PCS Broad Left Network

It’s been over a year since the R&C GEC voted to recommend HMRC’s offer of ‘Pay and Contract Reform’ (PACR). It was a split vote in the GEC, with concerns raised around a number of points especially the imposition of evening and weekend working across Customer Services Group (CSG) and that the detail on a number of issues yet to be agreed. To address these concerns, commitments were given by the negotiators that things would be resolved quickly and in a way that would be fair to members. The negotiators were also at pains to say this was the best members would get, and that rejecting the PACR offer would mean members getting a 1% or even 0% pay rise. Ultimately there was a slender majority in favour of supporting the PACR offer.

Members of the Broad Left Network were universal in opposing the PACR offer. While we recognised that some individuals would gain, we opposed gains being made to the detriment of other members. We knew that the PACR offer would have far reaching implications that would become clear over time. Sadly time has proven us correct.

The ballot

What happened after the GEC vote was inevitable: HMRC and PCS both pushed for a ‘yes’ vote. Criticism of PACR was marginalised and silenced as far as possible. Branches critical of PACR weren’t able to put out their views through any official HMRC or PCS channels, ensuring their reach was constrained.

Notably, HMRC encouraged staff to join a union to have a vote on the offer. PCS were overjoyed and made a big deal of the number of people joining PCS in early 2021. The exact figures are difficult to know, but it’s estimated that 4,000 people joined PCS to vote. But that’s the problem – many joined only to vote, not because they perceived PCS as representing them. In the three months after the PACR ballot HMRC lost in the region of 3,000 member, equivalent to 75% of the joiners. Most of those people never paid any subs to PCS.

Some of those 3,000 people will have been long standing members, maybe even activists, that resigned in disgust with the GEC recommending the PACR offer. We understand that strength of feeling, but resigning doesn’t change things. We would rather than disgruntled members stay in PCS and use their vote for Broad Left Network candidates in elections, or even stand on the Broad Left Network to provide an alternative on the GEC.

The consequences

A criticism of PACR was the lack of detail in some areas. There were various agreements in principle. Other parts weren’t even going to be negotiated until after the offer was accepted. This came with significant risks for PCS members. If HMRC decided the principles were incompatible with its vision, what was PCS to do about it? The GEC had already asked members to vote for the offer and it had been accepted. PCS had effectively tied its hands behind its back.

We don’t get to hear about the negotiations taking place. But we do get to see the consequences. There’s now a list of issues with the implementation of PACR.

It makes sense to start the list with one of the most contentious , Special Working Arrangements. These were supposed to provide members that can’t work to the pattern expected by CSG. Yet these have been rejected for part time staff, staff with disabilities, staff with caring responsibilities. A review agreed between PCS and HMRC hasn’t changed the process.

This flows into the operating hours for CSG. It’s nonsensical that CSG has mandated that no staff, not even the staff that aren’t customer facing, are allowed to officially start their working day earlier than 07:45 There’s no sign of CSG changing its stance and it’s unlikely to, as the CSG working pattern is used as an excuse for refusing Special Working Arrangements.

One of the celebrated aspects of PACR is the ability for everyone to work from home for at least two days a week if they are in a role that allows that. Reality is now setting in. Part time workers are being told that the two days is pro rata. The two days minimum is being treated as a maximum in a lot of areas.

The future of the AA grade is still unclear. PCS say that there’s still AA work to be done. But it’s difficult to see why HMRC would be happy for two staff sat next to each other earning the same pay but have one with lesser responsibilities.

Other issues include:

• The replacement for the MIS agreement;
• Trainee pay;
• Allowances;
• Which aspects of PACR apply to staff in Surge.

Looking ahead

This is the final year of the pay rises. Members will receive an average of 5% this year. Inflation in 2021 already matched that and this year inflation is expected to be even higher, driven by energy and fuel costs. The recent activist email for the national campaign got one point exactly right: “Irrespective of the pay deal, because of the cost-of-living crisis, your costs are rising far faster than your pay.”

Soon there will be an indicative ballot on pay and pensions. Broad Left Network members are encouraging everyone to use their vote and to vote for action. However we’re skeptical that the current Left Unity led NEC are serious about wanting to win the ballot. During their tenure PCS has lost 100s of reps. Branches aren’t given the tools to contact their members directly. Branches weren’t consulted on the timing of the ballot. No realistic plans are in place to be able to campaign amongst members that are still working from home due to COVID measures.

