GLOBALG.A.P.

RISK ASSESSMENT ON SOCIAL PRACTICE (GRASP)

GRASP Checklist – Version 1.3 (to be used for GLOBALG.A.P. Database

Checklist Individual Producer (Option 1)

Valid from: 1 July 2015
Mandatory from: 1 October 2015

Edition 3.3, valid from 1 November 2016, mandatory from 1 Feburary 201

select your language: 1

HOW TO USE THIS CHECKLIST

This GRASP Checklist shall be used by assessors who are assessing the implementation of the GRAS
GLOBALG.A.P. Risk Assessment on Social Practice. After the assessment, this filled checklist shall be
This will trigger the product status 'assessed' and make the results available for GRASP observers.

REQUIREMENTS FOR GRASP ASSESSORS

The GRASP Assessment can be conducted by GLOBALG.A.P. approved auditors/inspectors who succ
and online test, and who are trained by the in-house trainer. In countries without a GRASP National Int
who conducts the assessment must have additional qualifications: at least SA8000 Introduction & Basi
minimum of 5 social audits in agriculture (Fair Trade (FLO), SA8000, BSCI Primary Production). Pleas
Rules.

REQUIREMENTS FOR PRODUCERS

GRASP is a voluntary add-on module and does not form part of the accredited GLOBALG.A.P. certifica
GLOBALG.A.P. Standards (all sub-scopes) regarding issues of good social practice. Thus only produc
certified or certified according to an equivalent benchmarked scheme/AMC (or in the process of achiev
Assessment.

HOW TO REPORT ON THE GRASP ASSESSMENT

Compliance to the control points is voluntary and has no influence on the GLOBALG.A.P. Certification.
assessment, the upload of the filled in checklist(s) to the GLOBALG.A.P. Database is mandatory. After
assessor must sign the completed GRASP Checklist. The results of the assessment will then be visible
of assessment).

For the checklist upload add only information without mentioning names, surnames or other personal d
use instead of that the initials/other abbreviations, the position of the employee or internal codes/numb
NATIONAL INTERPRETATION GUIDELINES
Legal requirements regarding the control points differ from country to country (e.g. minimum wage, age
Legislation overwrites GRASP where relevant legislation is more demanding. Where there is no legisla
provides the minimum compliance criteria. National Interpretation Guidelines (available on the GLOBA
transparent to producers and assessors. If producers are interested in a GRASP Assessment and ther
respective country available, please contact the GLOBALG.A.P. Secretariat to follow the specific applic

HOW TO FILL IN THE GRASP CHECKLIST

The GRASP control points are formulated in a complex way, often covering more than one aspect. In o
understandable, this checklist shall be used to assess each control point. Each control point is the bas
clearly define steps that must be taken to fulfill the Control Points and Compliance Criteria, and give an
allow to score every Control Point and Compliance Criteria on a scale to determine whether the produc

For Option 1 producers and for the externally assessed producer group members: In the last column, t
of each sub-point (Yes/No/non-applicable).

For Option 2 the assessor must:

1. Conduct an assessment of the square root of all producer group members (the assessor can use th
2. Upload the external results summarized in the GRASP Option 2 Checklist.

For all control points evidence & remarks should be given and corrective actions must be listed.

Non-applicables shall only be given in exceptional cases and must always be explained in the remarks

ASSESSMENT TECHNIQUES: SUMMARY

For assessing social issues, a special sensitivity of the assessor is required. Please consider the follow
Module:
• Please prepare well for the GRASP Assessment. You must be aware of up-to-date information regard
etc. The National Interpretation Guideline supports your preparation. Make sure that the person respon
employees´ representative(s) have received and read the National Interpretation Guideline.
Please also read the Implementation Guideline/FAQs and give them to the person responsible for impl
representative(s).

• You don’t necessarily need to stick to the order provided in the checklist, but proceed then according
rather “uncritical” issues and document checks and then move to the more sensitive topics.

• Especially during the interview with the employees’ representative(s), make sure that he/she is in an
without the management being present.
• Do give attention to setting a good atmosphere between you and the persons you talk to.
• Observe your non-verbal communication (facial expression, gestures, etc). Do not inspect the farm w
assessing the control points, it is crucial that you know them by heart.

• If you feel that you may not be told the truth, do not insist. Find other ways of clarifying the issue, by c
person or simply by rephrasing your question at a later stage.

For help or feedback on this template, please, contact the Customer Support Team:
Tel. +49 (0) 221 57993 18
Fax. +49 (0) 221 57993 89
[email protected]

Supporting Icons:

Site Inspection

Question to the Employees´ Representive

Question to the Manager

Record Verification

Question to the Person Responsible for the Implementation of GRASP - RGSP (former Re
CTICE (GRASP)

ALG.A.P. Database Upload)

om 1 Feburary 2017

plementation of the GRASP Module. GRASP is the abbreviation for

his filled checklist shall be uploaded to the GLOBALG.A.P. Database.
for GRASP observers.

ditors/inspectors who successfully completed the GRASP online training

out a GRASP National Interpretation Guideline, the auditor/inspector
A8000 Introduction & Basic Auditor Training Course (5-days) or a
Primary Production). Please see further details in the GRASP General

d GLOBALG.A.P. certification. However it logically complements the

ractice. Thus only producer/producer groups who are GLOBALG.A.P.
or in the process of achieving a certificate) can register for a GRASP

