In the case of Union Pacific Railroad Co. v. Price, the U.S Supreme Court ruled in favor of Union Pacific Railroad Co., reversing a decision made by the Utah Supreme Court. The dispute arose when Price, an employee of Union Pacific for 38 years, was injured while working and subsequently filed for disability benefits under the Federal Employers' Liability Act (FELA). After receiving these benefits for several years, he sought to return to work but was denied reemployment by Union Pacific due to his physical condition. He then sued the company claiming that their refusal constituted discrimination against him because he had claimed compensation under FELA previously. The court held that there is no provision within FELA which protects employees from discrimination or retaliation after filing claims under it; thus employers are not legally obligated to rehire workers who have been compensated due to injury on duty if they are deemed unfit for service upon recovery.

In the dissenting opinion for Union Pacific Railroad Co. v. Price, it was argued that the majority's decision to uphold a lower court ruling in favor of an injured railroad worker was incorrect due to misinterpretation of federal law. The dissent contended that the Federal Employers' Liability Act (FELA) should not be applied as broadly as it had been by both courts, and instead should only cover cases where negligence on part of the employer could be clearly established. They believed that this case did not meet such criteria because there wasn't sufficient evidence proving negligence from Union Pacific Railroad Company leading directly to Mr. Price’s injury; hence they felt he shouldn’t have been awarded damages under FELA provisions.