In the case of Chauffeurs, Teamsters and Helpers Local Union No. 795 et al. v. Yellow Transit Freight Lines, Inc., et al., the U.S Supreme Court ruled in favor of Yellow Transit Freight Lines (YTFL). The dispute arose when YTFL refused to arbitrate a grievance filed by its employees' union under an expired collective bargaining agreement that contained an arbitration clause for disputes arising "during the term" of the contract. The union argued that since this particular dispute originated during the life span of their previous contract, it should be subject to arbitration even though said contract had already expired at time of filing. However, YTFL contended that no obligation existed on their part to arbitrate grievances after expiration date unless explicitly stated in agreement terms. The Supreme Court sided with YTFL stating there was no explicit or implicit indication within language used in original agreement suggesting parties intended for arbitration clause to survive beyond contractual period itself; hence they were not obligated to participate in post-expiration arbitrations based on pre-expiration disputes.

In the dissenting opinion for Chauffeurs, Teamsters and Helpers Local Union No. 795 v. Yellow Transit Freight Lines, Inc., it was argued that the majority's decision to allow a state court to adjudicate on matters of labor disputes undermines federal law which provides exclusive jurisdiction over such issues to National Labor Relations Board (NLRB). The dissenting justices believed this ruling could lead to inconsistent decisions between state courts and NLRB, potentially causing confusion in labor relations law enforcement. They also expressed concern that allowing states into an area traditionally reserved for federal authority might disrupt uniformity in national labor policy. Furthermore, they disagreed with the majority's interpretation of Section 301(a) of Labor Management Relations Act as not precluding state court jurisdiction over these cases; instead arguing that Congress intended this section specifically to ensure centralized control over industrial disputes under NLRB’s expertise.