GLOBALG.A.P. Risk-Assessment on Social Practice (GRASP) GRASP Module - Côte d'Ivoire (Ivory Coast) - GLOBALG.AP
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GLOBALG.A.P. Risk-Assessment on Social Practice (GRASP) GRASP Module – Côte d’Ivoire (Ivory Coast) GRASP Module Version 1.3-1-i June 2020 Valid from: 1 February 2021 Mandatory from: 1 February 2021 English and French Version Developed by the NTWG Ivory Coast Updated February 2021
Toutes les références de ce guide d’interprétation sont issues de la législation nationale qui encadre le droit du travail. Il peut notamment
exister des conventions collectives qui peuvent couvrir ces points et prévaloir sur la règle générale (code du travail ).
En aucun cas, ce guide se veut un résumé de la législation nationale qui encadre le droit du travail.
All references of this national interpretation guideline come from the national work regulations. Collective bargaining agreements may cover
such matters and prevail over the general rule (code du travail).
In any way, this guideline shall be considered as a summary of the national work regulations.
–– GRASP Module – Interpretation for Cote d’IvoireControl Point Compliance Criteria Interpretation for Côte d’Ivoire
French English
EMPLOYEES’ REPRESENTATIVE(S)
1 Is there at least one Documentation is available which Toute entreprise ayant au moins un Any company with at least one employee
employee or an demonstrates that a clearly employé doit avoir une must have employees’ representive (in
employees’ council to identified, named employees’ représentation des travailleurs (en accordance with its structure).
represent the interests representative(s) or an employees’ accord avec sa structure). In the company with more than 10
of the staff to the council representing the interests Dans les l’entreprise occupants plus employees, it is mandatory to have
management through of the employees to the de 10 travailleurs, il faut des permanent staff representatives and
regular meetings where management is elected or in délégués de personnels titulaires et substitute representatives. In the case of
labor issues are exceptional cases nominated by des délégués suppléants. Dans le newly created establishments, the election
addressed? all employees and recognised by cas des établissements may require the approval of the relevant
the management. The election or nouvellement créés, l’élection peut labor inspectorate.
nomination takes place in the se faire avoir accord de l’inspection Cf articles du code du
ongoing year or production period du travail du ressort. Peuvent être travail: Art 61.1, Art. 61.4,
and is communicated to all électeurs les travailleurs totalisant Art.61.7, Art. 61.12, Art.61.14.; convention
employees. The employees´ 06 mois d’ancienneté. collective Art 84 and more details are
representative(s) shall be aware of Art 61.1, Art 61.4, Art 61.7, Art contained in Decree No. 96-207 of 7 March
his/her/their role and rights and be 61.14 ; convention collective Art 84, 1996
able to discuss complaints and et les détails sont inscrits dans le
suggestions with the Décret n°96-207 du 7 mars 1996 For GRASP compliance, in addition to the
management. Meetings between relatif aux délégués du personnel et local law, the farm shall have a
employees´ representative(s) and délégués syndicaux representative or a form of representation
the management occur at when the farm has more than 1
accurate frequency. The dialogue Pour le respect du GRASP, en plus employee (employee concept is defined in
taking place in such meetings is de la loi locale, l'exploitation doit section 9.2 of the GRASP General Rules).
duly documented. avoir un représentant ou une forme Any producer with minimum of one
de représentation lorsque (1) employee shall have a form of
l'exploitation compte plus d'un employees’ representation that can be
employé (le concept d'employé est applied to meet the GRASP requirements
défini dans la section 9.2 des règles as indicated in the different control points
générales du GRASP). with respect to the employees’
Tout producteur ayant au moins un representative (ER).
(1) employé doit avoir une forme de The ER or in alternative scenarios, the
représentation des employés qui person (people) responsible for the system
peut être appliquée pour répondre of representation shall be present during
aux exigences du GRASP, comme the assessment.
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indiqué dans les différents points de
contrôle concernant le représentant This form or representation could take any
des employés (RE). form (could be a person, group of people,
several temporally appointed people,
Traduit avec etc.) as long as:
www.DeepL.com/Translator • It is independent from management
(version gratuite) • It is decided by the employees
• It is communicated to the employees
Les autres représentants acceptés • It is recognized by the employees
sont : les représentants syndicaux et
les représentants des travailleurs An employee can ensure the link with the
dans les comités de santé et de management and employees to discuss
sécurité complaints and suggestions. His name is
Le système de représentation des clearly written in documentation.
travailleurs doit être présent le jour
de l’évaluation. Other accepted representatives are: the
Le système de représentation des labor union representatives and those
travailleurs doit être workers representatives in the health and
- Indépendant de la direction safety committees.
