GLOBALG.A.P. Risk Assessment on Social Practice (GRASP)PRINCIPLES AND CRITERIAENGLISH VERSION 2.0_SEP22
VALID FROM: 1 OCTOBER 2022
OBLIGATORY FROM: 1 JANUARY 2024

TABLE OF CONTENTS
GENERAL ........................................................................................................................................................................................................................ 3
1

RIGHT OF ASSOCIATION AND REPRESENTATION ............................................................................................................................................ 5

2

GRASP WORKER REPRESENTATION .................................................................................................................................................................. 7

3

COMPLAINT PROCESS ........................................................................................................................................................................................ 12

4

PRODUCER’S HUMAN RIGHTS POLICIES .......................................................................................................................................................... 19

5

ACCESS TO LABOR REGULATION INFORMATION........................................................................................................................................... 24

6

TERMS OF EMPLOYMENT DOCUMENTS AND FORCED LABOR INDICATORS ............................................................................................. 25

7

PAYMENTS ............................................................................................................................................................................................................ 34

8

WAGES ................................................................................................................................................................................................................... 35

9

WORKING AGE, CHILD LABOR, AND YOUNG WORKERS ............................................................................................................................... 38

10 COMPULSORY SCHOOL AGE AND SCHOOL ACCESS .................................................................................................................................... 45
11 TIME RECORDING SYSTEMS ............................................................................................................................................................................... 48

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12 WORKING HOURS ................................................................................................................................................................................................. 51
13 DISCIPLINARY PROCEDURES ............................................................................................................................................................................. 58
14 GRASP QMS .......................................................................................................................................................................................................... 59

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NºPrinciple

Criteria

G

GENERALG1

The producer informs the workers of the GRASP
assessment and its scope at least two working days
before the date of assessment.

The term “inform” shall require the producer to include
Minor Must
reference to the key areas of the standards.
The term “GRASP scope” shall require the producer toprovide workers with/remind workers of where to access the
producer’s human rights policy and/or NIG. These
requirements shall also cover any subcontracted labor. For
family farms without hired workers, “workers” shall refer tocore family members working on the farm.
Exception: For unannounced assessments, this P&C shall beconsidered compliant.
Evidence: The assessor shall check documental evidence
and, where interviews are possible, cross-check such
documental evidence with workers testimony of the workers
and worker representation.

G2

The producer provides a register of any/all workers hired
and those present on the date of the assessment.

The register is only a reference to be used by the assessor
Minor Must
and not to be kept. Once the assessment is completed, theassessor shall return the register to the producer without
keeping copies.
The register shall include all workers of the current(calendar/seasonal) year or at least those hired since the lastassessment. Use of subcontracted labor, prison labor, and/or
family labor shall be clearly indicated. For family farms
without hired workers, “workers” shall refer to core family
members working on the farm.
Evidence: The register shall contain information (excepting
information not legally allowed to be included) on the type ofCode ref.: GRASP v2.0_Sep22; English version
GRASP – Principles and criteria
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Level

Nº

Principle

Criteria

Level

contract, migratory status, date of birth, date of hire, and dateof dismissal, as applicable. The producer shall provide
verification of all workers present on the date of theassessment.

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G3

The producer/producer group completes a minimum of
one self-assessment/internal GRASP assessment
annually.

There shall be documented evidence available that a selfMajor Mustassessment/an internal GRASP assessment has been
completed under the responsibility of the producer/producergroup (this may be carried out by a person other than the
producer). The self-assessment/internal GRASP assessment
shall have been completed before the CB external
assessment and during the time with the highest presence ofworkers at the farm and when agricultural activities aretaking place. For family farms without hired workers,“workers” shall refer to core family members working on thefarm.
Evidence: Self-assessments/internal GRASP assessment
shall include all applicable P&Cs, even if the relevant tasks
are carried out by a subcontracted company/labor. The selfassessment/internal GRASP assessment checklist shallcontain comments on the evidence observed for all nonapplicable and non-compliant P&Cs.

G4

Effective corrective actions are taken to address all noncompliant Major Musts and at least a percentage of Minor
Musts detected during the self-assessment/internal
GRASP assessment.

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Before or at the beginning of the assessment, any corrective
actions shall be documented.
The assessor shall include comments in the assessment
report wherever deviations are found between the current
assessment and the self-assessment/internal GRASP
assessment.

Minor Must

NºPrinciple

Criteria

Level220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: Any changes necessary as part of the corrective
actions shall have been implemented.
Compliance is achieved when zero non-conformances aredetected during the self-assessment/internal GRASP
assessment or if all non-conformances detected during theself-assessment/internal GRASP assessment have been
resolved before the CB assessment.
1

RIGHT OF ASSOCIATION AND REPRESENTATION

1.1

The producer respects the right of workers to join and/orThis requirement shall include subcontracted labor while atform trade unions or other worker organizations of their
the farm.
choice (as well as the right to refrain from joining/forming The assessor shall be informed about the type of worker
such organizations) in accordance with applicable national organizations recognized in the country and the applicablelegal requirements.
legal requirements.

Major Must

Evidence: The assessor shall check this information inworker interviews, if applicable. If no interviews are possible,
the assessor shall cross-check this information throughdocument review and interviews with the worker
representation. Information on members of local tradeunions, records of visits of trade union representatives,
and/or contacts of trade union representatives, etc., shall beavailable at the production site with the worker
representation.
1.2

If the right to freedom of association and collective
This requirement shall include subcontracted labor while atbargaining is absent, restricted, or denied under local law, the farm.
the producer allows alternative forms of independent
worker representation and negotiation that is free of
employer control.

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Minor Must

NºPrinciple

Criteria

Level

Evidence: The assessor shall know about the type of worker
organizations allowed and recognized in the country andcheck alternatives provided by the producer.
1.3

The producer does not discriminate or otherwise penalize
worker representation, members of trade unions, or otherworker organizations because of their membership in oraffiliation with legally registered worker organizations.

This requirement shall include subcontracted labor while atthe farm.
The assessor shall know about the worker organizations
available locally.

Major Must

Evidence: The assessor shall check compliance with thisP&C in interviews with the workers, where possible. If nointerviews are possible, the assessor shall check compliancethrough document review (e.g., records of visits of tradeunion representatives, contacts of trade union
representatives displayed at the production site). The
assessor may contact organizations directly for information.

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1.4

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 inaccordance with applicable national legal requirements.

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This requirement shall include subcontracted labor while at
Major Must
the farm.
Evidence: The assessor shall check compliance with thisP&C in interviews with the workers, where possible. If nointerviews are possible, the assessor shall check compliancethrough document review (e.g., records of visits of tradeunion representatives, contacts of trade union
representatives displayed at the production site). The
assessor may contact organizations directly for information.

Principle

2

GRASP WORKER REPRESENTATION

2.1

Current workers have decided on appropriate
representation to help assess, communicate, and monitor
their interests before the producer.

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Criteria

Level

Possible types of decision:
Major Must
1. Using the same form of representation as in the previous
production cycle
2. Using the representative(s) of a trade union organization
representing workers, works councils, or collective
organizations (if legally possible)
3. Using a newly chosen form of representation
4. Deciding not to have collective representation
The representation can be:- A person or group of persons- A representative of a collective labor organization legally
active at the farm: a trade union representative, a delegate,
work councils, or any other form operating legally- Any other form that provides opportunity to the workers toraise their voice (e.g., a documented, regularly repeatedmeeting organized and led by the workers to discuss issues)- A management GRASP liaison:a. If a producer only operates with subcontracted labor orb. If workers decide against all of the options above andindividually self-represent before management, orc. If workers of producers with five or fewer workers
during a production year decide not to have a collective
representation, a written declaration shall be provided by
the workers, and the producer (or supervisory staff) shalltake the role of the GRASP liaison
The representation is appropriate if- The decision has taken place in the ongoing year or
production period andNºPrinciple

Criteria- It consists of workers currently hired and present at thefarm

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Evidence: The assessor shall check compliance with thisP&C through document review and in interviews with theworkers who participated in the decision process, where
possible. If no interviews are possible, the assessor shallcheck compliance through document review.
For collective organizations and work councils, the official
appointment shall still be registered, current, and valid, andthe official(s) shall be present or often present at the farm.
The assessor shall check official registration (with thegovernment or labor authorities) for the validity of the official
appointment and may also contact the local organizations
directly.
When workers decide on self-representation, a management
GRASP liaison shall be chosen by the producer. The
producer shall keep a written declaration indicating relevant
information regarding the worker decision to self-represent(names of participants, date, and details of decision, signedby all the workers involved in the decision). The assessor
shall check documents and dates of the declaration. The
assessor shall also verify during worker interviews that thedecision not to have collective representation was reachedwithout external influence on the workers.
For producers with five or fewer workers during the
production year, if the workers decide not to have collective
representation, the assessor shall check the declaration andcross-check with interviews, where possible, that there was
no external influence.
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Level

Nº

Principle

Criteria

Level

For producers with only subcontracted labor, a management
GRASP liaison shall be designated.
For GRASP compliance only, a management GRASP liaison
is always considered to have the duties of a worker
representation.

