Frequently Asked Questions

COVID-19 update
The adverse impacts of COVID-19 are significant and require special consideration, including in the GRASP assessments.

Employees shall have access to grievance mechanisms to address particular issues, especially related to COVID-19 (CP 2.4). Particular (but not exclusive) attention shall be paid to working contracts (CPCC 5.2, 5.5, 5.6), wages (CPCC 7.2, 7.3), minors (CPCC 8.1), time records (CPCC 10.3, 10.4, 10.5), working hours (CPCC 11.2, 11.3, 11.4), and knowledge of/access to relevant national legislation (CPCC 4.2, 4.3, 4.5, 4.6),.

For more information:

COVID-19: Protecting workers: ILO Standards and COVID-19 (coronavirus) here.

*Standard references are made to the control points and compliance criteria (CPCC) of the GLOBALG.A.P. Risk Assessment on Social Practice add-on v1.3-1.

About GRASP

What is GRASP?

GRASP is a ready-to-use module designed to assess social practices on the farm. The requirements catalogue consists of 11 standardized requirements and one additional QMS requirement that address specific aspects of workers’health, safety and welfare. GRASP is designed to extend the social standards of your GLOBALG.A.P. Certification.

For producers

Do I have to apply for GRASP – is this a mandatory Add-on?

GRASP forms a mandatory part of the accredited GLOBALG.A.P. aquaculture certification and the GGN Label for Certified Aquaculture and Certified Floriculture. In other scopes GRASP is a voluntary Add-on module – however suppliers and/or retailers can decide to make GRASP their obligatory requirement.

I have a certificate of a benchmarked scheme (Option 3, Option 4), can I apply for a GRASP assessment?

Yes, GRASP is also combinable with fully benchmarked schemes/AMCs, provided the scheme owner agrees to it.

I have applied for a localg.a.p. scheme – can I also apply for GRASP?

GRASP complements the Workers’ Health, Safety and Welfare chapter of the GLOBALG.A.P. primary production standards. The localg.a.p. scheme does not fully cover that chapter, thus GRASP cannot be combined with the localg.a.p. scheme.

There is no national interpretation guideline in my county. How can I be GRASP assessed?

In these cases the Certification Body can apply for an exception, if several requirements as set out in the GRASP General Rules V1.3-1-i have been fulfilled, so it can begin with the GRASP assessment even without a National Interpretation Guideline.

I have several family members who are employed by the producer/producer group. Are the GRASP control points applicable?
  • Yes, if there are valid contracts, they shall also be checked and they also have to comply with the GRASP criteria.
  • No, if only core family members living in the same household are working at the company: Mother, father, brother, sister.
I already have a GLOBALG.A.P. certificate and it is still valid for several months. Now I also register for GRASP. When will the Certification Body schedule the GRASP assessment?

In most cases the assessment timing depends on the demand. GRASP can be assessed throughout the year. However, ideally GRASP assessments are conducted on the same day(s) on which the GLOBALG.A.P. inspection/audit is scheduled , which is during harvest when the employees and the employees´ representative(s) are most likely to be available.

Is a self-assessment required?

Yes, the self-assessment of the single producers (whether in option 1 or option 2) is obligatory. Also, in Option 2 the internal assessment of every group member by an internal inspector is mandatory – this internal assessment is per definition different from a self-assessment.

Do interviews with employees take place?

Yes, depending on the risk classification of the country of the producer, individual or group interviews with employees take place. More information about the interviews in the questions “Do the GRASP assessors check the documents and records of all employees?” and “What does the country risk concept mean?” below.

Do the GRASP assessors check the documents and records of all employees?

Following the sampling rules based on the country risk concept documents are reviewed:

  • In high-, medium- and low-risk countries where interviews are conducted: At least 50% of those interviewed (i.e. 50% of the employees’ documents who have been interviewed).
  • In low-risk countries without interviews: At least 50% of the square root of the total number of employees registered
What does the country risk concept mean?
  • The World Bank’s Worldwide Governance Indicators (WGI) provide information about the institutions and authority within a country, its stability, citizen participation and the prevalence of corruption. GLOBALG.A.P. applies those aggregated indicators in order to group countries into three different levels: low-risk, medium-risk and high-risk countries. The WGI overall ranking goes from 1 to 100 (lower rankings mean less governance as defined by the WGI).
  • The method of collecting evidence during the GRASP assessment follows rules according to the risk category of a country: These include interviews with employees (individual and group interviews), furthermore specific rules of document sampling. For details of the methodology and the list of countries, please see in the Technical News 3/2020 GRASP Edition, Annex 1, 2 and Appendix 1 here.
I am registered as an Option 1 producer but in fact have a multisite operation with QMS. Shall I use the GRASP checklist for Option 1 single producers or for Option 2 producer groups?

