The Wallace Corporation v. National Labor Relations Board case in 1944 revolved around the issue of whether an employer, who had a collective bargaining agreement with a labor union representing its employees, could unilaterally change the terms and conditions of employment without first negotiating these changes with the union. The Supreme Court ruled that such unilateral action by an employer was unlawful under Section 8(5) and (1) of the National Labor Relations Act. This decision affirmed that employers must negotiate in good faith over wages, hours, and other terms or conditions of employment before implementing any changes to existing agreements. The court held that this obligation extends even if there is no explicit provision requiring negotiation about modifications within their contract.

The dissenting opinion in the case of Wallace Corporation v. National Labor Relations Board argued that the majority's decision to uphold the NLRB's order was incorrect because it failed to properly consider whether or not there was substantial evidence supporting the Board’s findings. The dissent contended that, contrary to what had been determined by both the NLRB and affirmed by Supreme Court, there were no unfair labor practices committed by Wallace Corporation. It further criticized how much weight was given to hearsay evidence during proceedings before reaching a conclusion about alleged violations of employee rights under Section 8(1) and (3) of National Labor Relations Act. In addition, they disagreed with how quickly an enforcement decree was issued without giving due consideration for potential errors made during initial hearings at lower levels which could have affected final rulings on this matter.