When the National Labor Relations Board, or NLRB, dings a corporation for a labor violation, the typical chief executive’s response is to shrug and pay the man the five dollars. Corporations with a public image to protect may litigate matters for a while, but litigation is expensive—whereas NLRB penalties are scandalously cheap, consisting typically only of reinstatement and back pay to whoever got fired; the posting of public notices; or perhaps a modest change to workplace procedures. The NLRB