Fair pay for all required work
We document a relevant local living-wage benchmark or applicable collective agreement. Onboarding, training, calibration, review time, meetings and other required work are included—not treated as unpaid overhead.
Responsible Annotation Standard
Responsible work is part of reliable data operations.
Grasp works through managed in-house teams and vetted partners, with named accountability instead of anonymous handoffs. Stable teams, paid training and clear ownership retain project knowledge, reduce avoidable rework and make both delivery and cost more predictable.
Our five commitments
Fair conditions
Workloads, schedules and performance expectations must be compatible with health and safety. Workers receive the information, equipment and support needed to do the job, including safeguards for distressing material.
Clear contracts
Terms are provided in understandable language before work starts. They cover pay, hours, expected tasks, privacy, monitoring, intellectual property, termination and routes for raising concerns.
Fair management
Quality decisions are explainable. Workers can ask for human review and appeal decisions without retaliation. We prohibit discrimination and require proportionate, privacy-respecting monitoring.
Worker voice
Workers can raise issues individually or collectively, elect representatives where applicable, and exercise lawful freedom of association. Grievance channels must reach a responsible human.
Partner accountability
Vetted does not mean set-and-forget.
Partners remain accountable through the life of the engagement. We use the phrase “certified partner” only where a specific, current certification has been documented and verified.
- Due diligence before production work is assigned
- Disclosure of subcontractors and work locations
- Annual attestation against this standard
- Evidence requests and risk-based review
- Documented corrective actions with deadlines
- Suspension when material breaches remain unresolved
How this works in practice
Evidence, escalation and improvement.
Fair work and commercial discipline reinforce each other. Clear specifications, supported teams and transparent quality decisions help resolve ambiguity early instead of passing its cost into review and rework.
For each work location, we record the compensation benchmark, contractual model and responsible manager. Project planning includes all required work, not only completed labels.
Workers receive a human grievance and appeal path. Material concerns are documented, investigated and tracked to resolution. Unresolved breaches can pause or end partner work.
This standard is informed by the Fairwork Cloudwork Principles. It is an operating commitment, not a claim of Fairwork endorsement or certification.