Crops & Sugar Beet Standards
PERSONNEL Version 5.1 (modified)
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Key – Those standards which have greater significance (all other standards are normal)
Recommendation – Those which do not affect certification
New – A completely new standard which the member must now adhere to
Revised – A standard that has changed and requires the member to take some different or additional action to before
Upgraded – The standard has been upgraded to a Key standard or from a Recommendation to a full standard
Appendix – Referenced in ‘How you will be measured’. Indicates that additional information is provided in the Appendices, which are available at the end of each section.
CR.PL.1 Key
Systems must be in place to ensure all personnel are effectively trained and deemed competent to carry out the activities they are required to do
How you will be measured
CR.PL.1.a
CR.PL.2
Records of training must be kept
How you will be measured
CR.PL.2.a
CR.PL.2.c
Training Record
CR.PL.4
Where labour providers are used, they are licensed and a documented agreement is in place
How you will be measured
CR.PL.4.a
CR.PL.4.b
CR.PL.4.c
Service level agreement
CR.PL.5
Written Health and Safety Policy in place
How you will be measured
CR.PL.5.b
CR.PL.5.c
Health & Safety Policy
Guidance on legal requirements for management of Health and Safety is available through the HSE website: https://www.hse.gov.uk/simple-health-safety/index.htm
More Standards
Download Crops and Sugar Beet Standards Manual
Download the changes to the Crops and Sugar Beet Standards from 1 February 2025
- PL.4 – The GLAA defines specific circumstances which re excluded from the licensing requirements – refer to GLAA website for further information. This standard does not apply where workers are supplied outside of the scope of licensing requirements.
- PL.5 – Definition of worker: https://www.gov.uk/employment-status
A person is generally classed as a ‘worker’ if:
– they have a contract or other arrangement to do work or services personally for a reward (your contract doesn’t have to be written)
– their reward is for money or a benefit in kind, for example the promise of a contract or future work
– they only have a limited right to send someone else to do the work (subcontract)
– they have to turn up for work even if they don’t want to
– their employer has to have work for them to do as long as the contract or arrangement lasts
– they aren’t doing the work as part of their own limited company in an arrangement where the ‘employer’ is actually a customer or client
