Vigilant Blog

News, trends and analysis in employment law, HR, safety & workers' comp

Feb 27, 2018

Federal contractors: New corporate scheduling announcement letters released for 2018

Affirmative Action 

Federal contractors, watch your mailbox for a corporate scheduling announcement letter from the Office of Federal Contract Compliance Programs (OFCCP). According to the agency’s website, 1,000 letters were mailed on February 1, 2018. The letters are a courtesy notice that a facility has been selected for an affirmative action audit to occur sometime in the near future. The agency will begin at the top of the list and work its way down. The first actual scheduling letters will be mailed on March 19, 2018. In this latest release, the OFCCP announced that no employer will have more than 10 establishments on the list. Also, the list doesn’t contain any establishments with an OFCCP audit that closed in the last five years.
Tips for Federal Contractors: Sometimes these letters aren’t routed to Human Resources, and they languish on the desk of managers who have no idea of their importance. Train anyone assigned to distribute or open mail at your location to pay special attention if the return address on an envelope is from the U.S. Department of Labor. The corporate scheduling announcement letter (CSAL) is an important heads-up that an OFCCP compliance review is coming your way, so you have as much time as possible to prepare. Once you receive the actual scheduling letter, you have only 30 days to gather all of the required reports and information. If you use Vigilant to prepare your affirmative action plans, contact your affirmative action representative immediately if you receive a CSAL or a scheduling letter. For Vigilant members, our flat annual affirmative action fee includes all telephone and email assistance during OFCCP audits. For nonmembers, an hourly rate applies. For more information, learn more about our affirmative action services.

This website presents general information in nontechnical language. This information is not legal advice. Before applying this information to a specific management decision, consult legal counsel.