Ballots open in the DWP Group elections: Vote PCS Independent Left in DWP!

Ballots have opened for the election of Group Executive Committees in PCS and will run to the 19th of May.

These committees are responsible for all members in these groups and negotiate directly with them on all issues.

There are 2 key disputes in the DWP today, but at the present the Group leadership are making the same mistakes of the past. We cannot let individual workplaces fight alone, we cannot leave Temporary members out to dry. Both are symptomatic of a staffing crisis and a joint-up national campaign of action is required.

Independent Left candidates have been and are at the forefront of opposing office closures and demanding permanent contracts for casual staff. This needs to be a national strategy.
Vote Independent Left.

Members should have started receiving their ballot papers to their personal email addresses this week from ‘’.

Please share the graphic below on social media to publicise our candidates and how we would change the union.

We will be adding more images with quotes from our candidates throughout the election period.

Ballots open: Vote PCS Independent Left!

Ballots have officially opened for the election of the PCS National Executive and will run to the 12th of May. Members should start receiving their ballot papers through the post over the next couple of days.

Please share the graphic below on social media to publicise our candidates and how we would change the union.

We will be adding more images with quotes from our candidates throughout the election period.

Equivocation, delay and moderation is not the leadership we need or deserve. If the Group won’t lead, members will.

This month has seen 2 significant announcements from the civil service’s largest employer, DWP. The first is that all front-facing staff will be required to work back at offices with immediate effect. The second is that claimants will be forced to attend the Jobcentre appointments on a much more regular basis as part of the newly announced ‘Way To Work’ policy. As a consequence, in many workplaces the department is ripping-up commitments to social distancing and cleaning, forcing customers and claimants to meet on ‘red’ desks, removing screens and abandoning commitments to reduced footfall.

These reckless and harmful decisions represent a perfect storm for the Health and Safety of Jobcentre workers and Claimants. On one side is the obvious increase in the risk from covid, on the other an increased risk of violent confrontation caused by the unnecessary and egregious antagonism of claimants that the new policy represents.

Before Christmas the DWP Group Executive called an all-members meeting via Zoom. Over 1000 reps and members joined the call, showing the depth of feeling on the subject of being forced to work in unsafe offices.

During the call a poll was taken, asking whether members would be willing to take industrial action. The vote was carried overwhelmingly with 90% of attendees participating. The group leadership promised to escalate the dispute if no meaningful movement came from the employer.

Predictably, the Department refused to budge. They provided a small, hardly enforceable concession that in some places, in some circumstances discretion could be given to offering telephone over face-to-face appointments to claimants. No members we’ve spoken to consider this an acceptable or meaningful concession and there’s no evidence it had any effect on footfall in offices.

Fast-forward a month and another members’ meeting was called. The first call was repeated once again with the leadership expressing again how badly the department was behaving to an audience well versed in such treatment, having been on the front-line since the last meeting.

An increase in hostility from the employer, a worsening of conditions in Jobcentres and a new policy announcement making matters even worse.

Instead of the call to action, promised at the previous meeting, and in the face of yet another zoom poll showing overwhelming support for action, the leadership equivocated. Not only was there no commitment to action but we were told that there were different views on strike action and that it really was the last course of action.

If you answer the question of industrial action by playing down expectations and moderating the ‘different views on strike action’, rather than agitating in favour of the action we all know is required, you aren’t providing leadership, you are abrogating your responsibility as trade union leaders.

You are confirming the most moderate positions, you are creating a self-fulfilling prophecy in terms of the future of the dispute and any ballot result and you have wasted another golden opportunity of galvanising thousands of members.

PCS Independent Left members in the DWP offer an alternative strategy:

1. An immediate disaggregated ballot linking H&S and staffing

While the impact of the pandemic affects all members, the application of agreements and management behaviour, union organisation and members feelings across workplaces is uneven.

In some offices, local members taking Section 44 action has forced management to reduce footfall. In a few offices’ management have been more understanding of the seriousness of the issue and used their authority to make workplaces safer than others. In others, the situation is incredibly desperate, and members should be preparing to take industrial action.

High workloads/lack of permanent staff across the group in all grades is having a detrimental effect on all in terms of wellbeing, and stress levels.

This landscape means that an aggregated national ballot across the Department may result in workplaces which are willing to take action prevented from doing so by those where the problem is less widely felt, where management are better behaved or where members are less organised.

Equally, it makes strategic sense to use workplaces which are ready to take action as a catalyst to agitate among those who aren’t ready as soon as possible.

We therefore call for an immediate national ballot disaggregated to the workplace level. On the basis of the following 8 demands:

  • Hybrid working offered to all staff within DWP when safe to do so.
  • All FTA staff to be offered permanent contracts regardless of grade.
  • Bring back in-house all outsourced work.
  • Return to closing of floors/sites awaiting deep cleans after positive covid case.
  • Return of case conferences between management and local PCS H&S reps upon notification of a positive covid case on site with 48 hours.
  • When in an office all staff to be seated at least 2m from another member of staff/1m if a screen is between them
  • All Jobcentres to ensure that customers are not seated within 2m of another customer (unless members of the same household/bubble)
  • All covid safety control measures in Jobcentres to remain until covid cases drop to an acceptable level – No group information sessions and all meetings via Teams.

