A labour inspector must request and obtain a written undertaking from a designated employer to comply with paragraphs (a) to (j) within a specified period, if the inspector has reasonable grounds to believe that the employer has failed to-
a) consult with employees as required by section 16;
b) conduct an analysis as required by section 19;
c) prepare an employment equity plan as required by section 20;
d) implement its employment equity plan;
e) submit an annual report as required by section 21;
f) publish its report as required by section 22;
g) prepare a successive employment equity plan as required by section 23;
h) assign responsibility to one or more senior managers as required by section 24;
i) inform its employees as required by section 25; or
j) keep records as required by section 26.