What we call for

Activists in R&C group have the urgent task to address the many issues resulting from PACR and fight for a pay rise. There’s no doubt that PACR will be a key point at Group Delegate Conference 2022. But it’s difficult to see how there can be robust debate until branches and activists are properly appraised of the current position and able to share experiences. Conference isn’t the place for that to take place. We also face the risk that dividing PACR into piecemeal matters in a variety of motions will fail to address matters properly.

To this end Broad Left Network members are calling on branches to write to the GEC to organise an activist meeting. We need an honest and thorough stocktake by the GEC of where we are with PACR. This needs to be provided to all branches in advance of the activist meeting so that we can have an informed discussion and debate amongst branches of what’s needed, including the potential for legal challenges and industrial action.

The Broad Left Network will be holding an open meeting – PACR one year on – via Zoom. Please note, we’re rearranging the date of this meeting at present and will confirm details shortly.

Please nominate the candidates listed in the attached leaflet at your forthcoming DWP branch AGM…

Please consider nominating the candidates in our attached leaflet at your forthcoming branch AGM

The DWP Greater Manchester Branch has organised a national reps and activists meeting to take place at 6:30pm on the 19^th January via Zoom. There is a long tradition in the union of reps and activists coming together to discuss important industrial and political issues and the Broad Left Network supports this initiative.

The meeting has been called in response to the ineffective leadership from the DWP Group Executive Committee majority. The Branch wants to organise reps across the country to work together to develop a national campaign to fight for better health and safety, staffing and improved working conditions. These are the industrial issues that members in the DWP repeatedly raise and they want a union that is willing to fight to secure concessions on such concerns.

The DWP has successfully watered down many of the health and safety COVID-19 measures won at the start of the pandemic, such as refusing to shut offices for deep cleans and increased in-person activity in Jobcentres. Thousands of staff are required to attend the workplace and see claimants on a weekly basis, despite record levels of COVID-19 cases.

There are thousands of members employed on Fixed-Term Appointment contracts and we urgently need to campaign for permanent jobs. It is welcome news that 6,000 AO staff have been offered permanent contracts, but around 150 AOs will not be offered jobs. We need a campaign that fights for every job. We also need to fight for the thousands of EO staff who have yet to receive news on their futures. A national campaign will help exert pressure on the employer to properly staff a Department that is under huge pressure because of the impacts of the pandemic, but also experiencing the long-term effects of far-reaching budget cuts.

Those cuts have resulted in a workload crisis across many areas of the DWP. Despite mounting evidence of high workloads, intolerable stress levels and rock bottom job satisfaction, the GEC leadership has not fought a meaningful campaign to improve conditions. It has repeatedly voted down motions from BLN activists in the last 12 months which called for national campaigns on these very issues.

The Broad Left Network is supporting this meeting and is encouraging all branches in the DWP to formally sponsor the event. The call has been met by some of the union’s full-time officers attempting to discredit the event by labelling it against the PCS constitution. We reject this and condemn their assault on branch democracy in PCS. It is vital every branch has the right to organise and engage in open discussion and debate and has the opportunity to respond to urgent industrial issues.

The meeting will take place via Zoom and the log-in details are:

Join Zoom Meeting
https://pcs.zoom.us/j/94373067843?pwd=bWZzYnBJWmVWNU91TnBoT1BhTCtJUT09

Meeting ID: 943 7306 7843
Passcode: 250328

Please see our attached leaflet regarding the impact of the Omicron Variant for PCS members in the DWP…

At the same time as showing their complete disregard for the safety of staff, a series of recent announcement has caused shock across DWP. First came the announcement by the DWP Permanent Secretary on 24^th November that it would not be possible for DWP to keep on all of the 13,500 temporary work coaches, recruited during the pandemic. Then on 25^th November, DWP senior leadership put out an email to 37 sites reminding them that the plan was to close these sites.

Disgracefully, this email also contained ideas about how staff at these sites should prepare, e.g. by undertaking further qualifications, or apprenticeships, in order to make themselves more employable and therefore more likely to gain redeployment following the closure. Throughout the material put out by DWP there were strong hints that redeployment was not guaranteed; jobs are at stake at offices from Dover to Dundee, from Liverpool to London. Members are angry and want answers.

