What type of information is requested in the current OFCCP scheduling letter?
The Scheduling Letter is a formal request for the written Affirmative Action Plan(s), which is stated in the cover letter submitted by the Department of Labor, Office of Federal Contract Compliance Programs, and 11 items are contained in the itemized listing. The following information should be submitted:
Establish and monitor the 16 affirmative action steps
1. Narrative for Females and Minorities
2. Narrative for Covered Veterans and Disabled
3. Workforce Analysis or Organizational Unit
4. Job Group Analysis
5. Incumbency vs. Availability
6. Placement Goals
7. Goal Attainment *
8. Collective Bargaining Agreement, if applicable
9. EEO-1 reports for the past three years
10. Applicant, hire, promotion and termination counts for plan period *
11. Compensation information
*If the contractor is six months or more into the current Affirmative Action Plan (AAP) at the time of receiving the scheduling letter, additional reports reflecting at least six months into the new AAP plan period are requested.
What Additional Information Has Been Requested Recently by the OFCCP?
Always keep in mind that it depends where in the United States you are located, because each office requests different information. As a matter of fact, you can have different requests within the same office depending on the compliance officer conducting the review.
It has become common practice for contractors to receive a follow-up letter or email requesting additional information as part of the desk audit review. This may include a request for the following:
1.FMLA policy or maternity leave policy
2.List of any employees who requested maternity leave, date leave started and ended, job title prior to and upon return from leave, and pay prior to and upon return
3.List of religious accommodation requests and results of such requests. Policy on national origin and religion.
4.List of disability accommodation request and results of such requests
5.List of recruiting/outreach sources with contact information (specifically identifying veteran and disability outreach documentation)
6.Past two years VETS-100/VETS-100A reports
7.Additional information regarding compensation:
a.Time in current job title
b.Original hire date
c.Performance evaluation information for the past three years
d.Department, including department supervisor
e.Shift differential, if applicable
f.Part-time/full-time status, and if part time, how many hours worked
g.Location where the employee works
h.Manager
i.Education and previous related experience
j.Certifications, if applicable
k.Exempt/non-exempt status
8.Reasons for termination (including all terminations, voluntary and involuntary) – many times asking for termination policy and procedures
9.Copy of job application
10.Copy of self-identification form for race/ethnicity and gender pre-offer, and copy of post- offer self identification for veteran and disability status
11Copy of job advertisements/job postings, checking for EEO Tag line
12.Proof that all jobs were posted with the local state employment centers