- Choisi par les travailleurs
- Communiqué à tous les
travailleurs
- Reconnu par tous les
travailleurs
COMPLAINT PROCEDURE
2 Is there a complaint and A complaint and suggestion La présence d’un document A document makes evidence of freedom of
suggestion procedure procedure appropriate to the size attestant de la libre expression des expression of any employee (meeting,
available and of the company exists. The demandes des salariés existe ideas box, notebook, complaint form or any
implemented in the employees are regularly informed (réunion, boite à idées ou cahier de other tool). Employees are informed of the
company through which about its existence, complaints liaison ou tout autre outil en place). tools in place. The response time of the
employees can make a and suggestions can be made Les salariés sont informés de direction is specified.
complaint or without being penalized and are l’existence des outils mis en place.
suggestion? discussed in meetings between Le délai de réponse de la direction It could be included in the administrative
the employees´ representative(s) est spécifié. procedures (Règlement intérieur) art. 16.1
and the management. The and following of the Code of Travail
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procedure specifies a time frame Il pourrait être inclus dans le
to answer complaints and règlement intérieur art. 16.1 et
suggestions and take corrective suivants du Code de Travail
actions. Complaints, suggestions
and follow-up solutions from the
last 24 months are documented.
SELF-DECLARATION ON GOOD SOCIAL PRACTICES
3 Has a self-declaration The management and the La Côte d’Ivoire a ratifié toutes les Côte d’Ivoire ratified all mentioned ILO
on good social practice employees’ representative(s) have conventions ILO mentionnées. Elles conventions which are taken into account in
regarding human rights signed, displayed and put in sont toutes incluses dans le droit du work regulations.
been signed by the practice a self-declaration travail. The identified person in CCCP 1 and the
management and the assuring good social practice and La personne identifiée dans le direction have to sign the self-declaration of
employees’ human rights of all employees. CCCP1 et la direction ont signé cette good social practices.
representative and has This declaration contains at least auto-déclaration.
this been commitment to the ILO core labor Les sous-traitants éditent et signent The subcontractors also publish and sign
communicated to the conventions (ILO Conventions 111 également leur auto-déclaration de their self-declaration of good social
employees? on discrimination, 138 and 182 on bonnes pratiques sociales. Cette practices. This statement is available
minimum age and child labor, 29 déclaration est disponible lors de during the evaluation.
and 105 on forced labor, 87 on l’évaluation.
freedom of association, 98 on the https://www.ilo.org/dyn/normlex/en/f?p=100
right to organize and collective https://www.ilo.org/dyn/normlex/en/f 0:11200:0::NO:11200:P11200_COUNTRY
bargaining, 100 on equal ?p=1000:11200:0::NO:11200:P112 _ID:103023
remuneration and 99 on minimum 00_COUNTRY_ID:103023
wage) and transparent and non- The following core labor conventions were
discriminative hiring procedures les conventions suivantes ont été ratified by Côte d’Ivoire
and the complaint procedure. The ratifiées par la Côte d’Ivoire ILO Convention 029;
self-declaration states that the ILO Convention 029; ILO Convention 087
employees´ representative(s) can ILO Convention 087 ILO Convention 098;
file complaints without personal ILO Convention 098; ILO Convention 099
sanctions. The employees have ILO Convention 099 ILO Convention 100;
been informed about the self- ILO Convention 100; ILO Convention 105;
declaration and it is revised at ILO Convention 105; ILO Convention 111;
least every 3 years or whenever ILO Convention 111; ILO Convention 138;
necessary. ILO Convention 138; ILO Convention 182;
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ILO Convention 182;
ACCESS TO NATIONAL LABOR REGULATIONS
4 Do the person The responsible person for the L’employeur doit remettre un In case the workers do not elect an
responsible for the implementation of GRASP exemplaire du code de travail aux employees’ representative, an alternative
implementation of (RGSP) and the employees’ représentants des travailleurs (Cf system shall be in place to provide for the
GRASP (RGSP) and representative(s) have knowledge Art 10 code du travail) et au role of the employees’ representative in this
the employees’ of or access to national responsable de la mise en œuvre de CP.