DWP Group Executive Committee: deafening silence

Four out of the 37 sites mentioned above have already had closure dates announced. Redundancies look likely. A week on from this, nothing has been heard from the GEC. GEC officers have reassured reps that they are giving all possible support to the branches involved, but without a campaign, “support” doesn’t amount to a hill of beans. We need the GEC to lead, to link up branches and to prepare the union in DWP for a major national campaign.

Meanwhile, GEC officers are blabbing about how up to 7,000 temporary work coach jobs are at risk. This is not what management have said. This figure has not been reported by GEC officers to the GEC as a whole. Most importantly of all, reps and members are being kept in the dark. If this is true, it is a massive attack on current staffing levels. Yet the GEC has admitted that they have not even asked for permanency for all temporary staff, they have merely asked for targeted recruitment.

Branches move towards dispute

Broad Left Network supporters have been working in their branches and with sympathetic branches specifically to target the sites where Fixed Term & casual staff are based, in full recognition that only by organising these members and preparing for action can we put maximum pressure on DWP to make them permanent. As a consequence, some contract extensions have been announced. This is not enough and some staff are still scheduled to leave in March. We have time to build the campaign that could defeat such a move – if you are interested, get in touch with us.

Workloads, staffing, office closures – a national campaign is needed

At the same time as DWP have been preparing for office closures and for letting go thousands of temporary staff, not to mention potentially making redundancies, members at work are under more pressure than ever. In front facing jobs, members report a return of the pressure to refer every single fail to attend for a sanction. This is madness, in the era of Covid-19. Twenty appointments a day are not uncommon in Jobcentres, and telephone lines are snowed under. Meanwhile DWP have privatised parts of PIP telephony, causing chaos across that benefit.

• We must fight to retain our FTA & casual staff in DWP, including 13,500 work coaches.
• We must fight to retain our offices – closures are ludicrous when DWP has just opened dozens of “REEP” sites as a result of the pandemic.
• Where offices must close, because the owners are throwing us out, every job must be guaranteed and we must secure the best redeployment terms for members.
• We must fight to reduce workloads on all staff across DWP – further recruitment is needed!

This is a national campaign that takes in vast swathes of the operational areas of DWP. The GEC is currently hiding behind the old “there’s no mood” excuse, instead of pro-actively getting out to build a mood. We are patiently working on this, gradually moving areas towards dispute, and linking them up as each one moves forward. We need all reps who wish to fight on behalf of their members to link up with us – so if you want to fight, contact us.

PCS reps and members in DWP have spent the November fighting against a planned return to offices across the UK. With little leadership provided by the union’s Group Executive Committee, beyond aggressive-sounding emails, reps and members were left to take the steps that ultimately forced DWP to back down, leaving the employer’s plans in even greater disarray than before.

Build the campaign now – do not wait for January!

Broad Left Network supporters in DWP are calling on the union’s leadership to fight for:

• No return to offices for back of house roles, guaranteed until the end of winter.
• For any future return to involve thorough consultation, to take account of further information about the Omicron variant, about the pressure on the NHS and about the booster roll out.
• For Jobcentres to return to emergency face to face appointments only.
• For CO2 monitors to be provided in every workplace.

In a significant number of areas, DWP has back down on the return of back of house staff to their offices, at least temporarily. In Retirement Services Directorate across the UK, and in all parts of DWP in Wales, management have retreated. In areas like Universal Credit, the retreat is uneven and incomplete, with some messages indicating a voluntary approach and others continuing with a mandatory approach. BLN reps in these areas are working to oppose any mandatory return.

Even in those areas where members have successfully prevented DWP from forcing them back into the office, the return is only delayed until January. We need to be ready to further oppose this.

Branches must take the lead

The union’s DWP Group Executive Committee, following the lead of the union’s National Executive, has emailed all members in DWP to “remind them of their rights”. This is not sufficient. Reps have proven at sites across the UK, since the pandemic first landed, that when members stick together, the employer is forced to back down and to take account of what members demand.

We have called on the GEC to organise a national reps meeting, to ensure every site across the UK is prepared and ready to issue “Regulation 8” letters, upon DWP issuing instructions to return, allowing members to use Health and Safety legislation to prevent a return to the office. In the absence of this leadership, however, branches must pro-actively prepare.

Elected GEC reps who support the Broad Left Network have organised a national meeting at 6.30pm on 12^th January, with the option to bring this forward should DWP try to wrong-foot the union by announcing plans when reps and members are on leave, as they did during the summer. Further details will be sent out to all branches. Contact details are overleaf.

