wage assignment indiana

Indiana Code - Labor and Safety - Title 22, Section 22-2-6-2

Assignment of wages; requisites

Sec. 2. (a) Any assignment of the wages of an employee is valid only if all of the following conditions are satisfied: (1) The assignment is: (A) in writing; (B) signed by the employee personally; (C) by its terms revocable at any time by the employee upon written notice to the employer; and (D) agreed to in writing by the employer. (2) An executed copy of the assignment is delivered to the employer within ten (10) days after its execution. (3) The assignment is made for a purpose described in subsection (b). (b) A wage assignment under this section may be made for the purpose of paying any of the following: (1) Premium on a policy of insurance obtained for the employee by the employer. (2) Pledge or contribution of the employee to a charitable or nonprofit organization. (3) Purchase price of bonds or securities, issued or guaranteed by the United States. (4) Purchase price of shares of stock, or fractional interests therein, of the employing company, or of a company owning the majority of the issued and outstanding stock of the employing company, whether purchased from such company, in the open market or otherwise. However, if such shares are to be purchased on installments pursuant to a written purchase agreement, the employee has the right under the purchase agreement at any time before completing purchase of such shares to cancel said agreement and to have repaid promptly the amount of all installment payments which theretofore have been made. (5) Dues to become owing by the employee to a labor organization of which the employee is a member. (6) Purchase price of merchandise sold by the employer to the

employee, at the written request of the employee. (7) Amount of a loan made to the employee by the employer and evidenced by a written instrument executed by the employee subject to the amount limits set forth in section 4(c) of this chapter. (8) Contributions, assessments, or dues of the employee to a hospital service or a surgical or medical expense plan or to an employees' association, trust, or plan existing for the purpose of paying pensions or other benefits to said employee or to others designated by the employee. (9) Payment to any credit union, nonprofit organizations, or associations of employees of such employer organized under any law of this state or of the United States. (10) Payment to any person or organization regulated under the Uniform Consumer Credit Code (IC 24-4.5) for deposit or credit to the employee's account by electronic transfer or as otherwise designated by the employee. (11) Premiums on policies of insurance and annuities purchased by the employee on the employee's life. (12) The purchase price of shares or fractional interest in shares in one (1) or more mutual funds. (13) A judgment owed by the employee if the payment: (A) is made in accordance with an agreement between the employee and the creditor; and (B) is not a garnishment under IC 34-25-3. (Formerly: Acts 1945, c.183, s.2; Acts 1947, c.330, s.1; Acts 1963, c.148, s.1; Acts 1975, P.L.251, SEC.1.) As amended by P.L.143-1988, SEC.3; P.L.115-1994, SEC.1; P.L.83-2001, SEC.1.

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• Procedures Manual

Wage Assignments

Official Procedure Last Change July 6, 2015

General Information

• A Wage Assignment is an order directing a Debtor’s employer to remit plan payments to the trustee.
• The Southern District of Indiana does not require a motion to be filed in order to institute or terminate a wage assignment. Instead, the filing party should simply  upload a proposed Wage Assignment Order or Order Terminating Wage Assignment .
• A new order must be uploaded whenever the Debtor’s employer or plan payment changes.

Filing requirements

• The Debtor(s) complete social security number must not be shown on the order.
• New wage assignments : The order should state (1) the name of the employer; (2) the amount and frequency of the payment; and (3) for a joint case, the name of the debtor to whom the order applies.
• Amended wage assignments : The name of the employer must match that shown on the original wage assignment. If the employer has changed, a new wage assignment must be used, and an order terminating the old wage assignment uploaded.
• Orders terminating wage assignments : The name of the employer must be stated and, for a joint case, the name of the debtor to whom the order applies.

Step-by-Step Instructions

View instructions for uploading an order .

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Changes to Indiana’s Wage Statutes Welcomed by Employers

Jun 10, 2015

Categories:

Publications

Amy S. Wilson Heather L. Wilson

Effective July 1, 2015, Indiana’s laws governing the payment of wages will be amended to minimize employer exposure for violations and expand allowable wage deductions.

The first change affects the damages available for an employer’s failure to pay wages within a required timeframe or when an improper deduction was made from wages. Previously, the wage law provided for an automatic steep penalty to employers for any unpaid wages — the damages accrued at 10% of the unpaid amount due per day, capped at double the amount of the unpaid wages. This was in addition to the original amount of unpaid wages due. This meant that after 10 days had passed since the wages were due, employers faced automatic damages amounting to three times the amount of unpaid wages, plus attorney’s fees and costs. 

