OFCCP Sends Corporate Scheduling Announcement Letter (CSAL)

The OFCCP (Office of Federal Contract Compliance Programs) has once again sent out the CSAL (Corporate Scheduling Announcement Letter) to Federal Contractors. The CSAL gives Federal contractors advance notice that their facilities have been placed on an audit list and will most likely be audited within the coming weeks.

CSAL Sample (December 2011): http://www.dol.gov/ofccp/regs/compliance/CSAL_Letter_21DEC11.pdf

What should you do if you receive a CSAL? Get assistance immediatly!

Find a consultant with an excellent track record of helping clients successfully navigate through audits. Your AAP needs to be "audit ready" and you need to be prepared to address problem areas within your AAP prior to delivering your AAP to the OFCCP.

Remember, the OFCCP is particularly interested in the following:

1. Adverse Impact in Applicants vs. Hires
2. Validation studies/reports of pre-employment tests
3. Pay disparity where differences in pay exceed $2,000 and 2%

Please note: If you have calendar AAPs you are particularly vulnerable because your AAP may not be complete prior to receiving an audit letter. And, if you write fiscal AAPs and you are six months into your AAP year you will be required to submit up-to-date data along with your AAP.

Voluntary Use of Race to Achieve Diversity in Postsecondary Education

The New York Times, and several other Associated Press publications, recently wrote about the Obama administration’s 10-page guideline that essentially "throws out" the Bush-era interpretation of a Supreme Court ruling that limited affirmative action in admissions. The new guideline provides Postsecondary Education with practical remedies to achieving diversity among their student population. See below to read the full New York Times article.

By: SAM DILLON
Published: December 2, 2011
http://www.nytimes.com/2011/12/03/education/us-urges-campus-creativity-to-gain-diversity.html

"The new guidelines issued by the Departments of Justice and Education replaced a 2008 document that essentially warned colleges and universities against considering race at all. Instead, the guidelines focus on the wiggle room in the court decisions involving the University of Michigan, suggesting that institutions use other criteria — students’ socioeconomic profiles, residential instability, the hardships they have overcome — that are often proxies for race. Schools could even grant preferences to students from certain schools selected for, among other things, their racial composition, the new document says."

Read the 10-page Guidance on the Voluntary Use of Race to Achieve Diversity in Postsecondary Education (http://www.justice.gov/crt/about/edu/documents/guidancepost.pdf)

Secrets of Affirmative Action Compliance

2012 is just around the corner now. HR Managers, this is the perfect time to consider the changes in the EEO industry and how they relate to your 2012 Affirmative Action planning. With this in mind, we’d like to share a valuable resource with you from William Truesdell.

During December only, you can get Secrets of Affirmative Action Compliance (9th Edition) by William Truesdell, SPHR for only $49.98 … a 60% SAVINGS!

This special price is available only through
the Management Advantage HR Web Store.

Visit http://www.management-advantage.com/products/AAP9.htm and enter the code “Secrets-of-AAP” (without the quotes) at checkout to receive your 60% discount.

Each book hardcopy includes a CD-ROM containing the Secrets of Affirmative Action Compliance (9th Edition) in e-book format ( PDF) along with the following documents:

Samples of Government Forms

• EEO-1 Form + Instructions
• EEO-3 Form + Instructions
• EEO-4 Form + Instructions
• EEO-5 Form + Instructions
• Corporate Scheduling Announcement Letter (CSAL)
• Standard Compliance Review Report (SCRR)
• VETS-100 Report + Instructions
• VETS-100A Report + Instructions

Excel Templates

• Job Applicant Log
• New Hire Log
• Promotion/Transfer Log
• Termination Log

Sample Letters

• Annual Letter to Vendors
• Response to Customer Demand for EEO Certification

Visit the Management Advantage HR Web Store to take advantage of their December only special. Purchasing Secrets of Affirmative Action Compliance (9th Edition) by William Truesdell, SPHR now could save you both time and money in the New Year.

Webinar: OFCCP Proposed Section 503 Regulation Revisions

The OFCCP is answering the call from the contracting community and will be conducting a webinar to review their Notice of Proposed Rule Making (NPRM) published on December 9, 2011 covering Section 503 Regulation Revisions. The following was provided by the OFCCP.

Space is limited. Reserve your webinar seat now at:

https://www1.gotomeeting.com/register/363191569

Attend the webinar to review the Proposed Section 503 Regulation Revisions. This will be an informational session on the Notice of Proposed Rule Making (NPRM) published on December 9, 2011. During the presentation Policy Branch Chief Naomi Levin will review the highlights of the NPRM and tell you how you provide comments on the proposed rule.

Ms. Levin joined the Department of Labor in May of 2008, after more than 20 years as a Senior Attorney at EEOC. Her accomplishments at EEOC include co-authoring the Commission’s original ADA regulations, conducting numerous ADA and Rehabilitation Act trainings around the country, and serving as a Special Assistant and advisor to two EEOC Commissioners.

Title: OFCCP Proposed Section 503 Regulation Revisions

Date: Tuesday, December 20, 2011

Time: 2:00 PM - 3:30 PM EST

After registering you will receive a confirmation email containing information about joining the webinar.

Census 2010: December Update to Census / SOC Crosswalk File

Three (3) more changes to the ACS 2006-2010 Special EEO File crosswalk table were recently received in an e-mail from the EEOC. The three changes were in the assignment of Census/SOC occupations into the EEO-1 (9) and EEO (14) categories.

The final version is due to be released in December 2012.

DOL Pressing for More Employment Opportunities for Individuals with Disabilities

The Department of Labor, through the Office of Federal Contract Compliance Programs, continues to press for more employment opportunities for individuals with disabilities.

“The U.S. Department of Labor is proposing a new rule that would require federal contractors and subcontractors to set a hiring goal of having 7 percent of their workforces be people with disabilities, among other requirements. The department's Office of Federal Contract Compliance Programs invites public comment on this proposal, which will be published in the Dec. 9 edition of the Federal Register.

“OFCCP's proposed rule would strengthen the affirmative action requirements established in Section 503 of the Rehabilitation Act of 1973 obligating federal contractors and subcontractors to ensure equal employment opportunities for qualified workers with disabilities. The proposed regulatory changes detail specific actions contractors must take in the areas of recruitment, training, record keeping and policy dissemination — similar to those that have long been required to promote workplace equality for women and minorities. In addition, the rule would clarify OFCCP's expectations for contractors by providing specific guidance on how to comply with the law.”

Click here to read the full press release:

http://www.dol.gov/opa/media/press/ofccp/OFCCP20111614.htm