Honorary Secretary Dr John West, MD FRCP Independent Healthcare Matters Mr Christopher Khoo, FRCS In addition, HCSA is represented at the TUC and within the NHS Staff Council by its general secretary: General Secretary Dr Paul Donaldson 2014-15 NHS pay dispute On 28 July 2014 a consultative ballot of HCSA members was announced over the government's decision to ignore a Review Body on Doctors' and Dentists' Remuneration (DDRB) recommendation of a 1 per cent pay rise for all NHS staff. An extraordinary meeting of the HCSA executive met to consider the results of the ballot, which closed on 18 August 2014, after 80 per cent of those voting backed some form of industrial action. The executive subsequently voted to hold a formal ballot on industrial action. In the wake of the consultative ballot results HCSA President Professor John Schofield said: "Doctors have only very rarely indicated any willingness to undertake industrial action, and it demonstrates the strength of feeling within our profession. We will continue to listen to our members and represent their views to NHS Employers. I hope that we can encourage further dialogue between the government, employers and unions to avoid the possibility of action.” HCSA members mounted industrial action in the form of "work to rule" alongside other health unions in October 2014. 2015 Consultants' Contract On 16 July 2015 the DDRB published its recommendations following an independent review of the Consultants' Contract and the Doctors in Training Contract. In the wake of the report, on 30 July 2015, HCSA stated its position In Favour of A Safe Seven-Day Service, highlighting the need for the principles of safety, fairness and work-life balance to be maintained in any changes. 2015 Junior Doctors Dispute On 5 October 2015, then HCSA General Secretary Eddie Saville set out the association's position calling for A Fair Deal for Doctors In Training. Explaining the HCSA position, he said: "As with our position on the consultant aspect of the DDRB proposals currently being pursued by the government and employers, this stance is guided by the principle that any successful outcome must balance safety, fairness and work-life balance. It must also meet the recruitment and retention test needed to ensure that the health service remains properly staffed. What's more any attempt to impose contractual changes on doctors in training is completely unacceptable, flying in the face of the basic tenets of trade unionism - that