OBALG.A.P. Certification. However, if a producer decides to conduct the

abase is mandatory. After the assessment, the producer and the
ssment will then be visible through the GLOBALG.A.P. Database (proof

names or other personal data that clearly identifies a person. You can
ee or internal codes/numbers assigned by the producer/company.
 (e.g. minimum wage, age of legal employment, working hours etc.).
Where there is no legislation (or legislation is not so strict), GRASP
(available on the GLOBALG.A.P. website) make requirements
ASP Assessment and there is so far no Interpretation Guideline for the
o follow the specific application procedure.

more than one aspect. In order to make the requirements clearly

ch control point is the base for several questions in the checklist that
ance Criteria, and give an orientation to the assessor. The answers
rmine whether the producer is compliant or not.

bers: In the last column, the assessor is required to indicate compliance

s (the assessor can use the checklist for individual producers).

.

ons must be listed.

e explained in the remarks field.

Please consider the following points when you assess the GRASP

to-date information regarding legal regulations, bargaining agreements,

ure that the person responsible for implementation of GRASP and the
tion Guideline.
erson responsible for implementation of GRASP and the employees´

t proceed then according to the situation. It may be easier to start with

ensitive topics.

sure that he/she is in an environment where he/she can talk openly –

ns you talk to.
Do not inspect the farm with a checklist in front of your face. For

of clarifying the issue, by checking more documents, talking to a different

Team:

RASP - RGSP (former Responsible for Workers´ Health, Safety and Welfare)
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R1
HOW TO USE THIS CHECKLIST
This Checklist template is meant to be filled in for the GRASP Assessment in Option 1. To change the
initially. Please fill in the assessment results in the column H. Every other information in this template is
voluntary to use this template: If you are working with an interface or other IT solutions, feel free to use
B (currently faded out). The latest version of this template can be downloaded from the GLOBALG.A.P

Unique username (GLOBALG.A.P. Database) of Assessor:*

GLOBALG.A.P. RISK ASSESSMENT ON SOCIAL PRACTICE (GRASP) v1.3

GRASP MASTER DATA

1. CERTIFICATE HOLDER REGISTRATION DATA
Producer GGN/GLN:*
Registration N°:
Company name:*
Address:*
Telephone:*
Email:
Fax:
Assessment date:*
Contact person:*
Previous assessment date(s) 1:
Previous assessment date(s) 2:
Previous assessment date(s) 3:
Previous assessment date(s) 4:
Previous assessment date(s) 5:
Previous assessment date(s) 6:
Previous assessment date(s) 7:
Previous assessment date(s) 8:
Previous assessment date(s) 9:

Does the producer have any other external audits or certification covering
social practices? If yes, which?

Standard 1:
 Valid to:
Standard 2:
Valid to:
Standard 3:
Valid to:
Standard 4:
Valid to:

Has the Certification Body detected any significant breach of legal requirement
concerning labor conditions?

Has the Certification Body reported this finding to the local/national responsible
and competent authority?

Comments:

Company description:

Only applicable if the producer has no employees at any time of the year.

Did the management sign a self-declaration saying that if there were employees
GRASP would be implemented?

Are produce handling (PH) facilities included in the GRASP assessment?

Is produce handling sub-contracted?

Does the produce handling facility(ies) have any social standards implemented?

If yes, which?
If yes:
Name of the PH company:
 GGN/GLN of the PH company (if applicable):
Name and location of the assessed PH Facilities:
PH Facility 1
PH Facility 2
PH Facility 3
PH Facility 4
PH Facility 5
PH Facility 6
Does the company subcontract any other activities?
If yes, which one?
Pest and rodent control
Crop protection
Harvest
Others

Others (please specify):

Are the subcontracted activities included in the GRASP assessment?

Pest and rodent control

Crop protection
Harvest

Others (please specify):

2. STRUCTURE OF EMPLOYMENT
Month(s) of peak season (if applicable):

% of employees living in accommodation provided by the company (if applicable):

Nationalities of employees
Total number of employees

Local - in agricultural production - Permanent

Local - in agricultural production - Temporary

Local - in agricultural production - Agency

Local - in product handling facility(ies) - Permanent

Local - in product handling facility(ies) - Temporary

Local - in product handling facility(ies) - Agency

Local - Total - Permanent

Local - Total - Temporary

Local - Total - Agency

Cross-Border Migrants - in agricultural production - Permanent

Cross-Border Migrants - in agricultural production - Temporary

Cross-Border Migrants - in agricultural production - Agency

Cross-Border Migrants - in product handling facility(ies) - Permanent

Cross-Border Migrants - in product handling facility(ies) - Temporary

Cross-Border Migrants - in product handling facility(ies) - Agency

 Cross-Border Migrants - Total - Permanent

Cross-Border Migrants - Total - Temporary

Cross-Border Migrants - Total - Agency

National Migrants - in agricultural production - Permanent

National Migrants - in agricultural production - Temporary

National Migrants - in agricultural production - Agency

National Migrants - in product handling facility(ies) - Permanent

National Migrants - in product handling facility(ies) - Temporary

National Migrants - in product handling facility(ies) - Agency

National Migrants - Total - Permanent

National Migrants - Total - Temporary

National Migrants - Total - Agency

Total - in agricultural production

Total - in product handling facility(ies)

Total Employees

3. PRESENCE DURING THE ASSESSMENT

SITE MANAGEMENT
Present at the opening meeting?
Present at the assessment?
Present at the closing meeting?
PERSON RESPONSIBLE FOR THE IMPLEMENTATION OF GRASP
Present at the opening meeting?
Present at the assessment?
Present at the closing meeting?
EMPLOYEES' REPRESENTATIVE
Present at the opening meeting?
Present at the assessment?
Present at the closing meeting?
Assesment results reviewed with company management?
Name of certification body:
Duration of the assessment:
Name of assessor:
Name of company management:

GRASP CHECKLIST
EMPLOYEES´ REPRESENTATIVE(S)
CP: Is there at least one employee or an employees’ council to represent the
interests of the staff to the management through regular meetings where
labor issues are addressed?

