The National Labor Relations Board v. Electric Vacuum Cleaner Co., Inc., et al., 1941, was a case in which the Supreme Court ruled on whether an employer had violated the National Labor Relations Act by refusing to bargain with a union that represented its employees. The court found that the company did indeed violate this act when it refused to negotiate with the union and instead sought to deal directly with individual workers. This decision reinforced previous rulings upholding collective bargaining rights for unions under federal law, emphasizing that employers are required to engage in good faith negotiations over wages and working conditions with duly elected representatives of their employees.

The dissenting opinion in the case of NATIONAL LABOR RELATIONS BOARD v. ELECTRIC VACUUM CLEANER CO., INC., et al. argued that the majority's decision to uphold the National Labor Relations Board's (NLRB) order was incorrect, as it failed to consider whether or not there was substantial evidence supporting NLRB’s findings. The dissenting justices believed that Electric Vacuum Cleaner Company had not engaged in unfair labor practices and thus should not have been penalized by NLRB for such actions. They contended that while some employees may have felt coerced into joining a company union, this did not necessarily mean that management had actively interfered with their rights under Section 7 of the National Labor Relations Act (NLRA). Furthermore, they disagreed with the majority's interpretation of NLRA provisions regarding employer interference and domination over labor organizations, arguing these were intended to prevent more serious forms of coercion rather than mere persuasion or influence from employers.