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2.2

After the workers reach a decision on the representation,
the composition and type of the worker representation iscommunicated by management to the current workers.

The term “communicated” shall require that information is
Major Must
always available in the predominant language(s) of theworkforce and/or pictograms (especially for workers who
cannot read), e.g., farm sign boards, handouts given directly
to workers/subcontractors (evidence of accessibility of
handouts shall be presented).
Information to be communicated shall include names andwhereabouts during working hours of the worker
representation.
Where applicable, the producer shall communicate the nameand contact of the management GRASP liaison.
If a producer operates only with subcontracted labor, amanagement GRASP liaison shall be designated.
Evidence: The assessor shall check compliance with thisP&C in interviews with the workers, where possible. If nointerviews are possible, the assessor shall check compliancethrough document review.

2.3

The producer ensures that worker representation isdecided during the time with the highest presence ofworkers at the farm.

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The term “highest presence” shall require that the decision
process take place during the most recent peak season or
harvest period. If most workers are not present at thosetimes, the decision process shall at least take place during
the time when the highest number of workers is present

Minor Must

NºPrinciple

Criteria

Levelduring activities registered under GLOBALG.A.P. Integrated
Farm Assurance (IFA).
The phrase “the producer ensures” shall cover, e.g.,
providing guidance, motivating workers, facilitating time andplace during working hours, providing information on the roleof representation, offering breaks without payment reduction,
granting paid working time to participate in the meetings.
Evidence: The assessor shall check this information throughworker interviews (interviewing those who participated),
where possible. If no interviews are possible, the assessor
shall check compliance with this P&C through document
review and interviews with the worker representation.

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2.4

The worker representation/management liaison has been
instructed on their role, duties, and rights within GRASP.

The main role, duties, and rights shall include providing
information on the complaint process to all workers, meetingwith workers, sharing information from management, andfacilitating contact with the different labor unions accessible
to the workers and contact with the local labor authorities.

Major Must

Evidence: The assessor shall cross-check records andinterviews with the worker representation and management
liaison(s).
2.5Workers, their representation, and the producer holdmonthly gatherings on issues related to GRASP during
the time with the highest presence of workers.

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The term “highest presence” of workers shall require that the Minor Must
gatherings take place during the most recent peak season or
harvest period. If most workers are not present at thosetimes, the gatherings shall take place at least once during
the time when the highest number of workers is present
during activities registered under IFA.

NºPrinciple

Criteria

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If the highest presence of workers occurs during sevenweeks or less, compliance with the requirement for monthly
meetings can be met with one meeting during the sevenweeks.
For a management GRASP liaison, workers shall meetmonthly with the management liaison.
Gatherings may take the form of meetings or quick
conversations where information is exchanged, provided
workers can speak/ask freely. As conditions allow that thegatherings can take place in a single group, smaller groups,
or one-to-one sessions.
Discussion of issues related to GRASP shall include at least:- Information on schedules, wages, changes in labor
conditions, and any other working condition of interest to theworkers- Information on the producer’s human rights policy- The importance of the complaint process and how to use it- Important local contacts (e.g., governmental labor office or
local labor authorities, local trade unions, ombudspersons,etc.)
Evidence: Documentation of the gatherings shall beavailable, and attendance shall be cross-checked withinterviews, where possible. If no gathering was possible
because there is no worker representation, compliance shalloccur only when the producer has provided awareness ofsuch a gathering. Documental evidence shall include, e.g., a
notice with detailed information posted at convenient places
where the workers can assess and read it in their native
languages, a record of workers absent from the gatherings.
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Level

Nº

Principle

3

COMPLAINT PROCESS

3.1

A confidential complaint process is available to be usedby all workers free of any retaliation or penalty.

Criteria

Level

The process shall be simple and available to all hired and/or Major Must
subcontracted labor.
The process shall be available in the predominantlanguage(s) of the workforce and/or pictograms.
The process shall also cover verbal complaints that can besorted out immediately with a personal conversation/meeting
conducted in a language understood by the worker.
Evidence: The assessor shall check the availability of theprocess with worker interviews, where possible. If nointerviews are possible, the assessor shall check compliancewith this P&C through document review and interviews withthe worker representation.

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3.2

The complaint process is implemented and appropriate to
the number and type of workers for filing complaints inperson, anonymously, or through the worker
representation.

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The term “implemented” shall require that the process beavailable in the predominant language(s) of the workforce
and/or pictograms (especially for workers who cannot read),e.g., farm sign boards, handouts given directly toworkers/subcontractors (evidence of accessibility of
handouts shall be presented).
The process shall indicate how and where to file thecomplaint information, time for resolution, who will answer,
and a clear statement that the process will be confidential
without prejudice to workers’ right to go to court and that
there is no retaliation or penalty for using the process.
Subcontracted labor shall have access to the complaint
process. Their complaints can be 1) within the scope of thecommercial contract (e.g., conditions or hours of work at the

Minor Must

NºPrinciple

Criteria

Level220929_GRASP_P&Cs_v2_0_Sep22_en

production site are not as indicated) or 2) outside of thescope of the commercial contract (e.g., direct employer does
not provide good housing accommodation).
The term “appropriate” shall require that the process provide
any worker with possibilities to file and get an answer to thecomplaint in an appropriate time and in a confidential form.
For short-term workers, the process shall provide shorter
resolution times.
Where personal conversations/meetings are an option for
immediately resolving complaints, the meeting/conversation
shall be conducted in a language understood by the worker
and shall be documented.
Evidence: The assessor shall use worker interviews, where
possible, to check availability, communication, andimplementation of the process for all workers and especiallyfor short-term workers. If no interviews are possible, theassessor shall check compliance with this P&C throughdocument review and interviews with the worker
representation.
3.3

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 rights policies.

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The term “instructed on” shall require describing to theworker representation how to use the process on behalf of
the workers.
The worker representation shall be made aware that theworker must authorize the worker representation to file acomplaint on their behalf.
The worker representation shall be made aware of theobligation to keep all the information confidential.

Minor Must

NºPrinciple

Criteria

Level220929_GRASP_P&Cs_v2_0_Sep22_en

If applicable, a document of the worker’s consent to have theworker representation act on their behalf shall be filed. When
this representation is requested by the worker to protect theanonymity of the complainant, the process shall respect therequest and continue without affecting the outcome.
Where workers decide not to have a form of representation,
workers shall be allowed to request help from other fellow
workers. In these cases, the management GRASP liaisonshall provide the information to the worker, person, ororganization (independent from the producer) selected tosupport them in filing the complaint.
Evidence: Documented evidence of the information given to
the worker representation shall be available.
The assessor shall use worker interviews (including theworker representation as applicable) to check how thecomplaint process was explained. If no interviews are
possible, the assessor shall check compliance with this P&C
through document review and interviews with the worker
representation.
3.4

Easy-to-understand instructions are provided to all
workers about the complaint process.

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The term “easy-to-understand” shall require that allcommunication be available in the predominant language(s)of the workforce. If workers cannot read, the producer shallprovide alternatives (e.g., pictograms or the possibility of ad
hoc verbal instructions).
The instructions shall be well communicated, e.g., throughdisplays on farm sign boards, handouts given directly toworkers/subcontractors (evidence of accessibility of
handouts shall be presented), contracts and worker

Major Must

NºPrinciple

Criteria

Level220929_GRASP_P&Cs_v2_0_Sep22_en

documentation (evidence that workers/subcontractors
received a copy of the document shall be presented), andelectronic delivery (with proof of receipt by theworker/subcontractor). When instructions are posted,
evidence shall show that the producer indicated clearly
where to find the instructions.
Any new worker shall be instructed in the complaint process.
At minimum, the producer shall inform workers of theprocess during the first working instructions or during the firstmeeting with workers.
Subcontracted workers shall receive these instructions andbe entitled to file complaints.
Evidence: The assessor shall check compliance with thisP&C in interviews with the workers, where possible. If nointerviews are possible, the assessor shall check compliancewith this P&C through document review. The assessor shallcheck that the language of instruction is understood by theworkers.
3.5

There are one or more well publicized places to filecomplaints, at least one of which should be independentof the supervisory staff.

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The place(s) to file complaints can be a location on the farm, Major Musta person/persons appointed to receive the complaints, or theworker representation, that workers can use, talk to, or ask tofile a complaint. Any place to file a complaint shall provide an
option to file anonymously.
If workers are usually in the field with limited access to thefarm buildings, one place to file a complaint shall be adesignated person of the crew at the field.

