statute’s plain language and Congress’ intent in passing the statute. Ill For the reasons stated herein, the judgment of the district court is affirmed. AFFIRMED 1 . Typically, a "card check” or "neutrality” agreement is an agreement between the employer and the union "in which they agree that (a) the employer will not speak for or against the union (neutrality) and/or (b) the employer will recognize the union if it can get signed authorization cards from a majority of the unit members (card-check).” Matthew T. Bodie, The Market for Union Services: Re-framing the Debate, 94 Va. L.Rev. In Br. 23, 26-27 (2008). Neutrality agreements have been upheld by this and other courts. See Amalgamated Clothing & Textile Workers Union, AFL-CIO v. Facetglas, Inc., 845 F.2d 1250, 1253 (4th Cir.1988) (<HOLDING>) (citation and internal quotation marks
holding that the plaintiffs failed to state a cause of action under  301 of the lmra because absent an express contractual provision there is no prohibition against an employer moving its operations to another state holding that  301 only preempts a state law cause of action based on tortious interference with a labor agreement where courts must interpret the contract to resolve the claim holdingthat  301a confers jurisdiction on federal district courts over any agreement between employers and labor organizations significant to the maintenance of labor peace between them holding neutrality and nondiscrimination provisions of election agreement enforceable under  301 of the lmra as an agreement between an employer and a labor organization significant to the maintenance of labor peace between them holding state law claim preempted by  301 of labor management relations act only if application of state law requires interpretation of collective bargaining agreement