In this case Option 2 checklist shall be used. For the assessment this means that the square root of the different sites is checked – in the checklist the sites are recorded as “members” plus the QMS.

We are a producer group with own production covered by the GLOBALG.A.P. certificate. Can we include in GRASP only the employees who work on the sites owned by the group?
  • If the producer group cultivates the same product(s) on its own sites as the producer group’s members: GRASP can be applied only to the entire production of the GLOBALG.A.P. registered company, including the producer group’s own production. The group’s own production cannot be assessed separately, but shall be counted as an additional member in the sample of the Option 2 producer group members assessment.
  • If the producer group cultivates different product(s) on its own sites, that product can be IFA certified and GRASP assessed as Option 1, all employees are included and the GRASP assessment will be displayed. In such cases the Option 1 GRASP checklist shall be used.
Do all the group members have to be included in the GRASP assessment?

All producer group members, sites and units under IFA certification shall be registered for GRASP and considered for the sampling in the GRASP assessment. This means that the CB assessment will include the QMS, the square root of the number of PHUs in the case of FV and all PHUs in case of AQ and the minimum square root sample of all accepted producer group members. The transition period from the current rule (which does not require including each producer group member) to the new rule (which requires including all producer group members) is one year from the “valid to” date of the current GRASP assessment.

I have product handling units (pack houses: PHUs) that are also included in the GLOBALG.A.P. certificate. Can only the PHUs be included in the GRASP assessment?

It is not possible to exclude the production process on GRASP level as GRASP is based on the GLOBALG.A.P. primary production certificate where the production process is always certified.

How much does the GRASP assessment cost?

Fees are invoiced by two parties:

1. The Certification Body that assesses GRASP charges its own costs for the assessment hours/days and the costs of the assessor. Please request the respective information from the assessing Certification Body.

2. GLOBALG.A.P. charges GRASP assessment license fees that apply to producers (individuals or group members) and to producer groups as detailed in the table below:

Fee Type

Applies to

Annual Fee

Option 1

GRASP Assessment License

Fee

Each individual producer

assessed for GRASP

 

25 €

Option 2

GRASP Assessment License

Fee (Base Level)

Each GRASP assessment

of a producer group

 

130 €

Option 2

GRASP Assessment License

Fee (Producer Supplement)

Each individual producer

group member who is

included in the producer

group assessment

1 €

 

I am GRASP assessed, how can my supplier/retailer see the GRASP assessment in the GLOBALG.A.P. Database?

GRASP assessment results are not visible in the public search. Only companies whose employees have GLOBALG.A.P. Database access (bookmarking package) and agreed to the Terms and Conditions for GRASP Observers for ensuring data privacy can validate the results. These companies and their users are the GRASP Observers.

In case of non-compliances, can I submit corrective actions?

Yes. Corrective actions can be submitted within 3 months after initial assessment or 28 days after subsequent assessment .The assessment report shall be uploaded after the time for corrective actions has expired, regardless of whether the corrective actions have been taken.

Can I add GRASP to my Chain of Custody (CoC) certification?

The GRASP add-on is based on the GLOBALG.A.P. primary production standards that – unlike Chain of Custody – include control points on workers’ health, safety, and welfare. The GRASP scope covers primary production, the scope of the CoC standard does not. Therefore, GRASP cannot be added to the CoC certification.

For Certification Bodies

How do I register part-time employees or seasonal workers?

For GRASP every worker has to be registered in the GRASP checklist, this means every employee counts as one: Seasonal and temporary workers, permanent employees, subcontracted workers, part-time or full time. If an employee has consecutive short time contracts, that employee counts as one. The producers have to declare the number of employees that they have employed in the period till the date of the assessment.

What about migrant workers vs EU workers?

GRASP checklist asks for the registration of the workers´ origin, however not specifying EU and non-EU migrants. The reason is that this part of the checklist shall be used also outside of the EU, thus the Technical Committee has decided to stick to national borders. This means:

  • A national migrant is travelling to work within the country, e.g. from South-Italy to North-Italy. A cross-border migrant is crossing the national borders for work, e.g. the Polish worker in Italy, workers from Africa in any European country etc.
How to include the GRASP results of the product handling units?

