In the case of National Labor Relations Board v. Warren Company, Inc., 1955, the U.S Supreme Court ruled in favor of the National Labor Relations Board (NLRB). The dispute arose when Warren Company refused to bargain with a union that had been certified by NLRB as an exclusive representative for its employees. The company argued that some votes cast during the election were invalid due to misconduct on part of union representatives and thus it was not obliged to recognize or negotiate with this particular union. However, NLRB rejected these claims and ordered Warren Company to cease from refusing bargaining with said labor organization. When taken up by Supreme Court after lower courts' conflicting decisions, it upheld NLRB's order stating that there was substantial evidence supporting board’s findings regarding validity of election process and no proof substantiating company's allegations about misconduct influencing voting results significantly enough to affect outcome.

In the dissenting opinion for the National Labor Relations Board v. Warren Company, Inc., it was argued that the majority's decision to uphold an order by the NLRB requiring Warren Company to bargain with a union, despite its employees' vote against union representation, undermined democratic principles. The dissenting justices contended that this ruling violated workers' rights under Section 7 of the National Labor Relations Act (NLRA), which guarantees employees "the right to self-organization...and also [to] refrain from any or all such activities." They believed that forcing a company to negotiate with a labor organization not chosen by its workers contradicted this provision and set a dangerous precedent for future cases. Furthermore, they criticized how quickly and arbitrarily the NLRB had acted in issuing its bargaining order without conducting proper investigations into possible unfair labor practices first. Overall, their main concern was preserving individual freedom of choice in employment matters as protected by law.