Florverde’s Participants and Certified farms are continually striving to meet the new level 3 and 4 qualifications. Approximately every two years, Florverde officially changes the requirements for level 1 and 2 based on new level 3 and 4 parameters adopted from the achievement benchmarks. After the adoption of new level 1 and 2 qualifications, new level 3 and 4 achievement benchmarks are sought, so that Florverde is constantly striving to improve the program to “raise the bar” for its participants.

Formal Florverde Certification Process: A farm must first submit an application to participate in the Florverde program. Once the application is accepted, Asocolflores personnel and auditors (including a business administrator, agricultural engineer, entomologist and an environmental engineer) work with the farm to assist it in meeting the existing level 1 and 2 requirements by visiting the farm, interviewing employees and inspecting work areas to officially qualify a farm as a “Participant.”

After achieving levels 1 and 2, Asocolflores’ auditors declare the farm ready for the formal certification inspection. The Societé General de Surveillance (SGS) conducts this official inspection by sending three auditors to the farm, where they spend one and a half days inspecting compliance with the social and environmental requirements of Florverde. If a farm does not comply with a certain level 1 and 2 requirement, SGS will decide whether to give the farm more time to comply or withdraw its certification, depending on the commitment and date planned to achieve the requirement.

Once a farm has been certified by SGS, SGS will re-inspect the farms on an annual basis and Asocolflores’ auditors will visit the farm twice a year to ensure the farm maintains the requirements and standards of the Florverde program. If a farm is having problems with any particular requirement, Asocolflores will work with the farm and develop a program to overcome the weakness. Also, the farm will be given additional assistance by Asocolflores personnel (through visits to guide compliance and a variety of education programs) to help it achieve the new level 3 and 4 achievement benchmarks and comply with all level 1 and 2 requirements.

Worker Health/Treatment/Social Issues
Florverde assures the optimal management of human resources, thus contributing to the profitability of the participating farm. Florverde worker health/treatment/social issue facts:
Workers encounter fair treatment, equal opportunity and participation, including:
* Recruitment – Florverde promotes good management practices of employees. Since the moment they are hired to work for the farm, they are given full training about their job and the farm itself. Health exams are also conducted upon hire.
* Payments – Florverde checks and promotes that a worker receives their payments on time and is in compliant of legal parameters. Payments related to holidays, maternity leave, social security (health, pension, workers compensation, etc.) are also checked.
* Services, claims and information for employees – Florverde promotes that farms keep workers informed on different issues of the company, such as risks, health programs, etc. Procedures are established so workers can communicate with administration about their needs.
* Information and file generation – A formal filing system of all employee information is in place, including health and family information, beginning with the day they are hired.
* General administration issues – Florverde promotes good management practices for farms according to their mission statement. Responsibilities must be organized between workers and job profiles. (This refers to organization improvement).

Workers find safety and protection through the harmonious relationships between people, the environment, equipment, materials and infrastructure. It covers:
* Preventative medicine – Preventative medicine refers to activities in order to avoid injuries or health problems. Such activities include routine work exercises that prevent damage to the body (i.e. hands or back) when working with flowers. It also includes the goal of using less pesticides, so that the risk is reduced at the source.
* On-the-job health care – Each farm provides doctors and medical exams for employees at the farm. Exams are given once a year for all employees except those who work with chemicals/pesticides. Those workers who handle chemicals/pesticides will receive medical exams on a more frequent basis.
* Hygiene and industrial safety – Diagnosis of risks and preventative actions to avoid accidents.
* Occupational health committees – Workers and administration participate in committees to identify health risks at work, and define action plans in order to avoid the risks.
* General welfare – Based on a diagnosis of worker needs, a program is designed to address issues, including housing, day care, conflict management training, etc.

Continuing educational programs provide workers with an opportunity for professional and personal growth. Training includes:
* Diagnosis of needs – Workers are trained on job-specific issues, as well as issues related to family welfare, based on a diagnosis of needs.
* Action plans – From the diagnosis of an employee’s needs, action plans are made.
* Program design and development – Follow up to training programs are checked.
* Training evaluation – Every training activity is evaluated for quality to assure goals have been pursued and/or reached.
* Evaluation of professional and personal growth – Training programs address not only job needs and goals but personal ones as well.

Other worker health/treatment/social issue information:
* Over 50% of Colombian flower industry workers belong to a union (when combined with the “pactos colectivos” or Collective Bargaining System), compared to only 4.82% of the public sector workers. (Source: National Trade Union School, 2002)
* No company affiliated with Asocolflores has employees under the age of 18. (Source: National Center for Studies for Construction – CENAC)
* The Colombian flower industry is made up of 65% women and 35% men.
* The age range of the Colombian flower industry is: 18-25 years, 5.35%; 19-29 years, 19.25%; 30-39 years, 38%; 40+, 37.4%.
* Women who have or wish to have children are not discriminated against. Pregnancy tests are not required before hiring.
* Working mothers have special programs, such as company- and government-supported daycare, so that their children are securely cared for and nourished.
* Workers benefit from stable jobs, above average pay (1.5 times minimum wage requirements) and extended benefits, including medical/dental assistance, pensions, childcare and transportation services. (Source: International Labor Organization)
* The Colombian flower industry pays the highest wages in the agricultural sector in the Savanna, where 85% of the Colombian flowers are grown.
(Sources not listed from Asocolflores)

Other pesticide/chemical usage information:
* Only products that are registered for use in the United States (by the EPA) and registered with the Colombia Agricultural Institute and licensed by the Ministry of Health may be applied to flowers in Colombia.
* Colombia has clear and stringent laws on agrochemical products and promotes safe practices in the handling/application of pest control products.
* By law, women are not allowed to apply or handle pesticides/chemicals; the job is strictly delegated to specially trained and geared men and no one is permitted in the area of the application.
* Frequency of health problems among flower growers who handle pesticides is no higher than for those workers who are not exposed. (Source: Colombian Social Security Institute/National Institute of Health)
* The Colombian flower industry continues to be an active participant in programs oriented towards improving the health of workers and decreasing occupational risks.
(Sources not listed from Asocolflores)