Experienced union prevention professionals are usually well versed in many of the hallmark violations of the National Labor Relations Act. Can I terminate union activists? Can I engage in surveillance? Of course not. That hasn't changed. What is changing, however, is the remedies. Until recently, the remedies for many such violations were limited to a notice posting among other legal notices and possible reinstatement and backpay for discriminatees. A recent decision by the NLRB in Amerinox Processing Inc., 371 NLRB No. 105 (2022), demonstrates how remedies are evolving to be more onerous for some employers.