NºPrinciple

Criteria

220929_GRASP_P&Cs_v2_0_Sep22_en

If there is worker representation, it should be notified of any
complaint received, without breaking the confidentiality
requirements (not sharing details).
The term “well publicized” shall require that the information
about the existence and functioning of the process is publicly
available and accessible, including through channels aimed
at those who may wish to use it. Also, it must be provided in
the predominant language(s) of the workforce and/or
pictograms (especially for workers who cannot read), e.g.,farm sign boards, handouts given directly toworkers/subcontractors (evidence of accessibility of
handouts shall be presented). Workers shall be informed
about at least one grievance channel independent ofsupervisory staff. For example, this could be the contact
details of a governmental grievance mechanism, of anongovernmental organization (NGO), or of another thirdparty organization that is known to support workers in thecase of grievances.
The term “supervisory staff” shall refer to any staff member incontact with workers or with supervising duties at the
production site (e.g., foreman, manager, crew supervisor,etc.). If the producer does not have such staff, the producer
shall have knowledge of the regulations.
The term “independent of supervisory staff” shall indicate aplace or a person/persons/organization independent frommanagement (i.e., phone number of an authority, NGO, or
third-party organization), so that individuals with a complaintcannot be intimidated as if the company representative were
the only sole point of contact. Here, the worker may drop or
file and drop complaints.
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Level

Nº

Principle

Criteria

Level

If there is worker representation, the producer shall informthe representative(s) of any complaints received or dropped,
while maintaining the confidentiality of the process.
Examples: On a site, a place out of sight of management
staff at the farm eating/resting place.
As person(s), the worker representation. The producer can
additionally include a community representative ororganization as another place to file complaints.
Evidence: The assessor shall check compliance with thisP&C in interviews with the workers, where possible. If nointerviews are possible, the assessor shall check compliancethrough document review.
The producer shall endeavor to resolve a complaint while
the worker is under their employment, in a timely mannerand proportionately to the nature of the complaint made.

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3.6

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The term “resolved” shall indicate a positive or negative
Minor Mustanswer, or no resolution with explanation of why there wasno resolution. This requirement includes the complaints fromsubcontracted labor within the scope of the commercial
contract.
When complaints are anonymous, the answer shall be
included as a general notice posted on workers noticeboards or places without reference to any
worker/subcontracted worker.
For subcontracted labor complaints outside of thecommercial contract (sole responsibility of the direct
employer), the resolution shall provide the subcontracted
worker with information on the legal and official resources fordenouncing rights violations (e.g., minimum wage paid bysubcontractor and not the producer).

NºPrinciple

Criteria
The term “timely manner” shall require complaints to beresolved: For hired labor, in general at most 30 days after
filing or before the last day of employment (if this is less than
30 days after filing). For subcontracted workers, 30 days
after filing or before the last day of the contract (if this is lessthan 30 days after filing).
If a complaint cannot be resolved during the time indicated,
the reason for late resolution and evidence of resolution
notification shall be documented for assessor review.
Examples of documentation include proof that the resolution
was included with the last paycheck, mailed within 30 days,or that no resolution was possible and the worker was
notified of this.
If there is worker representation, the producer shall notify the
representative(s) about the complaints and outcomes.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check compliance with thisP&C in interviews with the workers, where possible. If nointerviews are possible, the assessor shall check compliancethrough document review and interviews with the worker
representation and producer.

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Level

Nº

Principle

Criteria

Level

3.7

A summary record of any complaint over the past 24
months is kept to show that they have been received andaddressed.

The record shall include a summary report indicating which
Minor Must
complaints were resolved, time of resolution, worker
notification of the status, and final decision.
If there are verbally filed complaints that have been resolved
right away, the report shall indicate at least the issue or topic
and the person resolving the complaint.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check compliance with thisP&C in interviews with the workers, where possible. If nointerviews are possible, the assessor shall check compliancethrough document review and interviews with the worker
representation and producer. If the complaint process has
not been used by workers, the assessor shall check whether
information on nonretaliation and absence of penalties isclear among the workers. This shall be included in the
GRASP report.
4

PRODUCER’S HUMAN RIGHTS POLICIES

4.1

The producer has and complies with a policy on the
The producer’s human rights policy shall indicate that, at
protection of human rights, acknowledging the rights inminimum:
the ILO Core Labour Conventions and against any form of
1. The producer follows all local laws and regulations.
forced labor, corruption, corporal punishment, harassment
2. The producer respects the workers’ rights included inor abuse, and discrimination and supporting good labor
the ILO Core Labour Conventions.
conditions, social practices, and human rights for all
3. The producer commits to respecting human rights asworkers.
indicated in the UN Guiding Principles on Business andHuman Rights.
4. The producer avoids and does not engage in, support,
or tolerate discrimination in employment practices.
5. The producer does not support or tolerate the use of or

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Major Must

NºPrinciple

Criteria

220929_GRASP_P&Cs_v2_0_Sep22_en

threats of corporal punishment, mental or physicalcoercion, bullying, harassment, or abuse of any kind.
6. The producer checks that no worker is held in debt
bondage or forced to work for an employer, labor
recruiter, or other entity to pay off debt.
7. The producer prohibits any involvement in any act of
corruption, extortion, embezzlement, as well as in any
form of bribery, whether directly or indirectly.
For family farms without hired workers, “workers” shall refer
to core family members working on the farm.
- The policy’s acknowledgement of the rights included in the
ILO Core Labour Conventions shall explicitly include thefollowing conventions and their accompanying
recommendations (even if they have not been ratified by thegovernment): 29 and 105 and Recommendation 35 (Forced
and Bonded Labor), 87 (Freedom of Association), 98 (Rightto Organize and Collective Bargaining), 100 and 111 andRecommendations 90 and 111 (Equal Remuneration forMale and Female Workers for Work of Equal Value;
Discrimination in Employment and Occupation), 138 andRecommendation 146 (Minimum Age), 182 andRecommendation 190 (Worst Forms of Child Labor), 81(Labor Inspection), 122 (Employment Policy).
- The policy shall demonstrate an understanding that the UN
Guiding Principles on Business and Human Rights refer todignity, fairness, equality, respect, and independence.
- The policy shall entitle any worker to file complaints on any
violation of this declaration using a confidential complaint
process without fear of retaliation and have those complaints
resolved in a timely manner.
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Level

Nº

Principle

Criteria

Level- After communicating this policy, the producer shall expect
full compliance with the same commitments from any
agriculture labor subcontractor while being a business
partner.
- The producer shall accept that if a GRASP assessment
verification shows any violation of this policy, this shall beconsidered a non-compliance with this P&C.
Evidence: The assessor shall verify the existence of thepolicy and shall check whether any non-compliance duringassessment violates any of the above objectives. The
assessor shall then comment and score those criteria as
non-compliance in this P&C as well.
For producer groups, the policy can be developed at grouplevel, but compliance shall be checked at producer groupmember level.

220929_GRASP_P&Cs_v2_0_Sep22_en

4.2

All workers are communicated the contents of the
producer’s human rights policy.

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The term “communicated” shall require that information isalways available in the predominant language(s) of theworkforce and/or pictograms (especially for workers who
cannot read), e.g., on farm sign boards, handouts given
directly to workers/subcontractors (evidence of accessibilityof handouts shall be presented).
If contents are displayed, they shall be in a common area
available to all workers (e.g., resting, eating, or changing
areas, etc.), and have an indication where to file complaints.
Evidence: The assessor shall use worker interviews, whereapplicable, to check how the human rights policy wascommunicated. If no interviews are possible, the assessor

Major Must

NºPrinciple

Criteria

Level

shall check compliance with this P&C through document
review and interviews with the worker representation.
For subcontractors present at the production site (orsubcontracted workers, if the subcontractor is not present),
the producer shall provide a copy of the producer’s humanrights policy and explain the possibility of denouncing
violations by the business partner through the complaint
process.
The assessor shall request and check subcontracted labor
information on this P&C.
All supervisory staff is informed about the contents of the
producer’s Human Rights policy.

220929_GRASP_P&Cs_v2_0_Sep22_en

4.3

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The term “informed” shall require that, e.g., all management Minor Must
staff are provided with a copy of the producer’s human rights
policy, or an explanation of the producer’s human rights
policy is included in the induction process of any new
management staff member.
The term “contents” shall involve, e.g., an explanation of thedifferent rights included and an explanation of the complaint
process to denounce any violation to those rights.
The term “supervisory staff” shall refer to any staff member incontact with workers or with supervising duties at the
production site (i.e., foreman, manager, crew supervisor,etc.). If the producer does not have such staff, the producer
shall have knowledge of the GRASP criteria on this topic.
If a producer operates only with subcontracted labor, amanagement GRASP liaison shall be informed.
Evidence: Information shall be documented, and crosschecked evidence shall be required (e.g., signatureacknowledging receipt of copy, management staff testimony,etc.).

Principle

Criteria

4.4

The producer communicates the producer’s human rights
policy to any labor subcontractor. Other subcontractors
and visitors are communicated when visiting the farm.

This communication shall occur before contracting with the
Major Mustbusiness partner and shall be documented.
For Option 2, communication can be managed andcommunicated at quality management system (QMS) levelbut shall be documented at producer group member andsubcontractor level.
There shall be documental evidence that the policy wascommunicated and that it was acknowledged. The assessor
shall inspect this documental evidence (e.g., a signed
document acknowledging policies, communication incontracts, etc.).
For subcontractors present at the production site (orsubcontracted workers, if the subcontractor is not present),
the producer shall provide a copy of its human rights policy
explaining the possibility of filing complaints through the farmcomplaint process.
For visitors and other subcontractors visiting the producer´ssite, the producer shall communicate its zero-tolerance policy
with regards to non-compliances with its human rights policy
and local laws while on the farm. Monitoring this is a duty ofthe producer.