At this week’s DWP Group Executive Committee, a motion proposed by IL members, calling for this was voted down. However, Branches can pass the motion themselves and send to the GEC, and while it may very well be too late, members should propose it to their AGM’s in order for it to be debated at Annual Conference.

Please get in touch for a copy.

2. Refusal to refer sanctions or impose conditionality

Anti-trade union laws block union members from taking political strike action against government policies. However, the ‘Way To Work’’ policy and the increased sanction and conditionality regime associated with it does represent an increased risk to the health and safety of members and consequently action against such a policy could be considered a legitimate trade dispute.

We need to use everything in our arsenal to defend members. In addition to strike action, action short of a strike, allowing members to refuse to apply sanctions or conditionality would serve to protect members and claimants by reducing the harmful consequences of the government’s policy.

In 2015 IL members on the GEC proposed such a policy. This was voted down by the Leadership and Broad Left Network supporters at the time. We believe it’s time for a rethink.

If you agree, we can send a model motion to your branch to pass up to the GEC or submit to annual conference for debate.

3. If the Group won’t lead, reps and members can and should

We have been advocates of these tactics for a long while and we have no illusions that the Group will change tack.

Branches and reps who agree with us should be aware that despite rumours to the contrary, the power in the union rests in the workplace. Branches and workplaces have the right to call their own carpark members meetings to discuss and vote on taking collective industrial action and to submit a request for a statutory ballot direct to the National Disputes Committee who rarely turn down such a request and is able to sanction strike pay.

It can be daunting, but even one workplace balloting for action puts pressure on the employer and acts as a beacon for other workplaces and branches to step-up too.

While the Group leadership refuse to agitate for such action, they have said they will support any workplace that wishes to do so. We need to challenge them to their word.

If you think members in your branch or workplace are up for or could be convinced to taking action, please get in touch and we can support you.

If you agree, nominate and vote for Independent Left Candidates

Each year supporters of the Independent Left stand for election to the union’s national leadership committees. The nominations for these committees are happening at the moment. If you agree with our positions, please nominate our candidates at your branch AGM’s and vote for us when you get your ballot papers.

PCS NEC Elections 2022: Nominate and vote Independent Left!

Our candidates


Bev Laidlaw, DWP

Vice Presidents

Bryan Carlsen, HSE; Phil Dickens, R&C; Chris Marks, DWP

NEC ordinary members

Tom Bishell, DWP; Bryan Carlsen, HSE; Ralph Corrigan, PSg; Victoria Cuckson, R&C; Chris Day, National Archives; Phil Dickens, R&C; Steve Flynn, DWP; Chris Hickey, MHCLG; David Jones, MHCLG; Vijay Menezes-Jackson, DWP; Bev Laidlaw, DWP; Chris Marks, DWP; Phil Millar, UK Health Security Agency; Paulette Romain, DfT; George Thompson, DWP; Matt Wells, DEFRA

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PCS -rebuild our organising culture

It is heartening to see the number of current disputes.

In DVSA 92% of Driving Examiners members voted for strike action on an 80% turnout. This dispute, triggered by the Department for Transport, is over forced moves to an 8 test day for full timers (up from the current 7) and a proportionate increase in testing for part timers.

On 1 October, a month’s long strike will begin for cleaners and attendants working to the Royal Parks. This is over jobs and conditions.

Shortly we expect members in DVLA Swansea to be reballoted. This is over safety in the workplace.

The question arises though, why aren’t there not even more disputes? Certainly the material basis for those are everywhere. For example, in DWP, management are forcing staff into the workplace. In the ‘old’ days this would have triggered multiple branch disputes, possibly a group strike, yet at the moment, nothing.

Whilst leadership, or the lack of it, is a factor as always in these matters, a key issue though is that our organising culture is wholly lacking. So whilst it varies greatly across the union, our percentage membership is not as high as it was pre-check off. Of course our density levels then were as not as great as in the past.

Whilst not downplaying the political background where many young people have not heard of a union the plain fact is that as a union, with honourable exceptions, organising, not only in the sense of recruiting members but crucially developing activists and getting members involved, is not a priority.  

So what can be done? Firstly we should just admit the truth that we have to rebuild an organising culture. Indeed at the last ADC, delegates passed an NEC motion that amongst other things calls on the union to ‘Develop a structured programme to build an organising culture’.

As we all know though there is a big difference between passing a motion and actually actioning the terms of a motion. At the moment the union has not said how it is going to build the necessary culture. Certainly it cannot be done by the NEC alone or by FTOs. Whilst the national union can kick start the change, only if activists and members are engaged, can the change be made.

Over the coming weeks, the Independent Left will set out some ideas as to what we would like to see. In the end though we need a cross-union conversation on organising. If we don’t then the culture won’t change. That won’t mean the end of the union but it will mean a progressive corrosion of the union’s influence in the workplace. It is in our hands to prevent that.