OFCCP’s website has been updated to reflect that the Agency placed 1,000 Corporate Scheduling Announcement letters in the mail on February 1, 2018.  We have seen one of the letters – it is dated January 31, 2018, signed by new OFCCP Director Ondray Harris, and addressed generically to the “Human Resources Director.”  OFCCP last issued CSALs around this same time a year ago.

The website notes scheduling letters will go out starting March 19, 2018.

In a change from past practices, OFCCP says:

  • No more than 10 establishments of a single contractor are placed on the scheduling list.
  • No more than four establishments of a single contractor are placed on the scheduling list for a single district office.
  • No establishment with an audit closed in the last five years is placed on the scheduling list.

Unlike last year, the website does not provide details about the industries or the distinct number of companies notified.

As in the past, we urge you to notify your facilities to be on the lookout for one of these letters and to forward it to the proper personnel immediately so you can start preparations now for the impending audit.  As we like to say, there is nothing better than the gift of time, so make sure you take advantage of it.  Of course (and perhaps even more importantly), all facilities should also be on the lookout in March for the actual scheduling letter which will start the clock ticking on the 30 day response deadline.

We will update with any additional details as they become available.

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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.