220929_GRASP_P&Cs_v2_0_Sep22_en

NºEvidence: The assessor shall use document review and aninterview with the producer to check how the human rights
policy was communicated. The assessor shall check thecommunication means to visitors and other subcontractors.
The assessor evaluates monitoring system for visitors andother subcontractors.

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Level

Nº

Principle

Criteria

4.5

The human rights policy is reviewed every three years, or For review every three years, the assessor shall check ifwhen there is a change to labor legislation, or a change in changes to the labor legislation regulating the policies in the
GRASP, whichever occurs soonest.
producer’s human rights policy have occurred.
For revision after a GRASP NIG update, the assessor shallcheck for changes in the NIG that affect the producer’s
human rights policies.
For Option 2 producer groups, the contents shall be
reviewed at QMS level every three years, or earlier ifnecessary.

Level
Minor Must

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check the date of the review
and any changes included. These changes shall be reflectedin the documents and the displayed information.
5

ACCESS TO LABOR REGULATION INFORMATION

5.1

The workers and the worker representation are provided
with easy-to-understand and up-to-date information onminimum wage, working hours, breaks, maternity and sickleave, harassment and discrimination, freedom of
association, holidays, labor unions, and local laborauthorities contacts.

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The information shall also be available to all subcontracted
Major Must
labor.
The term “easy-to-understand” shall require that accessibility
and instruction to access is provided if needed. E.g., if
access is provided electronically, a device such as acomputer shall be always connected and available, andworkers shall have received instructions on how to operate
the device. If written information such as NIGs or pictogram
information is displayed, the information shall be available in
the predominant language(s) of the workforce.
The term “up-to-date” shall require that information is fromthe latest valid and applicable regulation on the topics of thecriteria.

NºPrinciple

Criteria

Level

Evidence: The assessor shall use worker interviews, where
possible, to check how the information was provided. If nointerviews are possible, the assessor shall check compliancewith this P&C through document review and interviews withthe worker representation. The assessor shall be provided
with the relevant documents or pictograms and check thatthey are always accessible to workers and subcontracted
labor (e.g., information is displayed in common resting areasof workers).
5.2

Taking into consideration any differences between
national and local legislation and GRASP, the producer
always applies the higher level of protection to workers.

The term “higher level of protection” shall refer to theregulation which provides better protection or benefits to theworker.

Major Must

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall be presented with theevidence of GRASP application or the evidence of law
infringement. In both cases, a report shall be included to becommunicated to GLOBALG.A.P. directly.
6

TERMS OF EMPLOYMENT DOCUMENTS AND FORCED LABOR INDICATORS

6.1

All workers are legally eligible to work at the production
site and on the activities assigned.

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For each worker, the producer shall have information on their Major Must
legal eligibility to work and a verification process or method
to assess this eligibility including, e.g., working permits(when required for nonnationals), legal minimum age of
employment (for young workers), parental consent forworkers at legal minimum age of employment (when requiredby law), residency permits, working cards, or otherdocuments with relevant information.
For family farms without hired workers, “workers” shall refer
to core family members working on the farm.

NºPrinciple

Criteria

Level

Any ID, permit, or document to verify this condition shallalways be returned to the worker immediately.
For subcontracted agricultural labor, the producer shall haverequested a list of workers indicating that each worker’s
eligibility was checked by the direct employer (e.g., bypermit, by passport, by ID, etc.).
Evidence: The assessor shall check the validity of theevidence used and cross-check with the worker in theinterview where possible. If no interviews are possible, theassessor shall check the relevant documents. If theverification process is not documented, a detailed verbal
explanation by the producer shall be required, together withsome documental evidence.
The assessor shall request and check subcontracted labor
information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

6.2

All workers have entered work voluntarily and freely:- Without being pressured, forced, or intimidated- Without being required to pay (directly or indirectly) a feeor related cost for being recruited, or making monetarydeposits, financial guarantees, or deposits of personal
possessions to be employed- Understanding and freely agreeing to the employment
terms and conditions document

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Details of the hiring procedure (documental or verbal) at the Major Must
production site shall be provided indicating when theacceptance of work happens and by whom.
If prison labor is used, there shall be evidence that all labor
was performed voluntarily, i.e., each worker shall receive andsign a standardized consent form from the producer
indicating that they agree to work. The form shall indicate thewages and conditions of work. The producer shall offer
working conditions similar to working outside the prison.
If family members of the worker have been hired, theassessor shall check that the family members (worker’s
spouse, children, or any other family members) have been
separately and voluntarily contracted.

NºPrinciple

Criteria
The term “debt bondage” shall refer to a debt which cannever be paid due to the conditions, terms, andcircumstances of the debt.
In the case of subcontracted labor, where legislation allows
subcontractors to charge fees, these may not lead tosituations of forced or compulsory labor (i.e., debt bondage
or forced labor), and the producer shall request documental
information directly from the direct employer and theirsubcontracted labor about this P&C. If non-compliance isfound, the producer shall document each instance and thecorrective actions taken.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check any contracting
agreement about recruitment fees or provision in exchangeof money or wages for food, shelter, or other services about
wages, requesting a statement of any outstanding debts andrecord of payments by the workers. This information shall becross-checked with interviews where possible. Signaturesand identity of workers shall be cross-checked according to
GRASP document sampling rules and with interviews where
possible.
Aspects to consider when cross-checking with interviews:
unfulfilled promises on working conditions, contract
substitution, promising more than what was delivered,contract in a language the worker does not understand or
speak, contract or its content never shown to worker.
The assessor shall request and check subcontracted labor
information on this P&C.

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Level

Nº

Principle

Criteria

Level

6.3

All contracted employment agencies and labor
subcontractors are legally authorized to operate and/or
registered with labor authorities when such registration
exists.

The term “contracted” shall include all organizations used by
the producer during the year before (or since the last)assessment.
The term “registration” includes basic legal permits andofficial business registration from government authorities tooperate as a legal entity, individual subcontractor, orbusiness. The producer shall have in place a verification
process or method for checking the registration of
employment agencies and subcontractors used (e.g.,checking the license, business registration, permits, andregistration documents where available, etc.).
The producer shall keep copies of the verification resources(e.g., documents, copies, certification, etc.).

Major Must

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check the validity of theverification resources used and cross-check with the contract
signed with the employment agencies and/or subcontractors
and producer interview.
6.4

For each worker, a document with the employment terms
and conditions is available and has existed from themoment the employment relationship started.

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The term “document with the employment terms andconditions” shall indicate a record in writing, such as acontract, letter of employment, short agreements, or any
other type of record that provides details of the employment
term agreements. The evidence may consist of several
documents with the information.
For compliance, it is required that:- Documents shall be understood by workers (i.e., available
in the predominant language(s) of the workforce, or with
proof showing that workers understood the document).

Major Must

NºPrinciple

Criteria

220929_GRASP_P&Cs_v2_0_Sep22_en- The worker shall have a copy and/or these documents shallbe accessible.
- Documents shall include a date of acceptance of theagreement and the employment starting date.
- If written, the agreement shall be signed and dated by theworker.
For subcontracted labor, there shall be a document from theproducer for subcontractors and/or employment agency
workers instructing the subcontracted laborer about thescope and conditions of the work, detailing the (applicable)
information. This document shall be available in the
predominant language(s) of the subcontracted workforce
and/or pictograms.
The direct employer (subcontractor) shall provide theproducer with a summary (document) of the terms of
employment used. Information considered confidential shallbe described in general terms (e.g., wages or bonuses shallbe described as hourly rates or at least indicating theminimum wage payment).
There shall be a terms and conditions document if prison
labor is used.
There shall be separate terms and conditions documents
when family members or workers are also hired.
Evidence: The assessor shall check the validity of therecords used and cross-check with the worker in theinterview, where possible. If no interviews are possible, theassessor shall check compliance with this P&C throughdocument review.

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Level

Nº

Principle

Criteria

Level

The assessor shall request and check subcontracted labor
information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

6.5

Information on the worker’s full name, nationality, anddate of birth is verified by the employer before hiring andhas been correctly included in the worker’s terms andconditions documents.

There shall be a verification process or method for the
Major Must
information included in the workers’ terms and conditions
documents (e.g., check of worker ID, working permit, working
registration card, trade union membership card, etc., with acopy kept on file) to verify the information for all workers,
including very short-term workers.
For subcontracted labor, the information shall be included in
the register (list of those working at the production site)
provided to the assessor.
Evidence: During worker interviews, the assessor shallcross-check the contents of the documents directly with theworker’s testimony and the verification process of the
producer. The information included in the document shall becomplete and correct. If no interviews are possible, theassessor shall check compliance through document review.
If the verification process is not documented, a detailed
verbal explanation by the producer of the verification
together with documental evidence shall be presented.
The assessor shall request and check subcontracted labor
information on this P&C.

6.6

The employment terms and conditions documents include
up-to-date information on the period of employment,
contract type, a basic job description, wages, payments,
working hours, breaks, holidays, and information onmaternity or sick leave applicable by law.

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The term “up to date” shall require a record of employmentchanges (changes in hours, type of activity, wages, location,
housing, transport, basic information on holidays andmaternity leave rights or sick leave, etc.) that will apply.