Internally, each site shall be assessed. Externally, the CB assesses a sample (square root) of the sites and the central PHU. It is not required to use and file a separate GRASP Checklist for the product handling unit (PHU). The final GRASP report combines the results and the assessment notes of all visited sites and the PHU, indicating any differing condition between the sites. PHUs that are run by a producer group shall also be included in the sample of the external assessment. If there is only one central PHU, it shall be inspected every year. If there is more than one central PHU, the square root of the total number of central PHUs registered shall be inspected. For aquaculture, every PHU shall always be inspected annually.

What is the procedure, if from multiple products only few are included in the GRASP assessment?

GRASP depends on the IFA certification, thus the scope of the GRASP assessment shall be the same: In the GRASP assessment the CB includes:

  • in option 1 the employees contracted for the IFA production
  • in option 2 every producer group member under IFA certification and its employees.
Do the GRASP assessors check the documents and records of all employees?

Following the sampling rules based on the country risk concept documents are reviewed:

  • In high-, medium- and low-risk countries where interviews are conducted: At least 50% of those interviewed (i.e. 50% of the employees’ documents who have been interviewed).
  • In low-risk countries without interviews: At least 50% of the square root of the total number of employees registered
What does the country risk concept mean?
  • The World Bank’s Worldwide Governance Indicators (WGI) provide information about the institutions and authority within a country, its stability, citizen participation and the prevalence of corruption. GLOBALG.A.P. applies those aggregated indicators in order to group countries into three different levels: low-risk, medium-risk and high-risk countries. The WGI overall ranking goes from 1 to 100 (lower rankings mean less governance as defined by the WGI).
  • The method of collecting evidence during the GRASP assessment follows rules according to the risk category of a country: These include interviews with employees (individual and group interviews), furthermore specific rules of document sampling. For details of the methodology and the list of countries, please see in the Technical News 3/2020 GRASP Edition, Annex 1, 2 and Appendix 1 here.
Do all the group members have to be included in the GRASP assessment?

All producer group members, sites and units under IFA certification shall be registered for GRASP and considered for the sampling in the GRASP assessment. This means that the CB assessment will include the QMS, the square root of the number of PHUs in the case of FV and all PHUs in case of AQ and the minimum square root sample of all accepted producer group members. The transition period from the current rule (which does not require including each producer group member) to the new rule (which requires including all producer group members) is one year from the “valid to” date of the current GRASP assessment.

The producer has product handling units (pack houses: PHUs) that are also included in the GLOBALG.A.P. certificate. Can only the PHUs be included in the GRASP assessment?

It is not possible to exclude the production process on GRASP level as GRASP is based on the GLOBALG.A.P. primary production certificate where the production process is always certified.

How to handle subcontracted packhouses?

According to point 3.4 of the GRASP General Rules v1.3 every task that is covered by the GLOBALG.A.P. IFA certification has to be included in the GRASP assessment of the participating members and producers. This way, if produce handling is included in the IFA certification, also the handling units have to be assessed against the GRASP compliance, also in case of subcontracted handling. Proving compliance of subcontracted parties can either be checked via visiting the sites or units and offices of the subcontractors or requiring an agreement or contract signed by producer and subcontractor that clearly shows that

  • the subcontractors know the GRASP requirements (e.g. the producer has informed or trained them)
  • the subcontractor complies with the GRASP requirements
  • in case of doubt the Certification Body of the producer is allowed to visit the subcontractors sites/office to sample any GRASP relevant documents or conduct interviews.
Finally the producer is responsible for the compliance of the subcontractors.How do assessors proceed if the number of producer group members and/or sites increases?

If new producer group members apply for GRASP during the 12 months of the assessment validity, the following principle applies: Re-assessment shall be conducted in case

  • the new members (who also have employees) are more than 10% of the members who are already GRASP assessed, and/or
  • more than 10% of the existing GRASP producers (who had no employees before) contract employees
  • and in Option 2 producer group assessments a re-audit of the QMS is required.
Can assessors split the GRASP assessment and first start assessing the QMS and/or the employees´ product handling units, and finally the employees of the group members? Is there a maximum time frame for completing the GRASP assessment?