Under the new amendments, an employer is still liable for the amount of unpaid wages. The statute also still states that if an employer recovers an amount of unpaid wages, the court shall order as costs a reasonable fee for the plaintiff’s attorney and court costs.  However, liquidated damages are no longer automatic and do not accrue at 10% per day. Liquidated damages are now only awarded if the court determines the employer was not acting in “good faith.” Also, if awarded, liquidated damages are set as two times the amount of wages due the employee.  See Ind. Code § 22-2-5-2. Good faith is not defined by the statute, and it is expected that future court decisions will define that term.

The second set of changes expands the list of wage deductions — called wage assignments in Indiana — that are allowable under Indiana law. To be lawful, a wage assignment must be (1) in writing, (2) signed by the employee personally, (3) by its terms revocable at any time by the employee upon written notice to the employer, (4) agreed to in writing by the employer and (5) be one of the listed valid wage assignments found in Ind. Code § 22-2-6-2. The new amendments [in bold below] add the following as valid wage assignments:

• The purchase price of merchandise, goods, or food offered by the employer and sold to the employee, for the employee’s benefit, use, or consumption , at the written request of the employer;
• The purchase of uniforms and equipment necessary for the job (subject to a cap of the lesser of $2,500 per year or 5% of the employee’s weekly disposable earnings);
• Reimbursement of education or employee skills training costs (unless the education or training were provided, in whole or in part, through an economic development incentive from a federal, state, or local program); and
• An advance for payroll or vacation pay.

Finally, the law now caps the interest an employer may charge an employee for amounts loaned or advanced to the employee and repaid through a wage assignment at 4% above the prime interest rate.

Frost Brown Todd would like to thank the Indiana Chamber of Commerce for its role in working to achieve these positive changes for Indiana employers. 

For more information on the wage statute amendments, please contact Heather Wilson or Amy Wilson , or any other attorney in the Frost Brown Todd Labor and Employment practice group .

Before you send us any information, know that contacting us does not create an attorney-client relationship. We cannot represent you until we know that doing so will not create a conflict of interest with any existing clients. Therefore, please do not send us any information about any legal matter that involves you unless and until you receive a letter from us in which we agree to represent you (an "engagement letter"). Only after you receive an engagement letter will you be our client and be properly able to exchange information with us. If you understand and agree with the foregoing and you are not our client and will not divulge confidential information to us, you may contact us for general information.

Labor & Employment Law Update

On May, 1, 2019, Indiana Senate Bill 99 was signed into effect amending Indiana’s Wage Assignment Statute. The amendment makes the statute a bit more employer friendly by clarifying that, with proper authorization from the employee, an employer can deduct the cost of rental uniforms from an employee’s wages. Although the legislative intent behind the 2015 amendments to the Act may have been to allow deductions for rental uniforms, prior to the 2019 amendment, the statutory language only allowed employers to deduct wages for purchased uniform costs. In a 2018 case before the U.S. District Court for the Southern District of Indiana, the court found that the statute did not allow for deductions for rental uniforms.   Weil v. Metal Tech. Inc. , 305 F.Supp.3d 948, 957 (2018). With the recent amendment in place, employers can now deduct wages for the cost of uniform rentals as well as uniform purchases.

The new amendment is also retroactive. As a result, the 7 th   Circuit ordered the Judge to revisit her ruling in the   Weil   case which the employer had appealed prior to the amendment on the grounds that the pre-amendment statute allowed wage deductions for uniform rentals.

The 7 th   Circuit Court of Appeals stated that if the amendment never occurred, the court would affirm the decision for the employees.   Weil v. Metal Tech. Inc.,   2019 WL 2281567. But, since the Indiana law now allows for deductions for uniform rentals, the judgment for the employee was vacated and the case was remanded to the district court.   Id   at 1. It is the opinion of the court that the retroactive application of the amendment should apply in this case, but it is leaving that decision for the district court to revisit and decide.   Id   at 3.

The amendment to the Indiana Code has created a more employer friendly wage deduction act. Employers are no longer limited to only recovering costs from employees for uniforms purchased. Employers can now deduct costs from employees for rentals of uniforms, shirts, pants, or other job-related clothing. The amendment also adds clarity to the section authorizing deductions for “equipment” explaining that this includes tools necessary to fulfill the duties of employment. Moreover, because it is retroactive, any deductions made before the amendment went into effect are legalized, as long as the wage assignment was valid. This retroactivity is beneficial for any employer who was deducting costs from employees for the rental of uniforms prior to the amendment and gives a valid defense against an employee seeking to recover deducted wages.