Devolved areas

Following the emergence of the Omicron variant, the devolved governments have urged all employers to keep workers at home – but they have not yet changed the regulations that would ensure this. We welcome the victory won by members in Wales, to halt any return to the office – but the goodwill of DWP cannot be relied upon. As the GEC has shown no interest in attempting to exert political pressure to prevent a mandatory return to the offices, here too branches can take the lead.

Broad Left Network: fighting for permanent jobs and reductions to excessive workloads in DWP

Members across DWP have noticed the faltering approach of the union’s leadership in DWP to safety, to pay, to the enormous pressure of work facing staff and even to climate change.

The Group Executive Committee (GEC) – the body supposed to lead the union in the DWP – was elected earlier this year. PCS Broad Left Network candidates – socialist union reps – stood in those elections and some were elected. The job of the GEC is to build serious campaigns on issues that matter to members in DWP. Unfortunately, it is doing no such thing, and Broad Left Network members feel it is important to explain to all reps in the union why this is the case.

Left Unity ducks debate – October GEC

Ahead of the GEC meeting which took place on October 20^th and 21^st, Broad Left Network supporters from across DWP met to discuss what needs to be done. Reps worked together to produce motions which Jill Fearn and Craig Worswick, as GEC members, proposed to the rest of the Group Executive Committee. These motions addressed key questions facing members in the next period: pay, the £20-a-week UC cut, tax hikes and the Autumn Budget due on 27^th October; the COP26 climate conference happening in Glasgow and the significant strike wave that has developed there, which we should give support to; safety in the context of Covid-19 and the fight for permanent jobs for the more than 10,000 temporary staff in DWP.

Instead of debating these motions, chair Martin Cavanagh ruled that they are all covered by policy from Group Conference and refused to accept them for debate. This is a flagrant lie since some of the issues identified, like solidarity with striking transport and council workers in Glasgow were not an issue at the time of the Conference which took place in June. It is also wildly hypocritical, as any old dross from Left Unity Group Officers is routinely accepted on to the agenda, regardless of how late in the day GEC papers are submitted. The Left Unity GEC wanted to duck debate.

Broad Left Network GEC members were not simply going to let it go at that, however. Despite a series of personal attacks on BLN-supporting GEC members whenever they spoke, our comrades continued to put forward our ideas, in the hope of getting some movement from the totally inert Group leadership.

Staffing and Safety: the fight for permanent jobs and safe working conditions

The GEC were presented with just a verbal report on staffing, with little to explain how the GEC or branches can prepare for action to secure the jobs of the thousands of temporary staff currently employed by DWP. BLN reps put forward the need to identify where Fixed Term Appointment staff are based, to target union leaflets and other material to recruit them into the union and to link this battle over permanent jobs to the massive pressure on Jobcentre and other staff. It is in all our interests that these staff be made permanent. Basic work to build his campaign has simply not been done by the Group Executive Committee.

As a direct result of the failures of the Left Unity GEC, union density in DWP has decreased. At angry meetings in different branches, members of the union have indicated they want to fight on the question of their workloads and many temporary staff have enthusiastically joined the union where a lead has been given by active local reps. This failure to recruit the rest of them belongs to pathetically inadequate steps taken by the Left Unity-led GEC. As a result of the GEC’s abdication of leadership, thousands of members in Jobcentres have been forced back into the office, despite many still having concerns about safety.

Let us not forget that it took more than two months for the GEC to publish to branches the information about turnout in the consultative ballot that took place this earlier this year. No campaign meetings took place, to include the branches which crossed or achieved near to the 50% turnout threshold required to be able to take legal strike action. The cynical use, by the Left Unity GEC, of this consultative ballot as an electoral gimmick, on which to show how “militant” they all are, is contemptible, given how meekly they submit to the DWP senior management.

Pay in DWP: DWP staff claiming UC get a kicking from Tories, GEC does nothing

At the previous GEC in July, the current leadership committed themselves to “pressing” our demands. At the most recent GEC, the leadership again kicked the can down the road, promising members’ meetings in November and December of this year. While we wholeheartedly support any attempt to mobilise members on the question of pay, the problem with the GEC approach this year is the same as the problem with the approaches for the last several years. They hold meetings to try and get members angry, they do not put forward a clear plan and when members do not immediately leap to join the barricades, they blame members for the lack of a fight back.

