The Ninth Circuit denied Cemex Construction Materials Pacific, LLC’s petition for review of a National Labor Relations Board (NLRB) order and granted the NLRB’s cross-petition for enforcement. The court held that substantial evidence supported the Board’s findings that Cemex committed numerous unfair labor practices in violation of 29 U.S.C. §§ 158(a)(1) and 158(a)(3), including making unlawful threats regarding wage freezes, plant closures, and job loss; surveilling employees; promulgating an unlawful “company time” rule prohibiting union discussions; and discharging an employee for protected union activity. The court applied the standard that agency credibility findings are entitled to special deference and may only be rejected if a clear preponderance of the evidence shows they are inherently incredible or patently unreasonable, and it affirmed that the Board’s remedy choices are reviewed for a clear abuse of discretion. Regarding the specific remedies, the court upheld the Board’s decision to set aside the election results and issue a *Gissel* bargaining order. The court found the Board did not abuse its discretion because Cemex engaged in pervasive coercive misconduct, including “hallmark” violations such as threats of plant closure and the discharge of a prominent union supporter, which created an atmosphere that rendered traditional remedies insufficient to ensure a fair rerun election. The court also rejected challenges regarding the timeliness of certain allegations, the Board’s authority to find unalleged but closely connected violations, and the Union’s request for additional remedies or further ULP findings, deferring to the Board’s rational decisions on those matters. Additionally, the court addressed a petition for panel rehearing by the NLRB and Union, amending the opinion to remove discussion of *Thryv* remedies after the parties agreed such issues were moot due to the Board’s withdrawal of its request for enforcement of that specific remedy. Consequently, the petitions for panel rehearing and rehearing en banc are denied, and the NLRB’s order is enforced.