Minor Must

NºPrinciple

Criteria

220929_GRASP_P&Cs_v2_0_Sep22_en

If the worker lives in on-site housing arrangements, thedocument shall clearly indicate the weekly days off and/or
weekly work shifts.
The term “contract type” shall refer to the distinction between
permanent, seasonal, period or day laborer, or
subcontracted employment.
The term “wages” shall require including a clear calculationof wages (i.e., inclusive of new forms of shift work, averageof hours worked, flex-time arrangements, compressed work
weeks, on-call work, along with extended or even 24/7
availability), and final rate to be paid shall also be included in
the employment terms and conditions.
For subcontracted labor, the direct subcontractor employer
shall provide a summary (document) of the terms of
employment. Information considered confidential shall be
described in general terms (i.e., wages or bonuses shall be
described as hourly rates or at least indicating payment of
the minimum wage).
Evidence: During worker interviews, the assessor shallcross-check the contents of the documents directly with theworker’s testimony and the verification process of the
producer. The information included in the document shall becomplete and correct. If no interviews are possible, theassessor shall check compliance through document review.
The assessor shall report details on minimum wage, working
hours, and maximum weekly working hours.
The assessor shall request and check subcontracted labor
information on this P&C.

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Level

Nº

Principle

Criteria

Level

6.7

The employment terms and conditions in the documentcomply with national legislation and collective bargaining
agreements.

For subcontractors, the direct employer terms and conditions Major Must
shall comply with the national laws independent of the placeof hiring or nationality of the workers, and the producer shallbe provided with a summary of those terms to be checked.
Evidence: The assessor shall check compliance of thedetails in the document with the local laws in the national
interpretation guideline and of the document sample withinformation from national regulations. Information shall becross-checked with interviews where possible. If nointerviews are possible, the assessor shall check compliancethrough document review.
The assessor shall request and check subcontracted labor
information on this P&C.

Changes to the employment terms document have beenrecorded, communicated, and accepted by the worker.

220929_GRASP_P&Cs_v2_0_Sep22_en

6.8

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The term “changes” shall cover any modification to the
Major Must
original terms including period of employment, contract type(i.e., permanent, period or day laborer, etc.), wages, working
hours, breaks, and the basic job description.
The term “communicated” shall require documental evidenceof agreement to all changes, e.g., document change issigned and dated by the worker, annex with a summary ofchanges with dates and with the worker’s signature and date.
The term “recorded” shall require all changes to be includedin the employment terms document or other documents
accessible to the worker.
For subcontractors, the direct employer shall communicate
any changes during the term of the commercial contract tothe producer. If there is no communication of changes or if
there is incomplete communication, these are consideredNºPrinciple

Criteria

Level

non-compliances. If non-compliance is found by the
producer, the producer shall document each instanceincluding corrective steps taken.
If there is evidence of no changes from workers or
subcontracted labor, compliance with this P&C has beenachieved.
Evidence: The assessor shall use interviews, where
possible, to check if the changes are communicated to theworkers and how are they communicated. If no interviews
are possible, the assessor shall check compliance throughdocument review.
The assessor shall request and check subcontracted labor
information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

6.9

The employment terms and conditions document together
with other relevant documents of the workers hired during
the previous and current production cycles are accessible
to workers.

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Compliance with this P&C shall require:
Minor Must
- Availability of the copies at assessment- Access of the current workers to the information at any time
during the work schedule
For subcontracted labor, the register of workers and the
direct employer’s document declaring compliance with the
producer’s human rights policy shall be available at the
production site.
Evidence: The assessor shall check the accessibility of
information by workers and cross-check with the workers in
the interview, where possible. If no interviews are possible,
the assessor shall check documents or evidence from theproducer.
The assessor shall request and check subcontracted labor
information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

NºPrinciple

7

PAYMENTS

7.1

Payments to workers are made in accordance with theworker terms and conditions documents.

7.2

The workers are notified about when payments are made. The term “notified” shall include the producer making general Minor Mustannouncements that payments will be made, and there shallbe information in the common rest areas of workers, email,telephone messages, etc., in the predominant language(s) of
the workforce and/or pictograms.
Evidence: The assessor shall use documents, displays, and,
where possible, cross-check with interviews to check
whether notification has taken place.
The assessor shall request and check subcontracted labor
information on this P&C.

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Criteria

Level

Records of payments correspond with the terms of
employment on:- Dates/Intervals of payments- Type of payment notification used (e.g., text message,
email, announcement, etc.)- Amount of payments- Method of payments (e.g., bank transfer, cash, etc.)
For agencies or subcontracted labor, the worker’scommercial contract shall indicate summary information of
subcontracted labor payment details.
Evidence: The assessor shall use worker interviews, where
possible, to cross-check documents of payment andcompliance with the agreed worker’s terms and conditions
documents.
The assessor shall request and check subcontracted labor
information on this P&C.

Major Must

Principle

7.3

The record of payment information is accessible to current The term “accessible” shall require that the worker can look Minor Must
workers and kept on file for at least 24 months.
at the personal payment information at the production site, orthat it is provided by the producer when requested.
Evidence: The assessor shall check that workers haveaccess to the payment information and that records are kept
on file for at least 24 months.

8

WAGES

8.1

Pay slips or registers show the amount of working time(including overtime) or harvest amount and the wages
and/or overtime paid.

220929_GRASP_P&Cs_v2_0_Sep22_en

NºCriteria

Compliance with this P&C shall require all of the following
Minor Must
proven by evidence:
1. Amount paid for regular time and overtime
2. Regular working time/harvest amount/any other figure
used for payment calculation
3. Summary of overtime hours on top of regular working time
Written pay slips shall be maintained for all current workers
and available upon request for the pay period concerned
each time that workers are paid.
For agency or subcontracted workers, the direct employer
shall provide the producer with a copy of a sample pay slip tobe kept for assessment purposes.
Evidence: The assessor shall check the existence of therecords. Where possible, the assessor shall cross-check thecontents of the sample in interviews.
The assessor shall request and check subcontracted labor
information on this P&C.

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Level

Nº

Principle

Criteria

Level

8.2

Wages, payments, number of hours, government social
security/pension contributions, and payroll taxes in thepay slip comply with the employment terms andconditions, with national labor regulations, and/or withcollective bargaining agreements.

The assessor shall check the following information in the
Major Must
sample pay slips:
1. Social security payments/Pension contributions
2. Payroll taxes
3. Wages/Payments (at least minimum wage)
Compliance with this P&C shall require all items to be correct(verification in pay slips and agreement with terms
documents and labor regulations) following the document
sampling rules.
Evidence: The assessor shall check compliance with thisP&C through document review and cross-check withinterviews where possible.

All workers earn at least the national minimum wage
and/or the collective bargain agreement wage within
regular working hours.

220929_GRASP_P&Cs_v2_0_Sep22_en

8.3

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When worker wages are calculated per piece, quota, or unit,
this system shall record that minimum wage and/or thecollective bargaining agreement wage is obtained within
regular working hours.
All workers, regardless of their gender, citizenship, or
migrant status, shall receive the same remuneration forequal jobs and qualification even when remuneration isabove minimum wage.
The assessor shall check the number of regular hours (notincluding overtime) and minimum wage.
For agency or subcontracted workers, the assessor shallverify information on terms of employment with workers,
where possible. If non-compliance is found, the producer
shall document each instance, including corrective steps
taken.

Major Must

NºPrinciple

Criteria

Level

Evidence: The assessor shall check compliance with thisP&C through document review and cross-check withinterviews where possible. If no interviews are possible,
effective bank records, payroll records, tax records, or
documents with the information shall be provided to theassessor to determine compliance.
The assessor shall include detailed reference to theminimum wage, wages by collective bargaining agreement,
and regulations on working hours in the comments of thereport compared with the evidence found.
The assessor shall check and report that workers withdifferent gender, citizenship, or migrant status received thesame remuneration for equal jobs or qualifications evenwhen remuneration is above the minimum wage.
The assessor shall request and check subcontracted labor
information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

8.4

Any deductions from salaries are included in the pay slip
and are legally justified in writing, clearly explained, andaccepted by the worker in files.

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Pay slips shall include deduction information. There shall be Major Must
records explaining the deductions.
In the case of prior loans and advances, deductions fromwages made for their repayment shall not exceed the limitsprescribed by national law. Workers shall be duly informed of
the terms and conditions for granting and repayment ofadvances and loans.
In the case of recruitment fees, no fees or costs incurred in
the recruitment process for workers to secure employment orplacement shall be allowed, regardless of the manner,timing, or location in which such fees are imposed orcollected, including up-front payments workers have had tomake to their recruitment agency or their employer.

