Search form

OFCCP Releases Corporate Scheduling Announcement List, Audits Coming Soon

By Laura A. Mitchell and James D. Mackey
  • March 27, 2019

The Office of Federal Contract Compliance Programs (OFCCP) has publicly released its first Corporate Scheduling Announcement List (CSAL) of 2019 on its website on March 25. There are 3,500 establishments on this CSAL. The CSAL advises employers of the company locations targeted for OFCCP audits of their Affirmative Action Program (AAP).

Departing from previous practice, OFCCP will not send notification letters directly to federal contractors. Instead, the agency should have provided email notices to all contractors who have subscribed to OFCCP’s email updates.

While the CSAL does not guarantee an audit or initiate the beginning of an OFCCP audit, OFCCP may begin issuing Scheduling Letters (the official notice of a compliance review and the beginning of the 30-day deadline to submit AAPs) after 45 days.

After scheduling just 1,700 compliance reviews in 2018, OFCCP appears ready to accelerate the pace, selecting 3,500 establishments subject to review in 2019. Included in these reviews are:

  • 1,208 unique companies
  • 2,345 Establishment Compliance Reviews
  • 500 Compliance Checks
  • 500 Section 503 Focused Reviews
  • 83 CMCEs
  • 72 FAAP functional units


In keeping with OFCCP Director Craig Leen’s pledge for increased transparency, the agency has published a complete explanation of its scheduling methodology.

In addition, employers are awaiting OFCCP’s first round of Section 503 Focused Reviews (unveiled in OFCCP Directive 2018-04), which are truncated compliance assessments that specifically evaluate affirmative action obligations for individuals with disabilities.

Now is the time for employers to check whether their location is listed on the CSAL. Please contact the Jackson Lewis Affirmative Action Compliance and OFCCP Defense practice for additional guidance on the CSAL, obligations under the OFCCP’s new 2018 Directives, or preparation of affirmative action plans.

Stay tuned for our webinar where we will provide insights and practical tips to help get ready for an upcoming OFCCP audit.

©2019 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Reproduction of this material in whole or in part is prohibited without the express prior written consent of Jackson Lewis P.C., a law firm with more than 900 attorneys in major cities nationwide serving clients across a wide range of practices and industries. Having built its reputation on providing premier workplace law representation to management, the firm has grown to include leading practices in the areas of government relations, healthcare and sports law. For more information, visit www.jacksonlewis.com.

See AllRelated Articles You May Like

April 4, 2019

EEOC Provides Update on EEO-1 Pay Data Reporting Plans

April 4, 2019

September 30, 2019, is the earliest the Equal Employment Opportunity Commission (EEOC) could collect pay data from employers in the EEO-1 report, the agency advised the federal district court in the District of Columbia on April 3, 2019. National Women’s Law Center et al. v. Office of Management and Budget et al., No. 17-2458. The... Read More

January 7, 2019

2019: The Year Ahead for Employers

January 7, 2019

Over the past year, state and local governments responded in a variety of ways to national policy, and the midterm elections painted a picture of what’s in store for employers in 2019 and beyond. Jackson Lewis’ annual report outlines upcoming issues, trends, legislation and regulations employers need to be aware of in the coming year... Read More

April 24, 2018

New Jersey Governor Signs Pay Equity Bill into Law

April 24, 2018

New Jersey’s Diane B. Allen Equal Pay Act will take effect on July 1, 2018. The new law contains sweeping changes to the New Jersey Law Against Discrimination (LAD), such as a prohibition against discrimination with respect to compensation or financial terms of employment, a six-year statute of limitations, and treble damages for... Read More