Social Practice GRASP GLOBALGAP GlobalGAP is an internationally accepted quality standard for primary industries Primary industries need to comply with several standards varying from all farms to fruit and vegetables ID: 629667
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Slide1
GLOBALG.A.P. Risk Assessment On
Social Practice
GRASP Slide2
GLOBAL.G.A.P
Global.G.A.P
. is an internationally accepted quality standard for primary industries.
Primary industries need to comply with several standards, varying from all farms to fruit and vegetables.
In New Zealand the
Global.G.A.P
. standard provides both commercial assurances and regulatory compliance.
The standard has several ‘add-ons’, e.g. the
Global.G.A.P
. Risk Assessment on Social Practices (GRASP).
GlobalGAP
is audited annually by a ‘certifying body’ (
Global.G.A.P
. call these CBs, in the New Zealand Horticulture sectors these are the Independent Verification Agencies or IVAs).Slide3
GRASP
GAP
World
35220172532New Zealand1201246Slide4
GRASP covers international labour laws and local (NZ) employment law.
Slide5
Social issues in agriculture are receiving increasing attentionSlide6
SOCIAL PRACTICE IN BUSINESSSlide7
Ethical Trade
£
166bn turnover.Slide8
Labour laws differ from country to country (e.g. minimum wage, age of legal employment, working hours etc.).
GRASP National Interpretation Guidelines (NIG’s) are developed for each country to describe local labour laws.
Growers are audited against the NZ NIG’s
Where it is stricter, local legislation overrides GRASP (& vice versa).
GRASP NATIONAL INTERPRETATION GUIDELINES Slide9
SCOPE
GRASP covers everyone on the farm: permanent employees, seasonal workers, piece-rate workers and day labourers.
Labour contractors are captured into GRASP.
Growers that use labour contractors are required to provide the evidence during an audit. Slide10
Key topics
CP no.
Control Point and Compliance
Criteria
Employees´ representation
1
Employees´
Representative
2
Complaint
Procedure
Legal rights
3
Self-Declaration on Good Social Practices
4
Access to National
Labour Regulations
Written records
5
Working Contracts
6
Payslips
7
Wages
Children´s
rights
8
Non-Employment
of Minors
9Access to Compulsory School EducationWorking time10Time Recording System11Working Hours and BreaksProducer GroupsQMSIntegration into QMSRecommendationsR1Additional Social Benefits
SCOPESlide11
GRASP ASSESSMENT METHODS
© GLOBALG.A.P. Secretariat
11
Record Verification
Site Inspection
Question to the Responsible Person for
the
Implementation
of
GRASP
Question to the Company Manager
Questions to the Employees
‘
RepresentativeSlide12
Changing Times
The UK Modern Slavery Act 2015 – enacted 2016 – requires transparency in
supplychains
and assurance systems that drill down into the social practices of suppliers. These companies must report annually alongside their financial reports.Possibly in response to the new laws Sainsbury the worlds biggest retailer of Fairtrade branded products has dumped the standard and will be replacing it with in house certification and setting its own standards. Tesco has also just announced that it will drop Fair Trade.Slide13
Working Together
to Tackle Worker Exploitation Slide14Slide15
OBJECTIVE
To reduce forced labour, labour trafficking and other hidden third party labour exploitationSlide16
Why?…What’s the problem?
45 million global victims of slavery – GSI
Second most profitable criminal industry to drugs
Human trafficking is the fastest growing criminal industry in the worldUp to 13,000 held in slavery in the UKSlide17
What Worker Exploitation?
Human Trafficking
- the movement or recruitment of persons by means of threat, force or coercion for the purpose exploitation
Forced Labour – where a person is made to work against their will under the fear of a penaltyRogue landlords – who house people in overcrowded and unsafe property often with threats of eviction or other intimidationWork-Finding Fees – In the UK it is unlawful for workers to be required to pay to get a job.Slide18
Indicators of Forced Labour
Threats of or actual
physical or sexual violence
;Restriction of movement and confinement to the workplace or to a limited area;Debt Bondage - where a worker works to pay off debt or loan, and is not paid for his or her services;Withholding of wages - refusing to pay the worker at all or excessive wage reductions;Retention of passports and identity documents;Threat of reporting to the authorities.