NºPrinciple

Criteria

Level220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check compliance with thisP&C through document review, cross-checked withinterviews where possible. If basic needs like shelter, food,and/or water are paid for by the worker to the producer, theassessor shall request a statement of any standing debt andpayments to monitor potential debt bondage. The assessor
shall verify that, if deducted from worker income or paid
directly by the worker to the employer, costs for basic needs(food, shelter, water, transportation to the workplace) are notexcessive, i.e., that they are in line with the usual market
prices for said items.
If deductions are reported, the assessor shall verify with the
producer the deductions and reasoning. The assessor shallcross-check the producer’s statements in the worker
interview where possible.
9

WORKING AGE, CHILD LABOR, AND YOUNG WORKERS

9.1

The producer verifies that no worker below the legal
minimum age of employment or the age of completion ofcompulsory education (whichever provides the highest
protection) is working at the production sites.
The minimum age of employment shall not be less than
15 years and 13 for light work. For countries exempt fromILO Convention 138, the minimum age of employment
shall not be less than 14 and 12 for light work.

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The term “verifies” requires that the producer shall have a
verification process or method for checking this information
about the workers, including employment
agency/subcontracted workers (e.g., checking worker ID,
working permit, working registration card, trade union
membership card, etc.) and filing a copy. A verbal
explanation of the verification process or method shall be
sufficient together with documental evidence.
For family farms without hired workers, “workers” shall refer
to core family members working on the farm.

Major Must

NºPrinciple

Criteria

220929_GRASP_P&Cs_v2_0_Sep22_en

The “production site” shall include any site within the scopeof the GRASP assessment and IFA or equivalent standard
audit.
For service providers or short-term visitors providing
production-related activities as defined by IFA, the producer
shall verify company ID, personal ID, working permit, working
registration card, picture ID when available, etc.
The producer shall apply the verification procedure to any
person providing work, services, or any activity related to
production at the production site or subcontracted sites. The
absence of a terms of employment document does not
eliminate the obligation to comply with this P&C. In thesecases, the producer shall ensure that no persons below thelegal minimum age of employment are involved in any
working activity unless those allowed to family members infamily core business farms.
“Light work”: age-appropriate tasks that are of lower risk anddo not interfere with a child’s schooling and leisure time anddo not adversely impact health, safety, and development of
the minor.
If the age of completion of compulsory education is higher
than the legal minimum age of employment, the assessor
shall check that the work tasks do not interfere withschooling (e.g., minors are enrolled in and attend school,
work schedules allow getting to school, teachers areavailable at the farm, etc.).
Any official school/university, government, industry, or tradeunion program that supervises development ofapprenticeships (e.g., traineeship, internship, workplacelearning, etc.) shall be documented. Documentation shall
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Level220929_GRASP_P&Cs_v2_0_Sep22_en

NºPrinciple

Criteria

Level

include at least the participants’ names, ages, conditions,hours, and parental consents.
Evidence: The assessor shall check the validity of the
documental evidence (producer shall provide documents,
procedures, and official regulations during assessment) andcross-check with the relevant worker in the interview where
possible.
If no interviews are possible, the assessor shall use
document review to check compliance with this P&C. If theverification process is not documented, a detailed verbal
explanation by the producer shall be required, together withsome documental evidence.
The assessor shall check applicable national interpretation
guidelines for the age of compulsory schooling completionand the legal minimum age of employment in the country orfind information before the assessment, including defined
exceptions in the local laws different from the final minimum
age established in the criteria and ILO Conventions.
The assessor shall comment findings in the report, indicating
data used as the legal minimum age of employment and ageof workers, to confirm these criteria.
The assessor shall request and check subcontracted labor
information on this P&C.
9.2

The producer checks that no worker under the age of 18
is engaged in night work or tasks that are hazardous innature in any production site.

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The term “checks” requires that the producer shall identify all Major Must
workers below the age of 18 and verify that their tasks are
not performed at night and are not of a hazardous nature.
For family farms without hired workers, “workers” shall refer
to core family members working on the farm.
“Light work”: age-appropriate tasks that are of lower risk andNºPrinciple

Criteria
do not interfere with a child’s schooling and leisure time anddo not adversely impact health, safety, and development of
the minor.
The assessor shall check the age of completion ofcompulsory education.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: Compliance shall be granted when the assessor
has verified that there is no worker below the age of 18. The
producer shall provide documents, procedures, and official
regulations for review by the assessor.
If not indicated in the NIG or by local law, hazardous
conditions are those defined as such in the ILO Convention,or any conditions that could be dangerous to the young
workers’ health and safety according to the applicable IFA
topic “workers’ well-being” or local regulations. Also
considered hazardous are any conditions that jeopardize
young workers’ development or prevent them from finishing
their compulsory school education.
Evidence shall include the record of working hours, whichshould be confirmed by the workers interview, including theconfirmation of the nonhazardous nature of the work during
the worker interview, where possible, and employment
contract review.
The assessor shall request and check subcontracted labor
information on this P&C.

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LevelPrinciple

Criteria

9.3

Children on family farms shall be employed only by theircore family under conditions that support their protection,right to education, and safety.

The term “conditions that support their protection, right toMajor Must
education, and safety” is defined as follows:
Persons below the legal minimum age of employment
working on their family’s farm, shall at least work under thefollowing conditions:
1. The minors are under direct supervision of their parents or
guardians.
2. Their work is done on their own family farms.
3. The work tasks do not interfere with schooling (i.e., minors
are enrolled in and attend school).
4. The work is not at night or hazardous in nature.
5. The work consists of age-appropriate tasks that are oflower risk.
6. The hours of work are monitored (reported) to be less thanthose of workers at or above the legal working age, including
hours spent in household chores (e.g., cleaning, cooking,childcare, collecting water and firewood).
7. Parents or guardians declare these conditions in a written
self-statement, which is kept on file by the producer and thatmust be reviewed and cross-checked on site during GRASP
assessment.
Evidence: Compliance shall be granted if the assessor hasverified that no children (minors under the legal minimum
age of employment) are employed or living at the farm. The
assessor shall check that no children worked at the farm.
Not accepted only with the indication of the producer. The
assessor shall check each of the above conditions with the
producer and provide comments in each of them whenchildren are workers.

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Level220929_GRASP_P&Cs_v2_0_Sep22_en

NºPrinciple

Criteria

Level

For Option 2 producer groups, these conditions shall bemonitored as a procedure in the GRASP QMS audit andevaluated in the internal GRASP assessment. The producer
shall show the results of each of the procedures above to theassessor.
If not defined in the NIG or by local law, hazardous
conditions are those defined as such in the ILO Convention,or any conditions that could be dangerous to the young
workers’ health and safety according to the applicable IFA
topic “workers’ well-being” or local regulations. Also
considered hazardous are any conditions that jeopardize
young workers’ development or prevent them from finishing
their compulsory school education.
The assessor shall check the record of working hours andcross-check its contents in the workers (children or
guardians) interview, where possible, including theconfirmation of the nonhazardous nature of the work during
worker interview.
The assessor shall request and check subcontracted labor
information on this P&C.
9.4

Supervisory staff has been informed of the legal
requirements on working age and of the effective
remediation plan (when workers under the age 18 arefound working in non-compliance).

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The term “supervisory staff” shall refer to any staff member in Minor Must
contact with workers or with supervising duties at the
production site (e.g., foreman, manager, crew supervisor,etc.). If the producer does not have such staff, the producer
shall have knowledge of the GRASP criteria on this topic andshall have a remediation plan.
There shall be a documented remediation plan for potential
non-compliances of all the P&Cs in this section. Compliancewithout a remediation plan shall be possible only if noNºPrinciple

Criteria

220929_GRASP_P&Cs_v2_0_Sep22_en

workers are under the age of 18. For Option 2 producergroups, compliance without a remediation plan shall bepossible only if there are no family farms among the
producer group members and/or none of the producer groupmembers have workers under the age of 18.
For family farms without hired workers, “workers” shall refer
to core family members working on the farm.
The remediation plan shall, at minimum, include written
details on how the children will be removed from theworkplace and replaced and how the organization ispreventing every individual child from entering worse formsof child labor (including hazardous work, slavery-likepractices, recruitment into armed conflict, sex work, labor
trafficking, and/or illicit activities).
In case of non-compliances with P&Cs under this section,
immediate remedy for children or young workers shall be
provided (i.e., removal from situation). For young workers, inaddition to the removal, there shall be assurance of future
remediation actions (included in the plan) securing access toadequate work and wages (if applicable). This shall beapplicable to family farms accordingly.
Evidence: The plan and follow-up actions shall be
documented by the producer and verified by the assessor.
For Option 2 producer groups, the plan can be developed at
QMS level.
The assessor shall check on producer group member levelthat each producer is aware and has knowledge of the plan(i.e., the plan is available at the production site and staff
have been instructed). Documental evidence of the type ofCode ref.: GRASP v2.0_Sep22; English version
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Level

Nº

Principle

Criteria

Level

information with evidence of participation of the supervisory
staff shall be required.
COMPULSORY SCHOOL AGE AND SCHOOL ACCESS

10.1

Any children at compulsory school age living or working
on any production sites shall have access to school
education.