Additional costs for the growers that a split assessment would result in shall be avoided. If the assessment is still to be split up, the GRASP assessment shall be finalized at the latest when the GLOBALG.A.P. certificate is renewed.

How shall an Option 1 multisite producer be assessed and the assessment report be prepared?
  • During the CB assessment of individual producers with multisites that do not implement a QMS, the Option 1 GRASP Checklist shall be used. The assessment shall cover:
    • All accepted IFA products and production processes
    • All registered production sites
    • Each registered product handling unit, where relevant, the administrative sites
  • Where a QMS has been implemented, the Option 2 GRASP Checklist shall be used and the assessment shall cover:
    • a sample (square root) of the sites and the central PHU
    • It is not required to use and file a separate GRASP Checklist for the product handling unit (PHU)
    • The final GRASP report combines the results and the assessment notes of all visited sites and the PHU, indicating any differing condition between the sites
    • If there is only one central PHU, it shall be inspected every year.
    • If there is more than one central PHU, the square root of the total number of central PHUs registered shall be inspected.
    • For aquaculture, every PHU shall always be inspected annually.
How shall the results of the option 2 group assessment be captured?

The option 2 assessment can be carried out by the GRASP assessor either with the option 2 checklist or using the option 1 checklist for every participating member – the hard copy of the pdf-checklist, the Excel assessment checklist or the Excel checklist for the groups´ internal assessment. It is the decision of the Certification Body (what is feasible and practical), the only important point is that the checklist for the upload is the option 2 Excel checklist and every other documentation has to show clearly how the GRASP assessor got to the final upload results.

Why do we need National Interpretation Guidelines?

Labor legislation differs from country to country. The GRASP National Interpretation Guidelines specify relevant legal requirements – such as national minimum wages, regulations on working hours, the minimum age of employment, etc.

In case of non-compliances, can the producer submit corrective actions?

Yes. Corrective actions can be submitted within 3 months after initial assessment or 28 days after subsequent assessment. The assessment report shall be uploaded after the time for corrective actions has expired, regardless of whether the corrective actions have been taken.

Can GRASP be combined with the Chain of Custody (CoC) certification?

The GRASP add-on is based on the GLOBALG.A.P. primary production standards that – unlike Chain of Custody – include control points on workers’ health, safety, and welfare. The GRASP scope covers primary production, the scope of the CoC standard does not. Therefore, GRASP cannot be added to the CoC certification.

Control Points and Compliance Criteria

CP1 Employees´ representative(s)

Does the company have to have an employees´ representative?
 
  • Yes, any producer with a minimum of one (1) worker shall have a form of employees’ representation that can be applied to meet the GRASP requirements as indicated in the different control points with respect to the employees’ representative.
  • This representation can take any form (e.g. a person, group of people, several temporally appointed people, etc.) as long as:
    • It is independent from management
    • It is selected by the employees
    • It is communicated to the employees
    • It is recognized by the employees
  • If a single producer group member of a producer group has less than 5 employees, the representation of that producer group member shall be organized based on the rules provided above.
Can the employees´ representative be part of the management, e.g. in small companies?

No, the employees´ representative(s) facilitate the dialogue between the employees and the management, so problems can be easily addressed. A person who is part of the management cannot take on this role. However, the person responsible for the implementation of GRASP (the responsible employee for the workers´ health and safety) can become the employees´ representative(s). They shall follow up on the agreements made between the employees’ representative(s) and the management and regularly check upon the status of their implementation.

What are the tasks of an employees´ representative?

The employees’ representative(s) shall be person(s) accessible to all employees and able to address the management in a constructive way. In order to be able to understand/transmit to the employees their legal rights, employees’ representative(s) shall be able to read the respective National Interpretation Guidelines. Any conflict of interest for the employees’ representative(s) shall be avoided as far as possible. Some National Interpretation Guidelines specify protection measures for the employees’ representative(s) so as to freely execute their tasks. Make sure the employees’ representative(s) have enough time to execute their tasks. These tasks may be fixed in a short written task description.

CP 2 Complaint procedure

We are a very small company, have only few employees during the year. Do we have to implement a complaint procedure?

Yes, however having a complaint procedure does not mean that a complex procedure is a requirement. If employer and employees see each other regularly or have regular meetings anyway, it is enough to describe on one page how employees can complain and to whom, in which form.

What could a complaint procedure look like?