CC: Documentation demonstrates that an employees’ representative(s) or

an employees’ council representing the interests of the employees to the
management is elected or in exceptional cases nominated by all employees
and recognized by the management. The election or nomination takes place
in the ongoing year or production period and is communicated to all
employees. The employees´ representative(s) shall be aware of his/her/their
role and rights and be able to discuss complaints and suggestions with the
management. Meetings between employees’ representative(s) and the
management occur at accurate frequency. The dialogue taking place in such
meetings is duly documented.
N/A if the company employs less than 5 employees.
The election/nomination procedure has been defined and communicated to all
employees.

Documentation shows that the election and the counting of votes were carried out
fairly and openly. In case of representative(s) not elected but nominated, there is
a document justifying why elections could not take place.

The results of the election (name of employees´ representative(s) or in case of

council composition of the council) were communicated to all employees.

The election/nomination has taken place in the ongoing year or production period.
The representation is current (all elected/nominated person(s) according to the list
still working for the company).

The employees´ representative(s) is/are recognized by the management and a

job description clearly defines his/her/their role and rights. The employees
´representative(s) is/are aware of his/her/their role and rights (in case of an
employees´ council, all members are interviewed).

There is documentary evidence of regular meetings at accurate frequency

between the employees´ representative(s) and the management, where GRASP
related issues are addressed.

Evidence/Remarks:

Corrective Actions:

COMPLAINT PROCEDURE
CP: Is there a complaint and suggestion procedure available and
implemented in the company through which employees can make a
complaint or suggestion?

CC: A complaint and suggestion procedure appropriate to the size of the

company exists. The employees are regularly informed about its existence,
complaints and suggestions can be made without being penalized and are
discussed in meetings between the employees’ representative(s) and the
management. The procedure specifies a timeframe to answer complaints
and suggestions and take corrective actions. Complaints, suggestions and
their follow-up from the last 24 months are documented.

A documented complaint and suggestion procedure is available, appropriate to

the size of the company.

Employees are regularly and actively informed about the complaint and
suggestion procedure.

The procedure states clearly that employees will not be penalized for filing
complaints or suggestions.

Complaints and suggestions are discussed in meetings between the employees´

representative(s) and the management.

The procedure sets a timeframe to resolve complaints and suggestions (e.g.

during the next month).

The complaints, suggestions and their follow-up are documented and available for
the last 24 months.

Evidence/Remarks:

Corrective Actions:

SELF-DECLARATION ON GOOD SOCIAL PRACTICES

CP: Has a self-declaration on good social practice regarding human rights
been signed by the management and the employees’ representative(s) and
has this been communicated to the employees?

CC: The management and the employees’ representative(s) have signed,

displayed and put in practice a self-declaration assuring good social
practice and human rights of all employees. This declaration contains at
least the commitment to the ILO core labor conventions (ILO Conventions:
111 on discrimination, 138 and 182 on minimum age and child labor, 29 and
105 on forced labor, 87 on freedom of association, 98 on the right to
organize and collective bargaining, 100 on equal remuneration and 99 on
minimum wage) and transparent and non-discriminative hiring procedures
and the complaint procedure. The self-declaration states that the employees
´ representative(s) can file complaints without personal sanctions. The
employees have been informed about the self-declaration and it is revised at
least every 3 years or whenever necessary.

The declaration is complete and contains at least all points referred to ILO core
labor conventions.

The declaration has been signed by the management and by the employees’
representative(s).

The declaration is actively communicated to the employees (e.g. displayed on the

production site/in the handling unit/management office or attached to the working
contract, information at meetings etc.).

The management, the responsible person for the implementation of GRASP and
the employees’ representative(s) know the content of the declaration and confirm
that it is put into practice.

It is stated that the employees’ representative(s) can file complaints without

personal sanctions.

The declaration is checked and revised at least every 3 years or whenever

necessary.
 Evidence/Remarks:

Corrective Actions:

ACCESS TO NATIONAL LABOUR REGULATIONS

CP: Do the person responsible for the implementation of GRASP (RGSP)
and the employees’ representative(s) have knowledge of or access to recent
national labor regulations?

CC: The person responsible for the implementation of GRASP (RGSP) and
the employees’ representative(s) have knowledge of or access to national
regulations, such as gross and minimum wages, working hours, trade union
membership, anti-discrimination, child labor, labor contracts, holiday and
maternity leave. Both the RGSP and the employees´ representative(s) know
the essential points of working conditions in agriculture as formulated in the
applicable GRASP National Interpretation Guidelines.

The RGSP provides the employees´ representative(s) with the valid labor
regulations (e.g. the GRASP National Interpretation Guidelines).

