If the grievance relates to a workplace hazard related to equipment that could harm an employee, that equipment must be removed from operation and repaired immediately.

If the UoC suspects that the person making the claim or other people may be at risk, and if the case involves human rights, including potential cases of child labour or forced labour, the UoC follows Appendix 16 (Remediation Protocol).

until the child has reached school-leaving and working age.

Simple grievances may not require a 90-day timeframe.

direct consequences, such as:

more subtle consequences, such as:

indirect consequences, such as:

direct actions

indirect actions through others

threats

harassment

damage to a person or property.

having clear grievance processes and policies that include accountability (see 3.12.2)

raising a confidential grievance (see also 3.12.9)

raising an anonymous grievance through a hotline or similar, where the identity of the person bringing the grievance is never known:

in-person meetings

dedicated telephone numbers

email addresses

instant messaging or other online submission mechanisms

letters or written notes

via community leaders and representatives, or community organisations.

Different communities may prefer different channels for submitting grievances.

when persons of the same gender, or ethnic group are available to receive a complaint, that may increase the likelihood of participation.

conduct a stakeholder mapping and engagement process to identify communities and Indigenous and tribal peoples who may use the grievance mechanism.

make them aware of their rights under the law and under the ASC Farm Standard, including the grievance mechanism.

share information about the grievance mechanism, for example through:

give special consideration to reaching vulnerable groups within the population, as they are:

how they can raise concerns and grievances with the UoC;

who their point of contact at the UoC is;

as part of the induction process

at the start of each production cycle.

essential for all employees

important for a positive environment in the workplace.

induction training and other ongoing training

information posted in public areas of the UoC

distributing it to employees in flyers, via text messages, instant messaging, emails or other private forms of communication

discussing it in employee meetings and assemblies

including it in employment contracts or the employee handbook.

engender trust among participants

be transparent: ensure that users are given clear information about what is happening

be fair: ensure that users have access to sources of information and expertise necessary to engage in a grievance process

be predictable: ensure that users understand the process, how long it takes and what the outcomes can be

be accessible: ensure that users have been informed about it and can use it

be rights-based: ensure that outcomes and remedies are compatible with international human rights

be based on dialogue and engagement, ensuring that stakeholders are consulted and included in the process

be a source for continuous learning, analysing individual complaints to help prevent other grievances.

in-person meetings

dedicated telephone numbers

email addresses

instant messaging or other online submission mechanisms

letters or written notes

a suggestion box

via employee representatives, trade unions, and worker associations

worker voice tools to conduct anonymous worker surveys.

their labour rights (Criterion 3.1)

rights related to other workplace issues, such as health and safety regulations (Criterion 3.5)

how the grievance mechanism functions and what kinds of issues may be brought to the grievance mechanism (see also 3.12.3).

internally with the UoC using the same channels open to other employees

with the local Consular Office of the Labour Attaché for their country in the country where the UoC is located

websites or Facebook pages of the Consulate or Embassy where migrant workers can raise grievances.

Step 1: Receive and acknowledge grievance complaint

Step 2: Take immediate action on human rights or hazardous issues (see Appendix 10 for the Remediation Procedure)

Step 3: Review the grievance complaint to check if it is admissible.

an inadmissible complaint is one that is unrelated to the activities or location of the UoC.

Step 4: Investigate the grievance complaint to establish what happened, maintaining confidentiality.

for complex issues or where there are conflicts of interest, external experts may be brought in to support.

Step 7: Provide an opportunity for an appeals process, if agreement cannot be reached.

Step 8: Implement and monitor the remediation plan.

allows for open participation of all employees

is easily accessible to employees on a regular basis

provides options for anonymous feedback.

dialogue between management and employees

engagement with elected employee or union representatives

employee meetings or assemblies to solicit feedback

employee committees

suggestion box that is safely accessible for employees

access to an online feedback form or dedicated email address or phone number

employee surveys.

operational inefficiencies such as inadequately maintained machinery that may impact efficiency and could cause health risks

employee rights such as female employees are paid less than male employees with similar jobs

harassment, such as an employee is pressured to begin a romantic or sexual relationship with a supervisor (whether this occurs during or outside work hours and work location)

working conditions, such as:

protect their mental wellbeing

have an opportunity to raise any issues that occur on site.

family and friends

any independent organisation that they may be aware of (either through information from the UoC or other sources) who can support them.

an employee’s own mobile phone

a telephone provided by the UoC

WiFi provided by the UoC for employees.

This line of communication is available 24 hours a day.

Outside an employee’s working hours there are no restrictions on when employees are able to connect with people outside the UoC.

make suggestions on improvements to ensure accommodation meets requirements related to:

are located within or in close proximity (i.e. less than 60 metres) to the dormitory or housing facilities

are dry and warm

have a source of ventilation (e.g. window or fan)

have adequate lighting

have doors that close and lock for privacy

are separated for men and women except in family accommodation

are constructed of hard materials that are easy to clean

include at least one of the following:

below or comparable to similar accommodation available on the market

not more than a reasonable proportion of the employee’s income.

the level of rent is a part of the contracting agreement

the site is able to provide a calculation and rationale for the level of rent.

If an employee lives in employer-provided accommodation and has an early termination of their contract (for example, due to gross misconduct), they should be entitled to a reasonable period of time to vacate the premises.