miss scheduled work days with pay. Many parties have negotiated for varying numbers of paid days off depending on the parties' view of what familial relationships are proximate or distant. For example, employees may have the following days off to attend funerals:

Tiers for tears, so to speak.

Some CBAs provide for paid bereavement leave when a co-worker dies, but only if the leave-seeking employee serves as a pallbearer in the co-worker's funeral.

(For example, see Connecticut Natural Gas Corporation and Utility Workers Union of America agreement.)

Continuing the morbid theme, Alaskan unions and employers acknowledge the prospects of death on the job and earnestly negotiate about it more than employers and unions elsewhere. For example, acknowledging that employees often must travel to remote locations and work in extreme conditions, only CBAs from Alaska include provisions about:

The International Workers of the World, also known as the Wobblies, is a decentralized union outside of the customary trade or industrial union mold with an infamous past (for example, see In re Thompson, 209 F. Supp. 494, 496-97 (1962)). The union has been quietly under the national labor relations radar for most of the past fifty years. However, recently, when not causing a ruckus for Jimmy John's or Starbucks (see Legal Updates, Union Poster Campaign Suggesting Franchisee Sells Contaminated Food was Lawful: Supervisors' Endorsement of Facebook Harassment was Not: NLRB and Wobbly-Supporting Barista Remained NLRA-Protected Despite Profane Customer-Facing Outburst: NLRB), Wobblies are representing youth counselors and youth crisis intervention specialists at group residential homes (see Janus Youth Programs and Portland Industrial Workers of the World General Membership Branch Harry's Mother Bargaining Unit collective bargaining agreement).