The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has released its Corporate Scheduling Announcement List (CSAL) for the 2025 fiscal year. Included in the list are roughly 2,000 federal contractor and subcontractor establishments that will be audited by the OFCCP.
Of the 2,004 total audits, there will be 1,881 establishment reviews, 61 corporate management compliance evaluations (CMCE), 49 functional affirmative action plans (FAAP), and 13 university reviews.
What Is CSAL?
The CSAL is a courtesy notification to contractors selected to undergo a compliance evaluation. The review will start once the establishment receives OFCCP’s Office of Management and Budget (OMB)-approved scheduling letter. The purpose of the CSAL is to:
- Provide the contractor with notice to prepare for the compliance evaluation; and
- Encourage contractors to take advantage of OFCCP compliance assistance offerings.
The CSAL is not required by law, according to the DOL. It is a courtesy notification to a company establishment through which OFCCP offers to provide resources and assistance through the district and regional offices.
OFCCP Pay Transparency Reporting Law Guide
Federal contractors and subcontractors with 50 or more employees that also have contracts of $50,000 or more must develop and maintain a written Affirmative Action Program (AAP) and are subject to OFCCP audits. Companies operating at multiple sites are required to create AAPs for each location, facility, or establishment that has 50 or more employees.
The Scheduling Letter is the OMB-approved letter sent to an establishment to start the compliance evaluation process and request submission of the contractor’s affirmative action program(s) and the supporting data.
The OFCCP provided a breakdown of the methodology it used to create its scheduling list.
Prepare for Your Audit
Employers named in the CSAL list should begin preparing for the audit as soon as possible, as the full establishment reviews are comprehensive and far-reaching. Non-compliance may result in a number of enforcement actions, including the termination of federal contracts.
If you are an organization listed, leverage Trusaic’s Workplace Equity Product Suite to ensure you are in compliance. You can utilize our pay equity software PayParity® to conduct a true intersectional pay equity analysis across your contractor workforce. You will be able to identify the root causes of pay inequities so can make pay adjustments as needed.
Further, to ensure compliance with the OFCCP’s equal employment opportunity standard, leverage OpportunityParity™. This tool offers a complete solution for pinpointing and remedying equity concerns in your organization’s hiring, promotion, and retention processes.
The software was conceived by drawing from directives like the OFCCP’s. It allows you to effectively analyze both the raw gap and unexplained disparities in promotion and hiring by considering influential factors and their impact.
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