representative(s) have regulations such as gross and GRASP.
knowledge of or access minimum wages, working hours, La disponibilité des documents It shall be guaranteed, that access to the
to recent national labor trade union membership, anti- (physique ou électronique) doit être labor regulations is always available when
regulations? discrimination, child labor, labor assurée au cours de l’évaluation de the employees’ representative and RGSP
contracts, holiday and maternity ce point de contrôle are present on the farm.
leave. Both the RGSP and the If the access is electronically provided, the
employees´ representative(s) auditor shall check what resources are
know the essential points of provided to guarantee access to the
working conditions in agriculture information every time that workers are
as formulated in the applicable present.
GRASP National Interpretation
Guidelines. The employer must give a copy of “Code
du travail” to the representatives (see Art.
10 code du travail) and RGSP
The availability of documents (physical or
electronic) must be ensured during the
assessment of this Control Point.
WORKING CONTRACTS
5 Can valid copies of For every employee, a contract En Côte D'Ivoire All employees shall be informed in
working contracts be can be shown to the assessor on Le contenu de ce contrat est writing and with comprehensible data about
shown for the request (on a sample basis). Both règlementé et bien défini dans le their employment conditions and its
employees? Are the the employees as well as the Code du travail de 2015 et la compliance with national legal
working contracts employer have signed them. convention collective requirements.
compliant with Records contain at least full interprofessionnelle de 1977 article
applicable legislation names, nationality, job description, 13-14-15-16-17-18-19.
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and/or collective date of birth, the regular working Les contrats des travailleurs In Côte d’Ivoire The content of the working
bargaining agreements time, wage and the period of occasionnels dans les plantations contract is regulated and well defined in the
and do they indicate at employment (e.g. permanent, peuvent être oraux. “Code du travail” and Convention collective
least full names, a job period or day laborer etc.) and for Tout contrat de travail doit être of 1977. See Art. 13-14-15-16-17-18-19.
description, date of non-national employees their legal compris de l’employé et définir
birth, date of entry, status and working permit. The clairement les conditions de travail et Working contracts for casual/daily/task
wage and the period of contract does not show any de rémunération. Ceux-ci doivent workers on field can be oral.
employment? Have contradiction to the self- respecter la réglementation en Any employment contract must be
they been signed by declaration on good social vigueur understood by the employee and clearly
both the employee and practices. Records of the define the working conditions and
the employer? employees must be accessible for remuneration. These must comply with the
the last 24 months. regulations in force
PAYSLIPS
6 Is there documented The employer shows adequate Les documents pour prouver le The documentation to give evidence of
evidence indicating documentation of the salary versement des salaires peuvent être salary transfer could be signed pay slips,
regular payment of transfer (e.g. employee’s signature le bulletin de paie signé, le virement bank transfer, signed receipt by employee
salaries corresponding on pay slip, bank transfer). bancaire, le reçu signé du salarié ou or any other suitable documented evidence
to the contract clause? Employees sign or receive copies tout autre document validé par une by independent third parties (example:
of pay slips / pay register that tierce partie indépendante external payroll offices). The document
make the payment transparent (exemple : centre comptable must be in a language understandable by
and comprehensible for them. externe. Le document doit être dans the worker. The payroll should be available
Regular payment of all employees un langage compréhensif par le for all types of contracts.
during the last 24 months is travailleur. Le bulletin doit être The content of salary transfer is defined in
documented. disponible pour tous les types de Art. 46 of Convention collective 1977
contrats. Les
informations que doit contenir le Ensure that all the information requested
bulletin de salaire sont indiquées à by the local laws is transparent and
l’article 46 de la convention comprehensible for workers in the payslips.
