The Fairwork Scoring System entails that each Fairwork Principle is divided into two thresholds. Accordingly, for each Principle, the scoring system allows a first point to be awarded corresponding to the first threshold, and an additional second point to be awarded corresponding to the second threshold. The second point under each Principle can only be awarded if the first point for that Principle has been awarded.An explanation of how we assess platforms against these principles and the information and evidence that we gather and analyse when we make our assessment can be found here.The above scores should be read in conjunction with these explanatory notes.Platforms are awarded a point where there is verifiable evidence to demonstrate that the platform has achieved the relevant threshold. A blank score therefore means that there was no verifiable evidence to award a point.A platform can therefore receive a maximum Fairwork Score of ten points.Fairwork scores are updated on a yearly basis.
An explanation of the conditions that need to be met for a threshold to be achieved can be found here.
Contracts are transparent and fair.
Appeals and communication channels active.
Equity measures and inclusion policies exist.
Ring Twice enforces a minimum pay for its workers and provides guidelines for clients and workers for the reimbursement of material costs.
The terms and conditions of working through Ring Twice were made clear through the platform, transparent and accessible to the worker, and subject to Belgian law.
There was an effective channel through which workers could communicate with the platform (both online and offline). Ring Twice has formalized an appeal process that is available on the website and communicated to workers in case of deactivation.
Ring Twice recently put into place an anti-discrimination policy and communicated this policy to workers.
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