The remedial objective of the National Labor Relations Act in unfair labor practice cases is to restore the status quo, to return the parties to the position they would have had but for the commission of the ULP. Suppose that during an organizing drive Jane Smith is fired by the ACME Widget Co. in clear violation of the NLRA. One year later (being the optimistic that I am), the Board issues an order to remedy her termination. Based on your reading of the NLRA what factors should be considered in preparing the remedy?