RGSP and the employees´ representative(s) have knowledge about or access to

the valid labor regulations on gross and minimum wages and deductions from
wages.

RGSP and the employees´ representative(s) have knowledge about or access to

the valid labor regulations on working hours.

RGSP and the employees´ representative(s) have knowledge about or access to

the valid labor regulations on freedom of association and right to collective
bargaining.

RGSP and the employees´ representative(s) have knowledge about or access to

the valid labor regulations on anti-discrimination.
RGSP and the employees´ representative(s) have knowledge about or access to
the valid labor regulations on child labor and minimum age of working.

RGSP and the employees´ representative(s) have knowledge about or access to

the valid labor regulations on holiday and maternity leave.

Evidence/Remarks:

Corrective Actions:

WORKING CONTRACTS
CP: Can valid copies of working contracts be shown for the employees? Are
the working contracts compliant with applicable legislation and/or collective
bargaining agreements and do they indicate at least full names, nationality,
a job description, date of birth, date of entry, the regular working time, wage
and the period of employment? Have they been signed by both the
employee and the employer?

CC: For every employee, a contract can be shown to the assessor on

request on a sample basis. The contracts correspond with the applicable
legislation and/or collective bargaining agreements. Both the employees as
well as the employer have signed them. Records contain at least full names,
nationality, job description, date of birth, date of entry, the regular working
time, wage and the period of employment (e.g. permanent, period or day
laborer etc.) and for non-national employees their legal status and working
permit. The contract does not show any contradiction to the self-declaration
on good social practices. Records of the employees must be accessible for
at least 24 months.

Random checks show availability of written contracts for all employees signed by
both parties.
There is evidence that the employees have the correct contract according to
national legislation and/or collective bargaining agreements (as stipulated in the
applicable GRASP National Interpretation Guideline).

The working contracts include at least basic information on the employee’s name,
date of birth and nationality according to the applicable GRASP National
Interpretation Guideline.

The working contracts or attachments to the contracts include basic information

on the contract period (e.g. permanent, period or day laborer etc.), the wage,
working hours, breaks, and a basic job description.

In the contract, there is no contradiction to the self-declaration on good social

practice.

If non-national employees are working for the company, records indicate their
legal status for being employed by the company. A respective working permit is
available.

Records of the employees must be accessible for at least 24 months.

Evidence/Remarks:

Corrective Actions:

PAYSLIPS
CP: Is there documented evidence indicating regular payment of salaries
corresponding to the contract clause?

CC: The employer shows adequate documentation of the regular salary

transfer (e.g. employee’s signature on pay slip, bank transfer). Employees
sign or receive copies of pay slips/pay register that make the payment
transparent and comprehensible for them. Regular payment of the
employees during the last 24 months is documented.
Documented evidence that the payment is made in defined intervals (e.g. pay
slips or pay registers) is available for the employees (random checks).

Pay slips or pay registers indicate that payments are made in accordance with the
working contracts (e.g. employee´s signature on pay slips, bank transfer etc.).

The records of payments are kept for at least 24 months.

Evidence/Remarks:

Corrective Actions:

WAGES
CP: Do pay slips/pay registers indicate the conformity of payment with at
least legal regulations and/or collective bargaining agreements?

CC: Wages and overtime payment documented on the pay slips/pay

registers indicate compliance with legal regulations (minimum wages)
and/or collective bargaining agreements
as specified in the GRASP National Interpretation Guideline. If payment is
calculated per unit, employees shall be able to gain at least the legal
minimum wage (on average) within regular working hours.

Pay slips or pay registers give clear indication on the number of compensated
working time or harvested amount including overtime (hours/days).

Wages and overtime payments as shown in the records are according to the
contracts and indicate compliance with national labor regulations (minimum
wages), and/or collective bargaining agreements as specified in the GRASP
National Interpretation Guideline.
Independently from the calculation unit, pay slips/pay registers document that
employees gain in average at least the legal minimum wage within regular
working times (especially check when piece-rate is implemented). If there are
deductions from salaries and employees are being paid below minimum wage,
the deductions must be justified in writing.

Evidence/Remarks:

Corrective Actions:

NON-EMPLOYMENT OF MINORS
CP: Do records indicate that no minors are employed at the company?

CC: Records indicate compliance with national legislation regarding

minimum age of employment. If not covered by national legislation, children
below the age of 15 are not employed.
If children–as core family members–are working at the company, they are
not engaged in work that is dangerous to their health and safety,
jeopardizes their development, or prevents them from finishing their
compulsory school education.

Dates of birth on the records show that no employee is aged below the legal
minimum age of employment or, if not specified in the GRASP National
Interpretation Guideline, under the age of 15.

If children–as core family members–are working at the company, they are not
engaged in work that is dangerous to their health and safety (according to the
applicable IFA All Farm Base Module), that jeopardizes their development or
prevents them from finishing their compulsory school education.

Evidence/Remarks:
 Corrective Actions:

ACCESS TO COMPULSORY SCHOOL EDUCATION

CP: Do the children of employees living on the company´s
production/handling sites have access to compulsory school education?

CC: There is documented evidence that children of employees at

compulsory schooling age (according to national legislation) living on the
company´s production/handling sites have access to compulsory school
education, either through provided transport to a public school or through
on-site schooling.

There is a list of all children in the age of compulsory schooling age living on the
company´s production/handling sites, with sufficient indications on name, name of
parents, date of birth, school attendance, etc. Children of management may be
excluded.

