Title Page
-
Site conducted
-
Conducted on
-
Name of Internal auditor
-
Location
GRASP audit checklist
General
-
G1 The producer informs the workers of the FRASP assessment and its scope at least two working days before the date of assessment. Minor Must
-
G2 The producer provides a register of any/all workers hired and those present on the date of the assessment. Minor Must
-
G3 The producer/producer group completes a minimum of one self-assessment/internal GRASP assessment annually. Major Must
-
G4 Effective corrective actions are taken to address all non-compliant Major Musts and at least a percentage of Minor Musts detected during the self assessment/internal GRASP assessment. Minor Must
Right of association and representation
-
01.01 The producer respects the right or workers to join and/or form trade unions or other worker organizations of their choice (as well as the right to refrain from joining/forming such organizations) in accordance with applicable national legal requirements. Major Must
-
01.02 If the right to freedom of association and collective bargaining is absent, restricted, or denied under local law, the producer allows alternative forms of independent worker representation and negotiation that is free of employer control. Minor Must
-
01.03 The producer does not discriminate or otherwise penalize worker representation, members of trade unions, or other worker organizations because of their membership in or affiliation with legally registered worker organizations. Major Must
-
01.04 The producer allows any worker representation duly registered and duly recognized by the local law access to the workplace to carry out their representative functions in accordance with applicable national legal requirements. Major Must
GRASP worker representation
-
02.01 Current workers have decided on appropriate representation to help assess, communicate and monitor their interest before the producer. Major Must
-
02.02 After the workers reach a decision on the representation, the composition and type of the worker representation is communicated by management to the current workers. Major Must
-
02.03 The producer ensures that worker representation is decided during the time with the highest presence of workers at the farm. Minor Must
-
02.04 The worker representation/management liaison has been instructed of their role, duties and rights within GRASP. Major Must
-
02.05 Workers, their representation, and the producer hold monthly gatherings on issues related to GRASP during the time with the highest presence of workers. Minor Must
Complaint Process
-
03.01 A confidential complaint process is available to be used by all workers free of any retaliation or penalty. Major Must
-
03.02 The complaint process is implemented and appropriate to the number and type of workers for filing complaints in person, anonymously, or through the worker representation. Minor Must
-
03.03 The worker representation has been instructed on how to use the process on behalf of other workers on the rights included in the producer's human right policies. Minor Must
-
03.04 Easy to understand instructions are provided to all workers about the complaint process. Major Must
-
03.05 There are one or more well publicized places to file complaint's, at least one of which should be independent of the supervisory staff. Major Must
-
03.06 The producer shall endeavor to resolve a complaint while the worker is under their employment, in a timely manner and proportionately to the nature of the complaint made. Minor Must
-
03.07 A summary record of any complaint over the past 24 months is kept to show that they have been received and addressed. Minor Must
Producer's Human rights policies
-
04.01 The producer has and complies with a policy on the protection of human rights, acknowledging the rights in the ILO Core Labor Conventions and against any form of forced labor, corruption, corporal punishment, harassment or abuse, and discrimination and supporting good labor conditions, social practices, and human rights for all workers. Major Must
-
04.02 All workers are communicated the contents of the producer's human rights policy. Major Must
-
04.03 All supervisory staff is informed about the contents of the human rights policy. Minor Must
-
04.04 The producer communicates the producer's human rights policy to any labor subcontractor. Other subcontractors and visitors are communicated when visiting the farm. Major Must
-
04.05 The human rights policy is reviewed every three years, or when there is a change to labor legislation, or a change in GRASP, whichever occurs soonest. Minor Must
Access to labor regulation information
-
05.01 The workers and the workers representation are provided with easy-to-understand and up-to-date information on minimum wage, working hours, breaks, maternity and sick leave, harassment and discrimination, freedom of association, holidays, labor unions, and local labor authorities contacts. Minor Must
-
05.02 Taking into consideration any differences between national and local legislation and GRASP, the producer always applies the higher level of protection to the workers. Major Must
Terms of employment documents and forced labor indicators
-
06.01 All workers are legally eligible to work at the production site an don the activities assigned. Major Must
-
06.02 All workers have entered work voluntarily and freely. Without being pressured, forced, or intimidated. Without being required to pay a fee or related cost for being recruited, or making monetary deposits, financial guarantees, or deposits of personal possessions to be employed. Understanding a freely agreeing to the employment terms and conditions document. Major Must
-
06.03 All contracted employment agencies and labor subcontractors are legally authorized to operate and/or registered with labor authorities when such registration exists. Major Must
-
06.04 For each worker, a document with the employment terms and conditions is available and has existed from the moment the employment relationship started. Major Must
-
06.05 Information on the worker's full name, nationality, and date of birth is verified by the employer before hiring and has been correctly included in the worker's terms and conditions documents. Major Must
-