Of course Indiana’s Wage Assignment Statute only applies to Indiana-based employment relationships and still requires written authorization from the employee in a form that strictly adheres to the requirements set forth in the statute. Wage deduction and assignment laws vary greatly by state. Employers should carefully examine local requirements before taking any deductions from employees’ wages.

When employers need assistance with workplace compliance, Sara is their first call. She concentrates her practice on day-to-day employment and labor counseling, immigration workplace enforcement, wage and hour issues and ...

Welcome to the Labor and Employment Law Update where attorneys from Amundsen Davis blog about management side labor and employment issues. 

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What Is Wage Assignment?

Definition and example of wage assignment, how wage assignment works, wage assignment vs. wage garnishment.

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A wage assignment is when creditors can take money directly from an employee’s paycheck to repay a debt.

Key Takeaways

• A wage assignment happens when money is taken from your paycheck by a creditor to repay a debt.
• Unlike a wage garnishment, a wage assignment can take place without a court order, and you have the right to cancel it at any time.
• Creditors can only take a portion of your earnings. The laws in your state will dictate how much of your take-home pay your lender can take.

A wage assignment is a voluntary agreement to let a lender take a portion of your paycheck each month to repay a debt. This process allows lenders to take a portion of your wages without taking you to court first.

Borrowers may agree to allow a lender to use wage assignments, for example, when they take out payday loans . The wage assignment can begin without a court order, although the laws about how much they can take from your paycheck vary by state.

For example, in West Virginia, wage assignments are only valid for one year and must be renewed annually. Creditors can only deduct up to 25% of an employee’s take-home pay, and the remaining 75% is exempt, including for an employee’s final paycheck.

If you agree to a wage assignment, that means you voluntarily agree to have money taken out of your paycheck each month to repay a debt.

State laws govern how soon a wage assignment can take place and how much of your paycheck a lender can take. For example, in Illinois, you must be at least 40 days behind on your loan payments before your lender can start a wage assignment. Under Illinois law, your creditor can only take up to 15% of your paycheck. The wage assignment is valid for up to three years after you signed the agreement.

Your creditor typically will send a Notice of Intent to Assign Wages by certified mail to you and your employer. From there, the creditor will send a demand letter to your employer with the total amount that’s in default.

You have the right to stop a wage assignment at any time, and you aren’t required to provide a reason why. If you don’t want the deduction, you can send your employer and creditor a written notice that you want to stop the wage assignment. You will still owe the money, but your lender must use other methods to collect the funds.

Research the laws in your state to see what percentage of your income your lender can take and for how long the agreement is valid.

Wage assignment and wage garnishment are often used interchangeably, but they aren’t the same thing. The main difference between the two is that wage assignments are voluntary while wage garnishments are involuntary. Here are some key differences:

Once you agree to a wage assignment, your lender can automatically take money from your paycheck. No court order is required first, but since the wage assignment is voluntary, you have the right to cancel it at any point.

Wage garnishments are the results of court orders, no matter whether you agree to them or not. If you want to reverse a wage garnishment, you typically have to go through a legal process to reverse the court judgment.

You can also stop many wage garnishments by filing for bankruptcy. And creditors aren’t usually allowed to garnish income from Social Security, disability, child support , or alimony. Ultimately, the laws in your state will dictate how much of your income you’re able to keep under a wage garnishment.

Creditors can’t garnish all of the money in your paycheck. Federal law limits the amount that can be garnished to 25% of the debtor’s disposable income. State laws may further limit how much of your income lenders can seize.

Illinois Legal Aid Online. “ Understanding Wage Assignment .” Accessed Feb. 8, 2022.

West Virginia Division of Labor. “ Wage Assignments / Authorized Payroll Deductions .” Accessed Feb. 8, 2022.

U.S. Department of Labor. “ Fact Sheet #30: The Federal Wage Garnishment Law, Consumer Credit Protection Act's Title III (CCPA) .” Accessed Feb. 8, 2022.

Sacramento County Public Law Library. “ Exemptions from Enforcement of Judgments in California .” Accessed Feb. 8, 2022.

District Court of Maryland. “ Wage Garnishment .” Accessed Feb. 8, 2022.

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2021 Indiana Code Title 22. Labor and Safety Article 2. Wages, Hours, and Benefits

• Chapter 1. Repealed
• Chapter 2. Minimum Wage
• Chapter 3. Repealed
• Chapter 4. Regulation of Wage Payments
• Chapter 5. Frequency of Wage Payments
• Chapter 6. Wage Deductions
• Chapter 7. Assignment of Wages
• Chapter 8. Deduction From Wage Payments
• Chapter 9. Wage Claims
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Indiana Wage Law Amendments Become Effective on July 1, 2015

Two significant changes to indiana’s wage laws will become effective on wednesday, july 1, 2015..