This year could be different, if approached seriously. On top of frozen pay for 2021, a proportion of DWP staff who are very low paid and who claim Universal Credit have had the additional cut of £20 per week from their UC. Added to this are the increases in taxation proposed by the government and the rapidly rising cost of living. Energy costs are likely to increase by hundreds of pounds per year – potentially equivalent to a 1 or 2% wage cut for members. Instead of placidly relying upon members to email in stories of how hard up they are – which was the big idea for October – the GEC could get out to every branch and win the support of reps for a clear strategy to fight back on pay and all the related issues.

Instead, Left Unity members of the GEC chose to blame branches for not “buying in” to their ideas. It would help if the union leadership did not talk like management. This idea, that the lack of movement on pay is the fault of branches, is ridiculous. In other areas, such as health and local government, workers are moving towards consultative and statutory ballots. As mentioned above in the context of Glasgow and COP 26, transport workers are also preparing for serious disputes on pay, staffing and working conditions. There is a mood to fight. Yet the GEC continues to rehash the same empty rhetoric.

The motions proposed by the BLN supporters at the DWP GEC called on the Group Officers to present their plan for how to fight and win on pay “using all means necessary,” which is the wording of the motion passed at Group Conference this year. It was pointed out to the Left Unity members of the GEC that “all means necessary” does not mean boring DWP senior management to death with endless surveys of union members that do not move one single jot in the direction of a real campaign.

We also proposed going well beyond the timid approach of the GEC on Universal Credit. We urged the GEC to organise public meetings and to seek involvement and cooperation from key union branches such as Unite Community (for the unemployed) and Unison Local Government (who represent social workers and housing officers who have first-hand experience of the devastating consequences of Tory austerity). Ultimately, we would want to pull in the rest of the trade union movement, especially the unions representing the lowest paid, like USDAW, which is often slow to support campaigns. The anger in working class communities over this cut is palpable – a visible campaign could energise the members and reps of every union that gets involved.

Thanks to Martin Cavanagh’s ruling, and the refusal of the Left Unity majority to challenge this, the GEC managed to avoid even taking a position on these issues.

COP 26 in Glasgow: full solidarity to the Glasgow strikers

BLN reps also called for full support to be given to the strikes developing in Glasgow, during the period of the international climate change conference, COP26. Low paid janitors, cleaners, rail, and bus workers are planning strike action to fight cuts to pay and cuts to public services. Leading MSPs, members of the Scottish Parliament, have attacked unions for standing up for their members and tried to argue that strike action during COP26 threatens negotiations on climate change.

We believe it is important to give full support to these workers. In many of these sectors, especially transport, strike action is resulting from years of failure by the Scottish Government and Glasgow City Council, under both Labour and SNP/Green administrations. One of the key issues being debated by the bosses at COP26 is how to make workers’ pay for the transition to a zero-carbon economy. Disputes like this allow the trade unions to outline the socialist alternative to capitalist attacks on workers.

This would include renationalising public transport, investing not in private profits but in maximum environmental efficiency, to reduce reliance on cars and carbon emissions. This would be part of a major strategy of industrial investment and repurposing, to produce infrastructure necessary for the green economy, from renewable energy to home insulation. This is the real meaning of a “just” transition. The capitalist class, not workers, must pay. Jobs and wages must be defended.

In respect of the railways, the Scottish Government want Abellio-owned ScotRail to do their dirty work, cutting 1,000 jobs and 100,000 train journeys, before their franchise ends. So, it is vital to explain to all six million trade unionists what is going on, what our proposed solutions are and to mobilise them for the major climate change demonstration in Glasgow on November 6^th, 2021.

It is scandalous that Left Unity would refuse to debate a motion offering solidarity to striking workers. Given the time taken up by the Group President, who instead of chairing the meetings tends to speak at length on every dot and comma of the agenda, it seems ridiculous that such an important issue was kept off the agenda. Also kept off the agenda – in breach of Group Conference policy – is the issue of climate change, which Conference demanded be set as a standing item. Branches need to be aware of how badly the union is being led. We call on all branches in DWP to join us, to build a real socialist leadership.

If we fight, we can win.

If you are interested in discussing any of our ideas, get in touch. Join the Broad Left Network and fight for a democratic, campaigning union with socialist policies that can win for members.

Hi, please click the following link for our latest GEC report from the DWP –

Everyone thinks the music of their generation was best – I’d of course say ours definitely was! 

We had the benefits of the hang over from the big bands and the Sinatra years of Swing of our parents, as well as the Rock ‘n’ Roll era, the Blues, the Jazz, the Beatles, and the Stones (and the rest). And not just the best music – we had the best of post war housing and the birth of the NHS.