06.06 The employment terms and conditions documents include up-to-date information on period of employment, contract type, a basic job description, wages, payments, working hours, breaks, holidays, and information on maternity or sick leave applicable by law. Minor Must
-
06.07 The employment terms and conditions in the document comply with national legislation and collective bargaining agreements. Major Must
-
06.08 Changes to the employment terms document have been recorded communicated, and accepted by the worker. Major Must
-
06.09 The employment terns and conditions document together with other relevant documents of the workers hired during the previous and current production cycles are accessible to workers. Minor Must
Payments
-
07.01 Payments to workers are made in accordance with the worker terms and conditions documents. Major Must
-
07.02 The workers are notified about when payments are made. Minor Must
-
07.03 The record of payment information is accessible to current workers and kept on file for at least 24 months. Minor Must
Wages
-
08.01 Pay slips or registers show the amount of working time (including overtime) or harvest amount and the wages and/or overtime paid. Minor Must
-
08.02 Wages, payments, number of hours, government social security/pension contributions, and payroll taxes in the pay slip comply with the employment terms and conditions, with national labor regulations, and/or with collective bargaining agreements. Major Must
-
08.03 All workers earn at least the national minimum wage and/or the collective bargain agreement wage within regular working hours. Major Must
-
08.04 Any deductions from salaries are included in the pay slip and are legally justified in writing clearly explained, and accepted by the worker in files. Major Must
Working age, child labor, and young workers
-
09.01 The producer verified that no worker below the legal minimum age of employment or the age of completion or compulsory education is working at the production site. The minimum age of employment shall not be less than 15 years and 13 for light work. Major Must
-
09.02 The producer checks that no worker under the age of 18 is engaged in night work or tasks that are hazardous in nature in any production site. Major Must
-
09.03 Children on family farms shall be employed only by their core family under conditions that support their protection, right to education, and safety. Major Must
-
09.04 Supervisory staff has been informed of the legal requirements on working age and off the effective remediation plan (when working under the age 18 are found working in non-compliance) Minor Must
Compulsory school age and school access
-
10.01 Any children at compulsory school age living or working on any production sites shall have access to school education. Major Must
-
10.02 The producer verifies and keeps records with the full name, name of parents, and date of birth of all children at the production sites who are below the age of completion of compulsory schooling. Minor Must
-
10.03 If access to a school is not possible, the producer facilitates transport for children below the age of completion of compulsory schooling. Major Must
-
10.04 If schools are not available for children living and/or employed on the production sites who are below the age of compulsory school completion, the producer facilitates on-site schooling. Major Must
Time recording systems
-
11.01 A time recording system is in place and suitable for the type and the size of the producing/handling site. Major Must
-
11.02 The system provides a record of the regular working hours an overtime hours for each worker. Major Must
-
11.03 The system provided a record of the effective daily breaks, weekly breaks, and holidays for each worker. Major Must
-
11.04 All workers are instructed on the time recording system and on checking the system. Minor Must
-
11.05 Each worker has access to a summary of the system records before or at the moment of wage payment in at least the worker's working instruction language or in the predominant language of the workforce. Minor Must
Working Hours
-
12.01 Working hours (including overtime, night work, and rest days/breaks) with indication of peak/harvesting season are shown in the records. Major Must
-
12.02 All overtime hours are voluntary, if not regulated otherwise in the national law or collective bargain agreement. Major Must
-
12.03 Overtime shall not be requested on regular basis in a production cycle/year and as indicted by law. Major Must
-
12.04 Working time does not exceed 48 hours weekly (excluding overtime) unless indicated by law or collective bargaining agreement. The employer reports the total hours worked, and if they exceed 48 hours, the appropriate, safeguards are in place to protect the workers health and safely. Major Must
-
12.05 Rest breaks/days as shown in the records indicate compliance with national regulations and/or collective bargaining agreements, the rest/breaks include at least. a. Short breaks during working hours b. Sufficient breaks for meals c. Daily or nightly rest of not less than 8 hours within a 24 hour period d. Rest of at least a full calendar day within a week. Major Must
-
12.06 Total weekly working hours (including overtime) as shown in the records indicate compliance with national legislation and collective bargaining agreements. If national legislation sets total weekly working hour limits higher that 60 hours (including overtime( in peal season and/or agricultural workers are except from overtime limitations, the employer reports the total weekly hours worked and which appropriate safeguards are in place to protect the workers health and safety. Major Must
-
12.07 Supervisory staff is instructed about the safeguards in place to protect the workers health and safety when working over the regular weekly working time and/or over the peak season weekly working time. Minor Must
-
12.08 Workers are communicated to effectively use the rest break/days during peak season. Minor Must
Disciplinary procedures
-
13.01 A written disciplinary procedure is available. Major Must
-
13.02 Workers are informed about the terms of the disciplinary procedure, including that any deduction from wages as a disciplinary measure is prohibited. Minor Must
-
13.03 Records are kept of any disciplinary actions taken during the last 24 months. Minor Must