There is evidence of transport facilities if children cannot reach school within

acceptable walking distance (half an hour walking or according to the GRASP
National Interpretation Guideline).

There is evidence of an on-site schooling system when access to schools is not

available.

Evidence/Remarks:

Corrective Actions:

TIME RECORDING SYSTEM

CP: Is there a time recording system that shows daily working time and
overtime on a daily basis for the employees?

CC: There is a time recording system implemented appropriate to the size of

the company that makes working hours and overtime transparent for both
employees and employer on a daily basis. Working times of the employees
during the last 24 months are documented. Records are regularly approved
by the employees and accessible for the employees´ representative(s).

A time recording system is implemented, appropriate to the size of the company

(e.g. time record sheet, check clock, electronic cards, etc.).

The records indicate the regular working time for employees on a daily basis.

The records indicate the overtime hours as defined by contracts per legislation for
all employees on a daily basis.

The records indicate the breaks/festive days for the employees (on a daily basis).

The working records are regularly approved by the employees (e.g. regularly
signed record sheet, checking clock).

Access to these records is provided to the employees’ representative(s).

The records are kept for at least 24 months.

Evidence/Remarks:

Corrective Actions:
WORKING HOURS & BREAKS
CP: Do working hours and breaks documented in the time records comply
with applicable legislation and/or collective bargaining agreements?

CC: Documented working hours, breaks and rest days are in line with
applicable legislation and/or collective bargaining agreements. If not
regulated more strictly by legislation, records indicate that regular weekly
working hours do not exceed a maximum of 48 hours. During peak season
(harvest), weekly working time does not exceed a maximum of 60 hours.
Rest breaks/days are also guaranteed during peak season.

Information on valid labor regulation and/or collective bargaining agreements

regarding working hours and breaks is available (e.g. in the GRASP National
Interpretation Guideline).

Working hours including overtime as shown in the records indicate compliance

with legal regulations and/or collective bargaining agreements.

Rest breaks/days as shown in the records indicate compliance with national

regulations and/or bargaining agreements.

If not regulated more strictly by applicable legislation, regular weekly working time
does not exceed 48 hours. During peak season (harvest), weekly working time
does not exceed 60 hours.

The records indicate that rest breaks/days are also guaranteed during peak
season.

Evidence/Remarks:

Corrective Actions:
RECOMENDATIONS FOR GOOD PRACTICE

ADDITIONAL SOCIAL BENEFITS

What other forms of social benefit does the company offer to employees,
their families and/or the community?
Please specify (incentives for good and safe working performance, bonus
payment, support of professional development, social benefits, child care,
improvement of social surroundings etc.).

Evidence/Remarks:
ent in Option 1. To change the language please use the dropdown in the sheet "Introduction"
r information in this template is build to support you best while filling in this checklist. It is
her IT solutions, feel free to use your own template, but make sure to include columns A and
oaded from the GLOBALG.A.P. website.
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 HOW TO USE THIS (READ ONLY) CALCUATION
Please do not modify any values here as they are automatically taken from the Checklist tab. This calcuation is only meant to
be a preview for the auditor, the final and leading calcuation is done within the GLOBALG.A.P. Database based on your input.
Please see the GRASP General Rules for questions on the calculation model.

EMPLOYEES´ REPRESENTATIVE(S)
1 CP: Existe pelo menos um funcionário ou um conselho de empregados para representar os
interesses dos funcionários à gerência por meio de reuniões regulares em que questões
trabalhistas são abordadas?
CC: A documentação demonstra que o (s) representante (s) de funcionários ou o conselho de
empregados que representa os interesses dos funcionários da administração é eleito ou, em
casos excepcionais, indicado por todos os funcionários e reconhecido pela administração. A
eleição ou indicação ocorre no ano em curso ou no período de produção e é comunicada a
todos os funcionários. O (s) representante (s) dos funcionários deve estar ciente de seu papel
e direitos e ser capaz de discutir reclamações e sugestões com a gerência. As reuniões entre
o (s) representante (s) dos funcionários e a gerência ocorrem com frequência precisa. O
diálogo que ocorre nessas reuniões está devidamente documentado

1.1 0
O procedimento de eleição / nomeação foi definido e comunicado a todos os funcionários.
1.2

A documentação mostra que a eleição e a contagem dos votos foram realizadas de forma 0
justa e aberta. No caso de representantes não eleitos, mas nomeados, existe um documento
justificando por que as eleições não foram realizadas.
1.3
Os resultados da eleição (nome do (s) representante (s) dos funcionários ou no caso de 0
composição do conselho) foram comunicados a todos os funcionários.
1.4

A eleição / nomeação ocorreu no ano em curso ou no período de produção. A representação 0

é atual (todas as pessoas eleitas / nomeadas, de acordo com a lista que ainda trabalha para
a empresa).
1.5
O (s) representante (s) dos funcionários é (s) reconhecido (s) pela gerência e uma descrição
do trabalho define claramente sua função e direitos. O (s) representante (s) dos funcionários 0
estão cientes de seu papel e direitos (no caso de um conselho de empregados, todos os
membros são entrevistados).
1.6 Existem evidências documentais de reuniões regulares com frequência precisa entre o (s)
representante (s) dos funcionários e a gerência, onde são abordadas questões relacionadas 0
ao GRASP.