Think of an appropriate complaint procedure that suits the size and situation of your company. In some cultures, people may hesitate to make a formal complaint in a document. The complaint procedure shall take this into account.

  • E.g. if you are managing a company that has only a few employees, the employees’ representative(s) might simply be available for talking with the employees at certain times of the week. Let employees know at what time and whom to talk to.
  • If you are managing a company that has numerous employees, hang up a complaint box where employees can file their complaints anonymously. Make sure that you empty the box regularly (e.g. every 2 weeks) and deal with the complaints in order to solve them, or organize a consulting time where complaints can be posted (e.g. to the person responsible for employees´ health, safety and welfare and/or to the employees’ representative(s)) and discussed.
  • If certified as a producer group (Option 2) the complaint procedure may be managed through the group’s central quality management system.
Do we need to document everything?

Generally, yes, if it ensures transparency of decisions to your employees. Make sure to let all employees (also non-permanent employees) know how, where and when they can complain. It is crucial to make transparent in which time frame you deal with complaints, e.g. during the next 2 weeks. Follow-ups and feedback on improvements shall be made in order to assure that your employees feel that their complaints or suggestions have been taken seriously and the situation has improved.

CP 3 Self-declaration on good social practices

The labor regulations in the country are very strict and the compliance with them tightly controlled. Do we still need to create this declaration and have it signed?

Yes, this control point is also a requirement, the document has to be set up and signed by the company manager and the employees´ representative. Every employee has to know about this self-declaration and know what it is about.

What is this self-declaration about?
  • The self-declaration is a means to ensure the management is committed to follow the principles of the International Labor Organization’s (ILO) core labor conventions and to implement transparent and non- discriminative hiring procedures of employees.
  • The self-declaration must include at least the below listed principles of good social practices and human rights of workers, covering the following ILO conventions. Find easy wording to make the following principles understandable to employees (see example):
    • No. 111 on discrimination
    • No. 138 and 182 on minimum age and child labor
    • No. 29 and 105 on forced labor
    • No. 87 on freedom of association
    • No. 98 on the right to organize and collective bargaining
    • No. 100 on equal remuneration
    • No. 99 on minimum wage
  • In the self-declaration, the employer (the management) assures that any sign of violation of these principles is immediately treated by the management system and reported to the certification body.
How do we draft the self-declaration?
  • When setting up the document, check if the self-declaration is complete and covers at least all required conventions.
  • Check if additional points may be relevant at your company and revise and adapt the declaration accordingly.
  • Explain to your employees what the self-declaration is about and clarify terms they may not be familiar with. Discuss the points of the self-declaration with them, and check if everyone at the company has the same view on compliance with them.
  • Sign the self-declaration and also ask the employees’ representative(s) to sign it.
  • Make sure that all employees know about the self-declaration, either by attaching a copy to each working contract, by visibly displaying it on the site or by organizing information meetings.
  • Regularly check whether your self-declaration needs to be updated. It shall be revised at least every 3 years, if new legal regulations are published or a new collective bargaining agreement comes into place.

CP4 Access to national labor regulations

Is it important to have national labor regulations in every case / on every site?

No: It is not always possible to have all actual documents on site. The responsible persons shall at least have access to the national regulations. An alternative is to have (a copy of) the GRASP National Interpretation Guidelines with annex or references to the national labor regulations available. However, whenever changes occur, employees and their representative(s) have to be informed. There shall be a mechanism that assures this.

 CP5 Working contracts

There are no written working contracts in the country, only a central registration. How can companies comply with this requirement?

National Interpretation Guidelines can provide support on how to comply with this point and how to assess it. In several cases the guidelines explain the situation in the country and justify the exceptions. The guidelines or comments in the assessment checklist shall list the information, the details that are registered and specify the database, the weblink.

The contract has been signed only by one party (employer or employee). Does that make the control point compliant?

No, the contract has to be signed (or thumb printed) by both parties – employer and employee.

We employ only seasonal workers and do not provide sophisticated single working contracts. How can we comply with this control point?
  • The working contract does not need to be a complex document, it needs to contain the minimum data as defined in the compliance criteria. This can be put in a table for all employees.
  • The minimum data are:
    • Employee’s full name and nationality
    • Date of birth
    • Contract period
    • Date of entry
    • Job description
    • Working hours & work breaks
    • Wages
    • For non-nationals: Legal status and working permit

CP6 Pay slips & CP7 Wages

Every documented evidence of payment is controlled by national authorities. Do we still need to provide the documents required in these control points?