 In the Sixties everything seemed to be on the up for ordinary people.

In the following decades we experienced massive strides in technological developments, including IT and medicine. The first heart transplant, the contraceptive pill – better detection, better prevention, eradication of diseases etc. 

Yet, with all these miraculous advancements, for our generation and particularly for the younger generations that follow things are now going from worse to worse. Why?

The answer is the profit based economic system is failing us. Capitalism is not fit for purpose. 

Covid and Climate Change are graphic illustrations of the systems failings. The short-sightedness of Capitalists who put their profits way above everything else, including the future of the planet.

 I just want to focus on the deterioration of our NHS and in particular the medical profession’s attitude to women’s and to men’s health.

It was bonfire night 2008 and I was coming round after a hysterectomy, which I had been resisting for several years hoping nature would ‘run its course’ without intervention. I was 53. In the world of profit my childbearing purpose was spent, and I was expendable. 

I still had the words of my old GP ringing in my ears from when I first raised problems in my mid 30’s – “what do you expect at your age?”! But in terms of life expectancy 53 is barely middle aged, and I was still in need and deserving of a quality of life. 

In 2008 I was still working and was very fortunate in having a very understanding and supportive team and mangers. Although my experience was good, I understood for many other women it wasn’t and still isn’t the case, and I wrote an article at that time for our Branch Magazine. It was prompted by something I’d read by a woman who experienced very poor treatment by a less than understanding boss. 

So why am I focussing on this now and has anything changed?

For far too long the ‘Menopause’ has been little discussed. If it is talked about at all it is usually with a sense of ridicule around hot flushes and ‘ doolally ‘ women who are scatter-brained and forgetful. My own daughters are now approaching ‘that age’ and approaching what is called the perimenopause. This is the very start of hormonal changes, which can be very gradual and very long. I am learning, through their experiences that twenty or so years on from my own nothing much has changed. Too many women and too many medical professionals know and understand too little

Symptoms that are typical for many (peri)menopausal women are misdiagnosed. Too many are sent away with anti-depressants when HRT (Hormone Replacement Therapy) is a much more appropriate, effective, and safer way to address the issues. So much for the developments and advancement I spoke of earlier!

Puberty alongside sex education has long been part of the school curriculum, but not the menopause. It is therefore not surprising that bosses and mangers (of whatever gender) have little or no understanding. More alarming is the absence of training in the medical profession – Only 42% of medical students study the subject and the menopause is not a compulsory element of a medical degree!

It is important that women and their partners have a clear understanding of this period in our lives and that workplaces have suitable policies in place to support and not vilify women. Government Departments often run courses on health and equality issues and Menopause needs to feature in those programmes.

This link to a Webinar The Menopause Explained is an excellent insight, dispersing the myths about HRT  that sadly some GP’s still cling on to.

And what about Men’s Health? I think it fair to say that men get a bit of a raw deal when it comes to preventative medicine. Women have been encouraged to have regular cervical smear tests and breast screening for many years. These have proved vital in early detections of cancer and opportunities for treatment that has saved countless lives. But Prostate Health and regular screening for men is non-existent. In fact, many men experience difficulties in persuading there GP to send them for a PSA test, even when there are compelling reasons. I recently heard of a GP telling a patient they are “not allowed” to offer a PSA Test and will only give it if requested. Too many still refuse.

A PSA test measures the amount of Prostate Specific Antigens in the blood. While this test alone is not a definitive detector of Prostate Cancer, regular testing will provide information and an opportunity for early detection, – and early detection is key. Prostate cancer is not itself life threatening. It is failed detection that allows the cancer to spread throughout the body and that is the problem. Early detection can save men from the spread of cancer, save them from more serious and unpleasant treatments such as chemotherapy, and ultimately save lives. Men are said to be notoriously bad at seeking medical advice – let’s make that a myth too!

We are currently fighting to retain our National Health Service and to reclaim it from private hands. Many are unaware of how much of the service is now subcontracted and in the hands of the likes of Virgin. As capitalism chips away at all that is good and prevents all those advances from being used for the benefits of all and not the profits of the few, we have a battle on our hands.

Menopause and Prostate Cancer awareness are just two health awareness issues we need to take up in the workplace and actively campaigned on through the unions, not least our own.

Please read our attached leaflet on why members should vote Yes/ Yes in the DVLA Ballot