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

COMPLAINT PROCEDURE
2

"CP: Existe um procedimento de reclamação e sugestão disponível e implementado na

empresa através do qual os funcionários podem fazer uma reclamação ou sugestão? CC:
Existe um procedimento de reclamação e sugestão apropriado ao tamanho da empresa. Os
funcionários são informados regularmente sobre sua existência, reclamações e sugestões
podem ser feitas sem serem penalizadas e são discutidas em reuniões entre o (s)
representante (s) dos funcionários e a gerência. O procedimento especifica um prazo para
responder a reclamações e sugestões e tomar ações corretivas. Reclamações, sugestões e
acompanhamento dos últimos 24 meses estão documentados. "
2.1
Um procedimento documentado de reclamação e sugestão está disponível, adequado ao 0
tamanho da empresa.
2.2
Os funcionários são informados regularmente e ativamente sobre o procedimento de 0
reclamação e sugestão.
2.3
O procedimento afirma claramente que os funcionários não serão penalizados por apresentar 0
reclamações ou sugestões.
2.4
Reclamações e sugestões são discutidas em reuniões entre o (s) representante (s) dos 0
funcionários e a gerência.
2.5
O procedimento define um prazo para resolver reclamações e sugestões (por exemplo, 0
durante o próximo mês).
2.6
As reclamações, sugestões e seu acompanhamento estão documentados e disponíveis nos 0
últimos 24 meses.
 Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

SELF-DECLARATION ON GOOD SOCIAL PRACTICES

3 CP: A autodeclaração sobre boas práticas sociais em relação aos direitos humanos foi
assinada pela gerência e pelo (s) representante (s) dos funcionários e foi comunicada aos
funcionários?
CC: A gerência e o (s) representante (s) dos funcionários assinaram, exibiram e colocaram
em prática uma autodeclaração que garante boas práticas sociais e direitos humanos a todos
os funcionários. Esta declaração contém pelo menos o compromisso com as principais
convenções trabalhistas da OIT (Convenções da OIT: 111 sobre discriminação, 138 e 182
sobre idade mínima e trabalho infantil, 29 e 105 sobre trabalho forçado, 87 sobre liberdade de
associação, 98 sobre o direito de organização e negociação coletiva, 100 com remuneração
igual e 99 com salário mínimo) e procedimentos de contratação transparentes e não
discriminatórios e o procedimento de reclamação. A autodeclaração afirma que o (s)
representante (s) dos funcionários pode registrar reclamações sem sanções pessoais. Os
funcionários foram informados sobre a autodeclaração e ela é revisada pelo menos a cada
três anos ou sempre que necessário.

3.1
A declaração está completa e contém pelo menos todos os pontos mencionados nas 0
principais convenções trabalhistas da OIT.
3.2
0
A declaração foi assinada pela gerência e pelo (s) representante (s) dos funcionários.
3.3
A declaração é ativamente comunicada aos funcionários (por exemplo, exibida no local de
0
produção / na unidade de gestão / escritório de administração ou anexada ao contrato de
trabalho, informações nas reuniões etc.).
3.4
A gerência, a pessoa responsável pela implementação do GRASP e o (s) representante (s) 0
dos funcionários conhecem o conteúdo da declaração e confirmam que ela é posta em
prática.
3.5
Afirma-se que o (s) representante (s) dos funcionários pode registrar reclamações sem 0
sanções pessoais.
3.6
0
A declaração é verificada e revisada pelo menos a cada três anos ou sempre que necessário.

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

ACCESS TO NATIONAL LABOUR REGULATIONS

4 "CP: A pessoa responsável pela implementação do GRASP (RGSP) e o (s) representante (s)
dos funcionários têm conhecimento ou acesso a regulamentos trabalhistas nacionais
recentes?
CC: A pessoa responsável pela implementação do GRASP (RGSP) e o (s) representante (s)
dos funcionários têm conhecimento ou acesso a regulamentos nacionais, como salários
brutos e mínimos, horário de trabalho, associação a sindicatos, antidiscriminação, trabalho
infantil , contratos de trabalho, férias e licença de maternidade. O RGSP e o (s) representante
(s) dos funcionários conhecem os pontos essenciais das condições de trabalho na
agricultura, conforme formulados nas Diretrizes Nacionais de Interpretação do GRASP
aplicáveis. "

4.1
O RGSP fornece aos representantes dos funcionários os regulamentos trabalhistas válidos 0
(por exemplo, as Diretrizes Nacionais de Interpretação do GRASP).
4.2
A RGSP e o (s) representante (s) dos funcionários têm conhecimento ou acesso a 0
regulamentos trabalhistas válidos sobre salários brutos e mínimos e deduções de salários.
4.3
O RGSP e o (s) representante (s) dos funcionários têm conhecimento ou acesso aos 0
regulamentos trabalhistas válidos sobre o horário de trabalho.
4.4 O RGSP e o (s) representante (s) dos funcionários têm conhecimento ou acesso a
regulamentos trabalhistas válidos sobre liberdade de associação e direito à negociação 0
coletiva.
4.5
O RGSP e o (s) representante (s) dos funcionários têm conhecimento ou acesso aos 0
regulamentos trabalhistas válidos sobre anti-discriminação.
4.6
O RGSP e o (s) representante (s) dos funcionários têm conhecimento ou acesso a 0
regulamentos trabalhistas válidos sobre trabalho infantil e idade mínima para trabalhar.
4.7
O RGSP e o (s) representante (s) dos funcionários têm conhecimento ou acesso a 0
regulamentos trabalhistas válidos em férias e licença de maternidade.