collective interprofessionnelle de
1977,
WAGES
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7 Do pay slips / pay Wages and overtime payment Il existe en Côte d'Ivoire deux There are two minimum wages in Côte
registers indicate the documented on the pay slips / pay salaires minima : le SMIG (salaire d'Ivoire: the SMIG (minimum guaranteed
conformity of payment registers indicate compliance with minimum interprofessionnel garanti) inter-professional wage), which was
with at least legal legal regulations (minimum qui a été revu en novembre 2013 et reviewed in November 2013 and which is
regulations and/or wages) and/or collective qui est à 60 000 FCFA par mois et le 60,000 FCFA per month and the SMAG
collective bargaining bargaining agreements as SMAG qui est de 36 000 FCFA (agriculture) is 36,000 FCFA. Cf Art 31.1,
agreements? specified in the GRASP National Cf Art 31.1, 31.8 code du travail et le 31.8 code du travail and the decre N°2013-
Interpretation Guideline. If decret N°2013-791 20 November 791 20 November 2013.
payment is calculated per unit, 2013 Mandatory insurance
employees shall be able to gain at ASSURANCE OBLIGATOIRE l’article 5 de la loi 99-477 du 02 Août 1999
least the legal minimum wage (on l’article 5 de la loi 99-477 du 02 Août amending the Social Welfare Code
average) within regular working 1999 portant modification du Code
hours. de Prévoyance Sociale
NON-EMPLOYMENT OF MINORS
8 Do records indicate that Records indicate compliance with Les enfants ne peuvent être Children or young workers of company
no minors are employed national legislation regarding employés dans aucune entreprise management shall be included in the
at the company? minimum age of employment. If avant l'âge de 16 ans et apprentis GRASP assessment.
avant l'âge de 14 ans, sauf
not covered by national legislation, dérogation édictée par voie For GRASP compliance, no young worker
children below the age of 15 are réglementaire. CF article 23-2 du (between 15 and 18) shall work in any
not employed. If children -as core code du travail milieu professionnel activity that is is dangerous to their health
family members- are working at effectué dans le cadre d’un and safety, jeopardizes their development
the company, they are not enseignement alterné ou d’un or prevents them from finishing their
cursus scolaire. compulsory school education.
engaged in work that is dangerous Les enfants des producteurs et des
to their health and safety, dirigeants sont concernés par cette Children may not be employed in any
jeopardizes their development or disposition. company before the age of 16 and
prevents them from finishing their Dans tous les cas pour les enfants apprentices before the age of 14, Unless
compulsory school education. entre 16 et 18 ans, les tâches otherwise provided by regulation. See
accomplies doivent respecter les Article 23-2 of Code du travail
arrêtés 2017-016 et 2017-17 sur les
travaux légers et dangereux. Children of producers and managers are
concerned by this point.
–– GRASP Module – Interpretation for Cote d’IvoireControl Point Compliance Criteria Interpretation for Côte d’Ivoire
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In all cases for children between 16 and 18
years old, the tasks performed must
comply with “arrêtés” 2017-016 and 2017-
17 on light and dangerous work.
ACCESS TO COMPULSORY SCHOOL EDUCATION
9 Do the children of There is documented evidence La scolarité est obligatoire pour tous School is compulsory until the age of 16
employees living on the that children of employees at de 06 à 16 ans. years old, according to the law.
company´s production/ compulsory schooling age Comme exigence GRASP lorsque
handling sites have (according to national legislation) les enfants vivent dans la ferme, la It is a GRASP requirement, that when there
access to compulsory living on the company´s direction doit disposer d’une liste des are minors living in the farm premises, the
school education? production/ handling sites have enfants en âge d’aller à l’école (nom administration shall:
access to compulsory school et prénoms des enfants et des
education, either through provided parents et l’âge de ces enfants), 1) Keep a list with the location, name,
transport to a public school or disposer de la preuve que les age, parents’ information of the minors
through on-site schooling. familles sont informées de 2) Provide evidence that the families have
l’obligation de scolariser les enfants. been notified of the necessity that their
Elle doit aussi faciliter l’accès à children go to school.
l’école.
This control point only can be marked as
Le PC est N/A s’il n’y a pas d’enfants non-applicable when there are no minors
vivant sur les sites de production living on the premises.
