The Office of Federal Contract Compliance Programs has mailed Corporate Scheduling Announcement Letters (“CSALs”) to individual establishments identified for upcoming compliance reviews. The March 27, 2013, mailing is the Agency’s second wave of letters — the first was sent on November 14, 2012 (see our article, OFCCP Issues Large Wave of Advance Scheduling Notification Letters to Corporations Identified for Compliance Reviews).
The CSALs provide employers with advance notice of the locations targeted for OFCCP audit. The CSAL does not initiate an audit and will be followed by a “scheduling letter.” The scheduling letter is a standardized information request. Contractors must provide their affirmative action plan to OFCCP within 30 days of receiving a scheduling letter.
CSALs were sent directly to the facility to be audited, and, consistent with the last round of CSALs, notifications were to be sent to every facility slated for audit. The CSALs are addressed simply to “Human Resources Director” and were mailed via regular U.S. mail. Thus, it is imperative that employers notify field personnel about this mailing and instruct them to forward the letters immediately to the responsible corporate official.
This new round of CSALs does not supersede the November 14th letters – if any of your facilities were identified in either round of CSALs, OFCCP likely will audit that facility before the end of its fiscal year (September 30, 2013).
If you receive a CSAL, have questions about the latest round of CSALs, or any other OFCCP matter, please contact the Jackson Lewis attorney with whom you regularly work. Please visit our new blog at Affirmative Action & OFCCP Law Advisor.
©2013 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.
Focused on labor and employment law since 1958, Jackson Lewis P.C.'s 950+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged, stable and diverse, and share our clients' goals to emphasize inclusivity and respect for the contribution of every employee. For more information, visit https://www.jacksonlewis.com.