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

WORKING CONTRACTS
5 "CP: Podem ser mostradas cópias válidas dos contratos de trabalho para os funcionários? Os
contratos de trabalho estão em conformidade com a legislação aplicável e / ou acordos
coletivos de trabalho e indicam pelo menos nomes completos, nacionalidade, descrição do
trabalho, data de nascimento, data de entrada, horário regular de trabalho, salário e período
de emprego? Foram assinados pelo empregado e pelo empregador? CC: Para cada
funcionário, um contrato pode ser mostrado ao avaliador mediante solicitação, com base em
amostra. Os contratos correspondem à legislação aplicável e / ou acordos de negociação
coletiva. Tanto os funcionários quanto o empregador os assinaram. Os registros contêm pelo
menos nomes completos, nacionalidade, descrição do trabalho, data de nascimento, data de
entrada, horário regular de trabalho, salário e período de emprego (por exemplo, trabalhador
permanente, período ou dia de trabalho etc.) e, para empregados não nacionais, seus status
e permissão de trabalho. O contrato não mostra nenhuma contradição com a autodeclaração
de boas práticas sociais. Os registros dos funcionários devem estar acessíveis por pelo
menos 24 meses ".
5.1
As verificações aleatórias mostram a disponibilidade de contratos escritos para todos os 0
funcionários assinados por ambas as partes.
5.2
Existem evidências de que os funcionários tenham o contrato correto de acordo com a
0
legislação nacional e / ou acordos de negociação coletiva (conforme estipulado na Diretriz
Nacional de Interpretação GRASP aplicável).
5.3
Os contratos de trabalho incluem pelo menos informações básicas sobre o nome do
0
funcionário, data de nascimento e nacionalidade, de acordo com a Diretriz Nacional de
Interpretação GRASP aplicável.
5.4 Os contratos de trabalho ou anexos aos contratos incluem informações básicas sobre o
período do contrato (por exemplo, trabalhador permanente, período ou diarista etc.), salário,
horário de trabalho, pausas e uma descrição básica do trabalho. 0

5.5
0
No contrato, não há contradição com a autodeclaração de boas práticas sociais.
5.6
Se funcionários não nacionais estiverem trabalhando para a empresa, os registros indicarão
0
seu status legal por serem empregados pela empresa. Está disponível uma respectiva
permissão de trabalho.
5.7
0
Os registros dos funcionários devem estar acessíveis por pelo menos 24 meses.

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

 PAYSLIPS
6 "CP: Existem evidências documentadas indicando pagamento regular de salários
correspondentes à cláusula contratual? CC: O empregador mostra a documentação
adequada da transferência salarial regular (por exemplo, assinatura do funcionário no
comprovante de pagamento, transferência bancária). Os funcionários assinam ou recebem
cópias dos comprovantes de pagamento, que tornam o pagamento transparente e
compreensível para eles. O pagamento regular dos funcionários durante os últimos 24 meses
está documentado. "

6.1 A evidência documentada de que o pagamento é feito em intervalos definidos (por exemplo,
comprovantes de pagamento ou registros de pagamento) está disponível para os funcionários 0
(cheques aleatórios).
6.2
Os boletos ou registros de pagamento indicam que os pagamentos são feitos de acordo com
0
os contratos de trabalho (por exemplo, assinatura do funcionário em boletos, transferência
bancária etc.).
6.3
0
Os registros de pagamentos são mantidos por pelo menos 24 meses.

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

WAGES
7 "CP: Os comprovantes de pagamento / registros de pagamento indicam a conformidade do
pagamento com pelo menos regulamentos legais e / ou acordos de negociação coletiva?
CC: Salários e pagamento de horas extras documentados nos boletos / registros de
pagamento indicam conformidade com os regulamentos legais (salários mínimos) e / ou
acordos de negociação coletivaconforme especificado na Diretriz Nacional de Interpretação
GRASP. Se o pagamento for calculado por unidade, os funcionários deverão ganhar pelo
menos o salário mínimo legal (em média) dentro do horário normal de trabalho. "

7.1 Os recibos ou registros de pagamento dão uma indicação clara do número de horas de
trabalho compensadas ou do valor da colheita, incluindo horas extras (horas / dias). 0

7.2
Os salários e pagamentos de horas extras, conforme mostrado nos registros, estão de acordo
com os contratos e indicam conformidade com os regulamentos trabalhistas nacionais 0
(salários mínimos) e / ou acordos de negociação coletiva, conforme especificado na Diretriz
Nacional de Interpretação GRASP.
7.3
Independentemente da unidade de cálculo, os comprovantes de pagamento / registros de
pagamento documentam que os funcionários ganham, em média, pelo menos o salário
mínimo legal dentro do horário regular de trabalho (especialmente verificam quando a taxa 0
por peça é implementada). Se houver deduções nos salários e os funcionários estiverem
sendo pagos abaixo do salário mínimo, as deduções deverão ser justificadas por escrito.