TIME RECORDING SYSTEM
10 Is there a time There is a time recording system Les outils possibles sont les Records are regularly revised by the
recording system that implemented appropriate to the registres des heures de travail employees and accessible for the
shows working time and size of the company that makes régulièrement validés par le salarié, employees´ representative(s)
overtime on a daily working hours and overtime les pointeuses, Farm management shall look for an
basis for the transparent for both employees alternative means of employees’
employees? and employer on a daily basis. Obligation de tenir un rapport en representation to avoid non-compliance in
Working times of the employees vertu de l'article 26 du Code de those CPCCs. The alternative means shall
during the last 24 months are Prévoyance Sociale (durée du keep the objectivity, be decided, appointed
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documented. Records are travail, rémunérations et gains de or elected by the workers and keep the
regularly approved by the chaque travailleur) separation from the management.
employees and accessible for the Quelque soit le type de contrat, la
employees´ representative(s). direction doit mettre en place un If a daily time recording system is not
système d’enregistrement du temps implemented (e.g. fixed contracts, fixed
de travail ou de la tâche. working hours, fixed monthly
L’enregistrement doit être salary), alternative way(s) of recording
compréhensif pour tous les working hours shall be available. Evidence
travailleurs et le représentant des and explanation shall be provided.
travailleurs. The time recording system shall consider
language or education barriers.
Obligation d'afficher l'horaire. Voir
Art. 6 Décret n ° 96-203 du 7 mars The possible tools are the registers of the
1996 hours of work regularly validated by the
employee, the time recording
Obligation to keep a report under article 26
Code de Prévoyance Sociale (hours of
work, earnings and earnings of each
worker)
Obligation to post schedule. See Art 6
Décret n°96-203 du 7 mars 1996
WORKING HOURS AND BREAKS
11 Do working hours and Documented working hours, Pour le respect du GRASP, même For GRASP compliance, even
breaks documented in breaks and rest days are in line lorsque la loi le permet, le nombre when permitted by the law, the total number
the time records comply with applicant legislation and/or total d'heures, y compris les heures of hours, including overtime and
with applicant collective bargaining agreements. supplémentaires et ordinaires, NE ordinary, SHALL NOT exceed 60 hours per
legislation and/or If not regulated more strictly by DOIT PAS dépasser 60 heures par week in any week of the year. This shall be
collective bargaining legislation, records indicate that semaine, quelle que soit la semaine checked by auditor.
agreements? regular weekly working hours do de l'année. Ceci doit être vérifié par
not exceed a maximum of 48 un auditeur. Non-agricultural businesses: 40 hours a
hours, during peak season week with a maximum of 44 hours.
(harvest), weekly working time
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does not exceed a maximum of 60 Entreprises non agricoles : 40 48 hours a week for farms, establishments,
hours. Rest breaks/days are also heures par semaine avec un agricultural and similar enterprises, within
guaranteed during peak season. maximum de 44h. the limit of 2400 hours per year (with a
48h par semaine pour les maximum of 52 hours per week).
exploitations, établissements NB The longest working time is 56 hours /
entreprises agricoles et assimilés, week for domestic staff and security staff.
dans la limite de 2400 heures par Weekly rest is mandatory. It is at least 24
an (avec un maximum de 52h par hours in a row.
semaine).
NB la durée de travail la plus longue
est fixée à 56 heures/semaine pour
le personnel domestique et le
personnel de gardiennage.
Le repos hebdomadaire est
obligatoire. Il est au minimum de
24heures consécutives.
Cf Code du travail Art. 21 et .2 21.3,
Décret n°96-203 du 7 mars 1996
relatif à la durée de travail.
ONLY APPLICABLE FOR PRODUCER GROUPS
INTEGRATION INTO QMS
QMS Does the assessment of The assessment of the Quality This control point normally has no
the Quality Management System of the Interpretation, as it connects the GRASP
Management System producer group demonstrates that requirements to the GLOBALG.A.P. Option
(QMS) of the producer GRASP is correctly implemented 2 groups.
group show evidence of and internally assessed. Non-
the correct compliances are identified and
implementation of corrective actions are taken to
GRASP for all enable compliance of all
participating producer participating producer group
group members? members.
ADDITIONAL SOCIAL BENEFITS
–– GRASP Module – Interpretation for Cote d’IvoireControl Point Compliance Criteria Interpretation for Côte d’Ivoire
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R1 What other forms of No interpretation needed, this is a voluntary
social benefit does the extra point. Give examples of typical extra
company offer to social benefits, if applicable.
employees, their
families and/or the
community?
Please specify
incentives for good and
safe working
performance, bonus
payment, support of
professional
development, social
benefits, child care,
improvement of social
surroundings etc.).
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