In workplaces that fall under the National Labor Relations Act*, there are two primary methods for kicking a union out of out of your workplace:
1. By having the National Labor Relations Board (NLRB) conduct a "decertification election"
2. By "demanding" that the employer "withdraw recognition" from the union.
Both methods can accomplish the same goal and both methods require employee signatures.
However, there are some unique differences, as follows:
A decertification election requires only 30% of the employees in a particular bargaining unit to petition the National Labor Relations Board to hold a decertification election. However, once the NLRB schedules an election*, then it takes at least fifty percent (50%) of the employees voting "NO" in a secret-ballot election in order to kick a union out.
By demanding that the employer withdraw recognition from the union, there is no election. Rather, an uncoerced majority of employees sign a petition (at link), then give a copy of the petition to the employer, as well as send a copy to the National Labor Relations Board regional office that covers your area.
If you and your co-workers want to kick a union out of your workplace:
Giving Employees the Tools to Achive Workplace Freedom from Unwanted Unions
As an employee in a private-sector workplace*, you have legal rights to be unionized or not to be unionized. [To view your rights under the National Labor Relations Act, go here.]
If you are a unionized employee (or group of employees) who finds yourself stuck with a union that you do not want, you and your co-workers do have legal rights under the National Labor Relations Act to kick the union out of your workplace.
Since you should expect resistance from the union and, sometimes, even your employer, it is important to know several key facts: