Language:

getTOD ( South Africa )

Icon for Fair Pay

Principle 1: Fair Pay

Guarantees workers earn at least the local minimum wage after costs (one point)

Guarantees workers earn at least a local living wage after costs (one additional point)
2
Icon for Fair Conditions

Principle 2: Fair Conditions

Mitigates task-specific risks (one point)

Actively improves working conditions (one additional point)
2
Icon for Fair Contracts

Principle 3: Fair Contracts

Provides clear and transparent terms and conditions (one point)

Does not impose unfair contract terms (one additional point)
2
Icon for Fair Management

Principle 4: Fair Management

Provides due process for decisions affecting workers (one point)

Prevents discrimination and promotes equity (one additional point)
2
Icon for Fair Representation

Principle 5: Fair Representation

Includes freedom of association and worker voice mechanisms (one point)
Ring

Recognises collective body that can undertake collective representation and bargaining (one additional point)

1

Notes

The Fairwork Scoring System entails that each Fairwork Principle is divided into two thresholds. Accordingly, for each Principle, the scoring system allows one ‘basic point’ to be awarded corresponding to the first threshold, and an additional ‘advanced point’ to be awarded corresponding to the second threshold. The advanced point under each Principle can only be awarded if the basic point for that Principle has been awarded. The thresholds specify the evidence required for a platform to receive a given point.

Platforms are only awarded a point when there is evidence to show that the platform fulfils the threshold set in a Principle. As such, a 0 score means either there was no verifiable evidence to award a point or the platform failed to fulfil the given threshold. A platform can therefore receive a maximum Fairwork Score of ten points. Fairwork scores are updated on a yearly basis.

Find out more about the principles used to calculate this score.


1.1

The platform guaranteed workers a living wage after costs.
1.2

The platform guaranteed workers a living wage after costs.
2.1

There was a documented policy to protect workers from task-specific risks, including insurance and the provision of protective equipment workers, as well as having a comprehensive COVID response.
2.2

getTOD actively improved working conditions by launching an upskilling initiatives to promote worker qualifications.
3.1

Terms and conditions were clear, transparent and accessible to the worker, and subject to South African law.
3.2

The contract did not impose unfair terms which limit the platform’s liability or workers’ reasonable legal recourse.
4.1

There was a transparent communications process, including for workers to understand and appeal disciplinary decisions.
4.2

GetTOD had a comprehensive equality, inclusion and diversity strategy.
5.1

getTOD actively engages with workers’ associations and supports freedom of association and the expression of collective worker voice.
Icon for Fair Pay

Principle 1: Fair Pay

Guarantees workers earn at least the local minimum wage (one point)

Guarantees workers earn the minimum wage plus costs (one additional point)
2
Icon for Fair Conditions

Principle 2: Fair Conditions

Mitigates task-specific risks (one point)
Ring

Actively improves working conditions (one additional point)

1
Icon for Fair Contracts

Principle 3: Fair Contracts

Clear terms and conditions are available (one point)

The contract genuinely reflects the nature of the employment relationship (one additional point)
2
Icon for Fair Management

Principle 4: Fair Management

There is due process for decisions affecting workers (one point)
Ring

There is equity in the management process (one additional point)

1
Icon for Fair Representation

Principle 5: Fair Representation

There are worker voice mechanisms and freedom of association (one point)

There is a collective body of workers that is recognised, and that can undertake collective representation and bargaining (one additional point)
2

Notes

The Fairwork Scoring System entails that each Fairwork Principle is divided into two thresholds. Accordingly, for each Principle, the scoring system allows one ‘basic point’ to be awarded corresponding to the first threshold, and an additional ‘advanced point’ to be awarded corresponding to the second threshold. The advanced point under each Principle can only be awarded if the basic point for that Principle has been awarded. The thresholds specify the evidence required for a platform to receive a given point.

Platforms are only awarded a point when there is evidence to show that the platform fulfils the threshold set in a Principle. As such, a 0 score means either there was no verifiable evidence to award a point or the platform failed to fulfil the given threshold. A platform can therefore receive a maximum Fairwork Score of ten points. Fairwork scores are updated on a yearly basis.

Find out more about the principles used to calculate this score.


1.1

Workers are paid above minimum wage, and GetTOD has committed to paying above the living wage.
1.2

Workers are paid above minimum wage after costs, and GetTOD has committed to paying above the living wage.

2.1

Basic measures are in place to mitigate task specific risks, including sharing of on-the-job risks.

3.1

The terms and conditions are clear and continually accessible to workers.
3.2

There is clear evidence that the contract genuinely reflects the nature of the employment relationship.
4.1

There is due process for decisions affecting workers, provided in GetTOD’s terms and conditions and through their interface.

5.1

There are mechanisms for the expression of worker voice, including regular forums and meetings, and demonstrated responsiveness to issues raised.

5.2

GetTOD has committed in its terms and conditions to recognise and negotiate with a collective body of workers should one be formed.