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10

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The term “any children” shall include children legally working Major Must
(i.e., children on family farms, children at legal age of
employment, etc.), children of workers and of supervisory
staff (including the owner, operator, etc.).
If the age of compulsory school completion is higher than the
set legal minimum age of employment and children below
the age of compulsory school completion are hired, theproducer shall guarantee that any worker below the age ofcompletion of compulsory school shall have access to school
education.
The term “access to school education” shall require thatchildren have the possibility to enroll in and attend school(i.e., school is reachable within a reasonable distance,
school route is safe, etc.).
The producer shall instruct workers who are parents or
guardians of children living at the production site or of
employed children below the age of completion ofcompulsory school about the possibilities of access to school
education in the area. It is understood that parents/guardians
are responsible for enforcing attendance at school. This shallbe applicable to family farms accordingly.
Evidence: Compliance shall be granted when the assessor
has verified that no children at/below compulsory school age
are living or working on any production sites. In all otherNºPrinciple

Criteria

Levelcases, the assessor shall verify compliance with therequirements of the PC criteria.
The assessor shall check verbal and documental evidence
from the producer.
The assessor shall cross-check information with interviews
where possible.
10.2

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 completionof compulsory schooling.

The term “verifies and keeps records” requires that the
Minor Must
producer shall have a verification process or method (e.g.,checking worker ID, working permit, working registration
card, trade union membership card, etc., and keeping a copy
on file) to verify the information. This shall be applicable tofamily farms accordingly.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: Compliance shall be granted when the assessor
has verified that no children at/below compulsory school age
are living or working on any production site. In all othercases, the assessor shall verify compliance with thesecriteria. For family farms without hired workers, the producer
shall provide testimony in the form of documents and thisshall be cross-checked with other core family members
where possible.
The producer shall provide this information to the assessor at
the beginning of the assessment (e.g., list of workers, list
with files and documents, etc.).
The assessor shall cross-check the list by including in theinterview sample of workers at least some workers with listed
children.

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220929_GRASP_P&Cs_v2_0_Sep22_en

NºPrinciple

Criteria

Level

10.3

If access to a school is not possible, the producer
facilitates transport for children below the age ofcompletion of compulsory schooling.

The term “access to a school is not possible” shall cover
Major Mustsituations in which children have no possibility to enroll inand cannot attend school (e.g., school is not reachable bywalking an age-appropriate distance without compromising
the children’ health or safety, the school route is not safe,etc.).
The term “facilitates transport” shall require the producer torequest public transport from local authorities, provide privatetransportation, or subsidize transportation as necessary toensure that children can easily get to school. This shall beapplicable to family farms accordingly. For family farms
without hired workers, family income limitations may beconsidered by the assessor when assessing compliance withthese criteria.
Evidence: Compliance shall be granted when the assessor
verifies that no children at/below compulsory school age areliving or working on any production site. In all other cases,
the assessor shall verify compliance with these criteria. The
assessor shall check, e.g., documented inspections of thetransportation and records of trips and shall cross-check theinformation in interviews with workers with listed children,when interviews are possible.

10.4

If schools are not available for children living and/or
employed on the production sites who are below the ageof compulsory school completion, the producer facilitates
on-site schooling.

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The term “facilitates on-site schooling” shall include, e.g.,
requests to local authorities for teachers to come onto the
production site, providing possibilities for teachers to comeonto the production site, subsidizing teachers to come onto
the production site, etc. This shall be applicable to family
farms accordingly.

Major Must

NºPrinciple

Criteria

Level

Evidence: Compliance shall be granted when the assessor
has verified that no children at/below compulsory school age
are living or working on any production sites. In all othercases, the assessor shall verify compliance with thesecriteria. The assessor shall check if schools are available
before the assessment. The assessor shall then inspect thepremises and check documental evidence and verbal
explanation from producer, i.e., documented inspections of
the transportation, record of trips, interviews with workers
with listed children, where interviews are possible.
TIME RECORDING SYSTEMS

11.1

A time recording system is in place and suitable for thetype and the size of the production site.

220929_GRASP_P&Cs_v2_0_Sep22_en

11

The system shall provide management and all workers with Major Must
information on the number of hours worked. For eachworker, the system shall provide the exact in and out times
for each day for the easy verification and confirmation by theworkers. Examples of suitable systems include a time record
sheet, a check clock, electronic cards, etc.
For subcontracted labor, where the system is the
responsibility of the direct employer, a sample of the record
shall be provided. If the producer is responsible, theassessor shall check the producer system. For family farms,
the system indicates at least the name, time in and out ofwork of the family member per day.
Evidence: The assessor shall check the existence of thesystem and whether it is suitable to the farm.
The assessor shall request and check subcontracted labor
information on this P&C, where applicable.

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NºPrinciple

Criteria

Level

11.2

The system provides a record of the regular working
hours and overtime hours for each worker.

The record shall include a description of the calculation ofMajor Must
working hours (i.e., new forms of shift work, average numberof hours worked, flex-time arrangements, compressed work
weeks, on-call work, along with extended or even 24/7
availability shall be reflected in the producer’s time recording
system).
For subcontracted labor, where the system is the
responsibility of the direct employer, a sample of the record
shall be provided. If the producer is responsible, theassessor shall check the producer system.
For family farms, they shall document at least the working
times of the family members per day.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check documents and crosscheck the contents in interviews, where possible.
The assessor shall request and check subcontracted labor
information on this P&C.
11.3

The system provides a record of the effective daily
breaks, weekly breaks, and holidays for each worker.

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In countries where the legislation and/or collective bargaining Major Must
agreements allow for flexible working hours, compensation of
break hours, schedule changes due to weather, day
accumulation or compensation, and other similar forms ofwage calculation, the system shall provide a record of how
these forms of calculation are applied.
For subcontracted labor, where the system is the
responsibility of the direct employer, a sample of the record
shall be provided. If the producer is responsible, theassessor shall check the producer system.
For family farms, they shall indicate at least the time of daily
breaks and days of weekly breaks, if any.

NºPrinciple

Criteria

Level

Evidence: The assessor shall check documents and crosscheck the contents in interviews, where possible.
The assessor shall request and check subcontracted labor
information on this P&C. For family farms, verbal indication
can be taken as evidence when confirmed by othermembers.
11.4

All workers are instructed on the time recording systemand on checking the system.

The term “instructed” requires that the producer shall
Minor Must
communicate to the workers how and where to check theinformation (e.g., providing information in a meeting,communicating it when hiring combined with signs or board
announcements at payday schedule, maintaining a daily
signed record sheet, checking clock report, providing asummary with code of each worker to maintainconfidentiality, etc.). This information shall be explained to all
new workers. For very short-term workers, this information
shall be provided in the first meeting of working instructions.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check:- Availability of information to the workers- Evidence of instructions

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NºPrinciple

Criteria

Level

11.5

Each worker has access to a summary of the system
records before or at the moment of wage payment in atleast the worker’s working instruction language or in the
predominant language(s) of the workforce.

The term “access” shall require that every worker has the
Minor Must
possibility to check their record of hours before payment andthe possibility to file a complaint using that information.
The information shall be written in such a way as to be easily
understood by the workers.
Evidence: The assessor shall check copies of the summary
during the document review. Information shall be crosschecked in interviews, where possible. The assessor shallcheck type, frequency, and efficiency of the access to decideon compliance.

WORKING HOURS

12.1

Working hours (including overtime, night work, and restdays/breaks) with indication of peak/harvesting season
are shown in the records.

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12

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Records on working hours, overtime, night work instructions, Major Must
and breaks shall be available.
For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.
For family farms this shall be checked with the working
conditions for children and young workers.
Evidence: The assessor shall check records and complianceof conditions comparing records with legislation, using NIGs
as guidance but relying on legal regulations.
The assessor shall request and check subcontracted labor
information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

NºPrinciple

Criteria

12.2

All overtime hours are voluntary, if not regulated otherwise All overtime shall be documented in the records.
in the national law or collective bargain agreement.
The term “voluntary” shall require that overtime is notmandatory but an agreement between worker and employer
for an exceptional cause. Overtime shall not result in forcedlabor or potential labor abuses (e.g., no leaving premises ofthe farm, retention of documents, lack of breaks or limited
breaks, etc.).
For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.

Level
Major Must

Evidence: The assessor shall check inclusion of overtime
instructions in the working term conditions document, in theweekly schedule, or in the working instructions.
The assessor shall cross-check records of instructions andsystem with workers interviews, where possible. If interviews
are not possible, the assessor shall use documents (e.g.,
pay slips, payments records, and terms of employment).
The assessor shall request and check subcontracted labor
information on this P&C.
12.3

Overtime shall not be requested on regular basis in a
production cycle/year and as indicated by law.

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The term “not on a regular basis” shall require that overtime
is exceptional due to special circumstances needed in thefarm beyond normal planning.
In contrast, work done on a “regular basis” is not due tospecial circumstances and arises repeatedly: Once a week,
once a month, or outside of peak/harvesting season.
Harvesting/peak seasons are considered special
circumstances in a production cycle/year.

