. Peters v. Active Mfg. Co. was a case heard by the Supreme Court of the United States in 1945. The case involved a dispute between a manufacturer and a former employee over the employee’s right to receive compensation for overtime work. The employee, Peters, had worked for the manufacturer, Active Mfg. Co., for several years and had regularly worked overtime without receiving any additional compensation. When Peters left the company, he sued for the unpaid overtime wages. The Supreme Court ruled in favor of Peters, finding that the Fair Labor Standards Act of 1938 required employers to pay overtime wages to employees who worked more than forty hours in a week. The Court held that the Act applied to Peters’ situation, and that Active Mfg. Co. was liable for the unpaid overtime wages. The Court also held that the company’s failure to pay the overtime wages was a violation of the Act, and that Peters was entitled to receive the unpaid wages. The Peters v. Active Mfg. Co. case established an important precedent for the enforcement of the Fair Labor Standards Act. The decision made it clear that employers must pay overtime wages to employees who work more than forty hours in a week, and that failure to do so is a violation of the Act. The case also established that employees have the right to sue for unpaid overtime wages, and that employers can be held liable for such wages.

., INC. In the dissenting opinion of Peters v. Active Mfg. Co., Inc, Justice Scalia argued that the majority's decision was wrongfully based on a misinterpretation of precedent and should be overturned in favor of upholding an employer's right to terminate employees at will without cause or explanation. He noted that while employers may not fire workers for discriminatory reasons, they are still allowed to make decisions about their workforce as long as those decisions do not violate any laws or regulations governing employment practices. Furthermore, he argued that allowing employees to sue for wrongful termination would create uncertainty and unpredictability in labor relations which could lead to costly litigation and undermine the ability of employers to manage their businesses effectively. Ultimately, Justice Scalia concluded by stating his belief that it is up to Congress—not courts—to decide whether there should be limits placed on an employer’s right to terminate its employees without cause or explanation