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

 Control Point Compliance Level: -

NON-EMPLOYMENT OF MINORS
8 "CP: Os registros indicam que nenhum menor é empregado na empresa?
CC: Os registros indicam conformidade com a legislação nacional em relação à idade mínima
de trabalho. Se não estiver coberto pela legislação nacional, crianças com menos de 15 anos
de idade não serão empregadas.Se as crianças - como membros da família principal - estão
trabalhando na empresa, elas não estão envolvidas em um trabalho perigoso para sua saúde
e segurança, comprometem seu desenvolvimento ou as impedem de terminar a educação
escolar obrigatória ".

8.1 "As datas de nascimento nos registros mostram que nenhum funcionário tem idade inferior à
idade mínima legal de trabalho ou, se não for especificado no GRASP National
0
Diretriz para Interpretação, com menos de 15 anos. "

8.2
Se as crianças - como membros da família principal - estão trabalhando na empresa, elas
não estão envolvidas em um trabalho perigoso para sua saúde e segurança (de acordo com 0
o Módulo Base IFA All Farm aplicável), que prejudique seu desenvolvimento ou impeça que
terminem seus estudos. educação escolar obrigatória.

#N/A -

Control Point Compliance Level: -

 ACCESS TO COMPULSORY SCHOOL EDUCATION
9 "CP: Os filhos dos funcionários que moram nos locais de produção / manuseio da empresa
têm acesso à educação escolar obrigatória?
CC: Existem evidências documentadas de que filhos de funcionários em idade escolar
obrigatória (de acordo com a legislação nacional) que moram nos locais de produção /
manuseio da empresa têm acesso à educação escolar obrigatória, seja por meio de
transporte fornecido a uma escola pública ou por meio da escola escolaridade ".

9.1 Existe uma lista de todas as crianças em idade escolar obrigatória que moram nos locais de
produção / manuseio da empresa, com indicações suficientes sobre nome, nome dos pais,
data de nascimento, frequência escolar, etc. Filhos da administração podem ser excluídos . 0

9.2 Existem evidências de meios de transporte se as crianças não puderem chegar à escola a
uma distância aceitável a pé (meia hora a pé ou de acordo com a Diretriz Nacional de
0
Interpretação GRASP).

9.3 Há evidências de um sistema escolar no local quando o acesso às escolas não está
disponível. 0

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

 TIME RECORDING SYSTEM
10 "CP: Existe um sistema de registro de horas que mostre o horário de trabalho diário e as
horas extras diariamente para os funcionários?
CC: Existe um sistema de registro de horas implementado adequado ao tamanho da empresa
que torna o horário de trabalho e as horas extras transparentes para funcionários e
empregadores diariamente. Os horários de trabalho dos funcionários durante os últimos 24
meses são documentados. Os registros são aprovados regularmente pelos funcionários e
acessíveis ao (s) representante (s) dos funcionários. "

10.1 Um sistema de registro de horas é implementado, adequado ao tamanho da empresa (por

exemplo, folha de registro de horas, relógio, cartões eletrônicos, etc.) 0

10.2 Os registros indicam o horário de trabalho regular dos funcionários diariamente.

0

10.3 Os registros indicam as horas extras definidas por contratos por legislação para todos os
funcionários diariamente. 0

10.4 Os registros indicam os intervalos / dias festivos para os funcionários (diariamente).

0

10.5 Os registros de trabalho são aprovados regularmente pelos funcionários (por exemplo, folha
de registro assinada regularmente, verificação do relógio). 0

10.6 O acesso a esses registros é fornecido ao (s) representante (s) dos funcionários.
0
10.7 Os registros são mantidos por pelo menos 24 meses.
0

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

WORKING HOURS & BREAKS

11 "CP: O horário de trabalho e os intervalos documentados nos registros de tempo cumprem a
legislação aplicável e / ou acordos de negociação coletiva?
CC: O horário de trabalho, os intervalos e os dias de descanso documentados estão
alinhados com a legislação aplicável e / ou acordos de negociação coletiva. Se não for
regulamentado de forma mais estrita pela legislação, os registros indicam que o horário de
trabalho semanal regular não excede um máximo de 48 horas. Durante a alta temporada
(colheita), o tempo de trabalho semanal não excede um máximo de 60 horas. Os intervalos /
dias de descanso também são garantidos durante a alta temporada. "

11.1 Estão disponíveis informações sobre regulamentação trabalhista válida e / ou acordos de

negociação coletiva sobre horário de trabalho e pausas (por exemplo, na Diretriz Nacional de
0
Interpretação GRASP).

11.2 O horário de trabalho, incluindo horas extras, conforme mostrado nos registros, indica
conformidade com os regulamentos legais e / ou acordos de negociação coletiva. 0
11.3 Os intervalos / dias de descanso, conforme mostrado nos registros, indicam conformidade
com os regulamentos nacionais e / ou acordos de negociação. 0

11.4 Se não for regulamentado de maneira mais estrita pela legislação aplicável, o horário de
trabalho semanal regular não exceder 48 horas. Durante a alta temporada (colheita), o tempo
0
de trabalho semanal não excede 60 horas.

11.5 Os registros indicam que os intervalos / dias de descanso também são garantidos durante a
alta temporada. 0

Control Point Total (depending on the result of the sub-controlpoints): #N/A -

Control Point Compliance Level: -

OVERALL ASSESSMENT RESULT

Overall Assessment Total: #DIV/0! #DIV/0!

No. of control points with 'Not compliant' or 'Not compliant, but some steps taken' (needs to be
0
0 in order to gain top and second compliance level):

Overall Assessment Compliance Level: #DIV/0!