In the United States v. Rosenwasser, Doing Business as Perfect Garment Co., 1944 case, the U.S Supreme Court was tasked with determining whether employees of a garment company were entitled to overtime pay under the Fair Labor Standards Act (FLSA). The defendant, Rosenwasser who owned Perfect Garment Co., argued that his employees did not qualify for overtime because they were engaged in piecework at home rather than regular hours at a factory or business premises. However, the court ruled against him stating that FLSA's provisions applied regardless of where work was performed and irrespective of how wages are calculated - hourly or by piecework. Therefore, it held that these workers should receive overtime compensation when their work exceeded forty hours per week as stipulated by FLSA. This decision underscored an expansive interpretation of federal labor law protections.

In the dissenting opinion for United States v. Rosenwasser, the justice argued that the majority's interpretation of "produced" in relation to Fair Labor Standards Act (FLSA) was too broad and inconsistent with Congress' intent. The justice believed that an employee should only be considered as having 'produced' goods if they were directly involved in their physical creation or transformation, not merely because they performed tasks within a company that produced such goods. This would mean workers like janitors or office staff at manufacturing companies wouldn't fall under FLSA protections simply due to their employment there. Furthermore, he disagreed with applying FLSA provisions retroactively on employers who had no reason to believe these employees fell under its scope when wages were paid. He feared this could lead to unjust penalties against employers acting in good faith based on reasonable interpretations of existing law.