The National Labor Relations Board v. Link-Belt Company case in 1940 revolved around the issue of whether an employer, in this case, Link-Belt Co., had violated the National Labor Relations Act (NLRA) by refusing to bargain with a labor union that was chosen by its employees. The Supreme Court ruled against Link-Belt Co., stating that it had indeed breached the NLRA. The company argued that they were not obligated to negotiate because there were disputes about who should be included in the bargaining unit and also claimed irregularities during elections for union representation. However, these arguments did not hold up under scrutiny from the court which found no substantial evidence supporting them. Therefore, it upheld NLRB's order requiring Link-Belt to cease and desist from unfair labor practices and directed them to bargain collectively with their workers' representatives.

In the dissenting opinion for the case of NATIONAL LABOR RELATIONS BOARD v. LINK-BELT COMPANY, it was argued that the majority's decision to uphold a cease and desist order against Link-Belt Company by National Labor Relations Board (NLRB) was incorrect. The dissenting justices believed that NLRB had overstepped its authority in issuing such an order without sufficient evidence of unfair labor practices on part of Link-Belt Company. They contended that while there were instances where employees were questioned about their union activities, these did not amount to coercion or interference as defined under Section 8(1) of the National Labor Relations Act. Furthermore, they disagreed with NLRB’s interpretation that any form of employee questioning constituted an unfair labor practice; instead arguing this should be determined based on specific circumstances surrounding each case rather than a blanket rule applied indiscriminately across all cases.