Major Must

NºPrinciple

Criteria

Level

For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.
Evidence: The assessor shall check records of overtime andcross-check their contents in workers interviews, where
possible.
The assessor shall request and check subcontracted labor
information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

12.4

Working time does not exceed 48 hours weekly (excluding If national legislation or bargaining agreements include
Major Must
overtime) unless indicated by law or collective bargaining averaging arrangements, this method can be used inagreement. The employer reports the total hours worked, calculations. The assessor shall check the calculationand if they exceed 48 hours, the appropriate safeguards
methods.
The term “indicated by law” shall cover, e.g., the possibility to
are in place to protect the workers’ health and safety.
average hours across a period or compensate hours, newIf national legislation and collective bargaining
forms of shift work, average number of hours worked, flexagreements set lower weekly working hours (excludingtime arrangements, compressed work weeks, on-call work,overtime), these lower limits shall prevail.
along with extended or even 24/7 availability. These
exceptions give flexibility to the limit of daily hours as well as
weekly hours. However, average working hours shall not
exceed 48 hours per week within a period of three months or
less.
Safeguards shall be in place to protect the workers’ healthand safety, including a strategy to balance hours with breaks
and monitoring the health and levels of productivity of theworker.
Safeguards can include, e.g., providing preventive breaks,
monitoring increases in work accidents caused by fatigue,
shift systems designed to minimize fatigue accumulation, risk

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NºPrinciple

Criteria
assessment of the nature of work considered so thatworkload does not increase risk to safety and health.
For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall compare records of the hours
for each worker with national regulations, using NIGs as
guidance but relying on legal regulations. Where interviews
are possible, the assessor shall cross-check information withworkers following the sampling rules for documents.
On safeguards, the producer may present a copy of a risk
assessment of workers’ health and safety and safety
procedures from GLOBALG.A.P. certification indicating
safety procedures are in place for working more than 48
hours. Compliance shall include application of theprocedures.
The assessor shall request and check subcontracted labor
information on this P&C.

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Level

Nº

Principle

Criteria

Level

12.5

Rest breaks/days as shown in the records indicatecompliance with national regulations and/or collective
bargaining agreements.
If not specifically regulated for agriculture by local laws orcollective 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

For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.

Major Must

220929_GRASP_P&Cs_v2_0_Sep22_en

12.6

Evidence: The assessor shall compare records of rest
breaks/days for each worker with national regulations, using
NIGs as guidance but relying on legal regulations. Where
interviews are possible, the assessor shall cross-checkinformation with workers following the sampling rules for
documents.
The assessor shall request and check subcontracted labor
information on this P&C.

Total weekly working hours (including overtime) as shown If national legislation or bargaining agreements include
Major Mustin the records indicate compliance with national legislation averaging arrangements, this method can be used inand collective bargaining agreements.
calculations. The assessor shall check that the calculation
methods are a) clearly defined and b) in line with national
If national legislation sets total weekly working hour limits legal requirements.
higher than 60 hours (including overtime) in peak season If the total number of weekly hours worked (including
and/or agricultural workers are exempt from overtime
overtime) exceeds 60 hours, the assessor shall check that
limitations, the employer reports the total weekly hours
conditions set up by law are applicable to this situation andworked and which appropriate safeguards are in place to check any industry-related collective bargaining agreement.
Safeguards shall be in place to protect the workers’ healthprotect the workers’ health and safety.
and safety, including a strategy to balance hours with breaks
and monitoring the health and levels of productivity of theworker. Safeguards can include, e.g., providing preventive
breaks, monitoring increases in work accidents caused by
fatigue, shift systems designed to minimize fatigue
accumulation, and/or risk assessment of the nature of work

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220929_GRASP_P&Cs_v2_0_Sep22_en

NºPrinciple

Criteria

Levelconsidered so that workload does not increase risk to safety
and health.
For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.
Evidence: The assessor shall compare records of total hours
per week for each worker with national regulations, using
NIGs as guidance but relying on legal regulations. Where
interviews are possible, the assessor shall cross-checkinformation with workers following the sampling rules for
documents. Comments describing the methods of calculationof hours shall be included in the report.
On safeguards, the producer may present a copy of a risk
assessment of workers’ health and safety and safety
procedures from GLOBALG.A.P. certification indicating
safety procedures are in place for working more than 48
hours. Compliance shall include application of theprocedures.
The assessor shall request and check subcontracted labor
information on this P&C.
12.7

Supervisory staff is instructed about the safeguards inplace to protect the workers’ health and safety whenworking over the regular weekly working time and/or overthe peak season weekly working time.

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The term “supervisory staff” shall refer to any staff member in Minor Must
contact with workers or with supervising duties at the
production site (i.e., foreman, manager, crew supervisor,etc.). If the producer does not have such staff, the producer
shall have knowledge of the GRASP criteria on this topic andshall have safeguards in place.
There shall be a record of the safeguards in place to protect
the workers’ health and safety.

NºPrinciple

Criteria

Level

For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.
Evidence: The assessor shall check records of instructions
and subcontracted labor compliance.
The assessor shall request and check subcontracted labor
information on this P&C.
12.8

Workers are communicated to effectively use the rest
breaks/days during peak season.

The term “communicate” shall require providing information
during the weekly schedule or in the working instructions
given during the day.
For subcontracted labor, the producer shall checkcompliance. If non-compliance is found, the producer shalldocument each instance and include corrective steps taken.

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check communication methods
and, where interviews are possible, cross-check records withworkers.
The assessor shall request and check subcontracted labor
information on this P&C.

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Minor Must

NºPrinciple

13

DISCIPLINARY PROCEDURES

13.1

A written disciplinary procedure is available.

Criteria

Level

The process shall be simple and available to all workers
hired, including subcontracted labor.
The written disciplinary procedure shall at least include andexplain these steps:
1. Hearing
2. Decision
3. Appeal or revision
4. Final decision (corrective measures)
The process shall be available in the predominantlanguage(s) of the workforce and/or pictograms.

Major Must

Evidence: The assessor shall check the existence of awritten procedure. The assessor shall request and check
subcontracted labor information on this P&C.

220929_GRASP_P&Cs_v2_0_Sep22_en

13.2

Workers are informed about the terms of the disciplinary
procedure, including that any deduction from wages as adisciplinary measure is prohibited.

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The assessor shall check that all workers are informed of the Minor Must
procedures. Special attention shall be paid to workers withvery short-term contracts.
Compliance with this P&C shall require that:
1. The procedure is explained to workers.
2. The written procedure is available to workers.
Subcontracted agricultural labor shall be instructed on theseprocedures in the scope of their work at the production site
and the requirements to perform activities at the production
site of the producer.
Information on the procedures shall be available in the
predominant language(s) of the workforce and/or pictograms(especially for workers who cannot read), e.g., farm signNºPrinciple

Criteria

Levelboards, handouts given directly to workers/subcontractors(evidence of accessibility of handouts shall be presented).

220929_GRASP_P&Cs_v2_0_Sep22_en

Evidence: The assessor shall check records of instructions(e.g., for correct contents, participants’ list) andsubcontracted information, where applicable. Documented
initial instruction may include the indication of the proceduresto seasonal workers.
13.3

Records are kept of any disciplinary actions taken during
the last 24 months.

14

GRASP QMS

14.1

The assessment of the producer group’s GRASP QMS
shows evidence of the correct implementation of GRASP
for all participating producer group members.

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Records shall include information on the name of the worker, Minor Must
disciplinary situation and resolution, and start and end dateof procedure.
Evidence: The assessor shall check records of disciplinary
actions taken.

Compliance with this P&C shall require that all the following Major Must
have been checked and reported compliant:
1. The implementation of GRASP is included in the GRASPQMS of the producer group, based on the “GLOBALG.A.P.
general regulations – Rules for producer groups and multisite
producers with QMS.”
2. There is a system in place to regularly inform and train key
staff of each producer group member on GRASP-related
P&Cs, topics, and issues (e.g., train supervisory staff on
remediation plan for child labor).
3. All steps taken in the frame of the QMS to implement
GRASP among all participating producer group members are
documented.

NºPrinciple

Criteria

220929_GRASP_P&Cs_v2_0_Sep22_en

4. There is evidence that the producer group fosters
compliance of all participating producer group members with
the GRASP requirements and assesses the progresses andproblems complying with GRASP every year.
5. A register is maintained of all producers with
GLOBALG.A.P. certified production processes implementing
GRASP. For every producer group member, it contains theinternal assessment date as well as the compliance level
reached, all non-compliances detected in internal andexternal assessments, and corrective actions following noncompliances.
6. There is a procedure to implement corrective actions
resulting from previous internal assessments for all the
producer group members.
7. There is evidence of application of the procedure to
implement corrective actions resulting from previous internal
assessments for all producer group members.
8. The internal producer group auditor is qualified according
to the GRASP general rules.
Evidence: The assessor shall check each of the GRASPQMS requirements during the IFA CB QMS audit. The
assessor shall request documental evidence and crosscheck with related criteria during the producer groupmembers’ external assessment (i.e., training and information
related to remediation plan for child labor at producer groupmember level).
Documental evidence of meetings and interviews withproducer group members on revision of progress shall be
included. The procedure to implement corrective actions
Code ref.: GRASP v2.0_Sep22; English version
GRASP – Principles and criteria
Page 60 of 61

Level

Nº

Principle

Criteria

Level220929_GRASP_P&Cs_v2_0_Sep22_en

shall relate to the existence of the internal GRASP
assessment and corrective actions of the producer groupmember.

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Code ref.: GRASP v2.0_Sep22; English version
GRASP – Principles and criteria
Page 61 of 61