Yes. National Interpretation Guidelines can provide implementation guidelines or alternatives for this requirement.

How can I implement a recording system in order to be able to comply with the GRASP requirements?
  • Make sure you keep a regular record (pay slip / pay register) on the payments made to all employees. When writing a pay slip/pay register, compile all information about wage, regular hours, overtime and salaries paid.
  • Let the employees sign or thumb print the pay register once they receive the money and also sign it yourself. Alternatively, regularly give out pay slips to the employees.
  • Keep the pay register / copies of the pay slips for at least 24 months.
  • In companies with few employees you may set up a document in which all employees and respective monthly payments are listed and signed.
  • Make sure you pay at least the minimum wage to your employees. If there are deductions from the salary for employees who are thus getting paid below minimum wage, these deductions must be justified.
  • If you calculate payment per unit, make sure employees are able to gain at least the legal minimum wage within regular working hours.
There isn´t a minimum wage in the country of assessment. What is checked?

If national legislation does not set any kind of minimum wage and there are no collective bargaining agreements, evidence shall be provided that the wage rate at least meets prevailing industry benchmarks and that the producers still comply with national labor regulations.

CP8 Non-employment of minors & CP9 Access to compulsory school education

The legislation in my country does not cover the minimum age of employment. Can I employ people at any age?

No: The GRASP requirement defines that if a national minimum age is not defined, children below the age of 15 shall not be employed. Children and young people shall by no means be encouraged to leave school when they are still of compulsory schooling age.

How can I/the producer ensure that employees prove their age?

Ask them for their ID or any other form of identification (e.g. birth certificate, driver’s license) before signing a working contract.

What do I/the producer do if children (of employees) live on the site?
  • It is the employer’s duty to ensure that all employees’ children living on the production/handling site have access to compulsory school education. Make sure you know how many children are living on the production/handling site, and whether they are of compulsory schooling age.
  • If the school is further away than 30 minutes walking distance, organize transport to the nearby schools (e.g. bus, bike, donkey, etc.). In other cases it might be easier to provide adequate schooling on the production/handling site than to organizing regular transport. You could employ a teacher and set up an on-site school, according to national legislation.

CP10 Time recording system & CP11 Working hours and breaks

We are a small company – do we need to implement an electronic recording system?
  • No: Find out which kind of time recording system suits your company depending on the number of employees. You can still comply with the requirements if you have implemented record sheets on a daily basis. Make the employees regularly sign the record sheets, e.g. at the end of the month. Such time record sheets can easily be combined with the required pay slips and other required information.
  • Check clocks and electronic gate cards are alternatives that are mainly suitable for companies with more employees. The time recording system is a management instrument for ensuring transparency about working hours and overtime.
  • If, due to the type of work and company structure, no daily time recording system is implemented (e.g. fixed contracts, fixed working hours, fixed monthly salary or similar methods are used instead), alternative way(s) of recording working hours shall be available. Evidence and explanation shall be provided.
Do we also need to document overtime, even if it is not included in the national legislation of our country?

Yes, this is a GRASP requirement that must be complied with. National Interpretation Guidelines can explain specific approaches.

Our employees take breaks. Is it relevant when and how long they take them?
  • Yes: An employee has the right to take a break after a regulated period of time. Legal regulations and/or collective bargaining agreements define the breaks. The length of working hours and breaks shall comply with the legal regulations.
  • National Interpretation Guidelines can explain specific rules.
  • Make sure that your employees do not exceed a regular working time of 48 hours and that the weekly working time during peak seasons does not exceed 60 hours.

QMS control point

Our QMS has already been checked during the GLOBALG.A.P. audit. What is this control point about?

This control point assures that the GRASP requirements are included in the Quality Management System of a GLOBALG.A.P.-certified producer group. In general, GRASP follows the regulations of the GLOBALG.A.P. Option 2 certification. For specific rules please check the GRASP General Rules or contact the GLOBALG.A.P. Secretariat.

R1 – Additional social benefits

Is it a mandatory requirement to provide social benefits?

No, providing incentives to employees, their families and/or the community is voluntary. This does not influence the result of the GRASP assessment.

What are these social benefits?

A lot of companies additionally provide social benefits which are not covered in the prior control points. If a company provides such additional forms of social benefits, their efforts shall be acknowledged and included in the GRASP records. The control point R1 lists a few examples.