Two significant changes to Indiana’s wage laws will become effective on Wednesday, July 1, 2015. First, liquidated damages will no longer be mandatory when an employer violates Indiana’s Wage Payment or Wage Claims statutes. Instead, a court must find that the employer was not acting in good faith to award liquidated damages. Second, as long as all other requirements of the Indiana Wage Assignment Statute are met, Indiana employers now will be expressly allowed to make wage deductions for: (a) the sale of goods or food sold to an employee; (b) the purchase price of uniforms and equipment; (c) reimbursements for education or employee skills training; and (d) payroll or vacation pay advances.

House Enrolled Act 1469, which was signed by Governor Mike Pence following the 2015 legislative session, effectuates these changes by amending Indiana Code sections 22-2-5-2 and 22-2-6-2.

Liquidated Damages (I.C. 22-2-5-2)

Currently, employers in Indiana are subject to a mandatory penalty of 10 percent per day for each day the amount of wages due to an employee goes unpaid, up to an amount equal to double the amount of unpaid wages. This law has meant that an employer that did not pay all wages that were owed could be subject to a lawsuit for treble damages for the unpaid amount, even if the employer and the employee had a good faith dispute as to whether anything actually was owed. Moreover, even if the employer paid all the wages owed, but paid them 20 or more days late, the employee still could pursue a lawsuit solely for liquidated damages in an amount equal to twice the amount of the late paid wages. In that situation, the courts have had no discretion, but instead have been required to award the liquidated damages.

As a result of the amendment, liquidated damages no longer are mandatory. The statute now states that if a court finds that an employer “was not acting in good faith” when it failed to comply with the state’s Wage Payment or Wage Claims statutes, the court shall order the employer to pay the employee as liquidated damages an amount equal to two times the amount of wages due to the employee.

The amended wording of the statute also appears to prevent an employee from bringing a claim solely for liquidated damages as a result of a late payment of wages. Specifically, the revised statute says that an employee can bring a claim in court to recover the amount of the unpaid wages. Assuming that a claim to recover the unpaid wages now is a prerequisite to a claim for liquidated damages, there should be no basis for a liquidated damages claim when there are no unpaid wages to be recovered. The wording of the statute also seems to make it the employee’s burden to prove that the employer was not acting in good faith, as opposed to making “good faith” an affirmative defense for which the employer would have the burden of proof.

Although this amendment offers welcome relief to employers, the statute still provides for the recovery of a reasonable attorneys’ fee and court costs by a successful plaintiff. Attorneys’ fees often are a driving force resulting in the filing of wage-related lawsuits, so the amended law will by no means eliminate this type of litigation. In addition, the phrase “acting in good faith” is not defined in the statute, so its meaning likely will be a subject of debate among the plaintiffs’ bar and the defense bar.

Wage Deductions (I.C. 22-2-6-2)

House Enrolled Act 1469 also amends Indiana’s Wage Assignment Statute. Among other things, this statute requires that an assignment by an employee to deduct certain amounts from his or her wages must be in writing, signed by the employee, agreed to by the employer in writing, and by its terms revocable at any time by the employee upon written notice to the employer. In addition, the statute enumerates the specific reasons for which a wage assignment may be made. 

Employers have often used the statute’s provisions allowing a deduction to be made for repayment of a loan by an employer to an employee to cover a variety of situations, such as for the costs of uniforms or tuition reimbursement. Now, however, the statute contains a specific provision allowing for an assignment to be made for the purchase of uniforms and equipment necessary to fulfill the duties of employment, as long as the total amount of wages assigned does not exceed the lesser of $2,500 per year or five percent of the employee’s disposable weekly earnings. The amended statute also allows a wage assignment to be made for reimbursement for education or employee skills training, unless the education or training benefits were provided in whole or in part through a federal, state, or local economic development incentive program.

Although the Wage Assignment Statute currently allows for the purchase price of merchandise sold by the employer to the employee to be deducted from an employee’s wages, the language has been expanded to also include goods or food sold by the employer to the employee for the employee’s benefit, use, or consumption.

A wage assignment to repay a payroll or vacation pay advance also is now expressly allowed under the statute. Finally, the amended statute caps the interest rate that may be charged on amounts loaned or advanced to employees that are subject to wage assignments. The cap is the bank prime loan interest rate or any successor rate plus 4 percent. Based on a prime rate of 3.25 percent, that would make the maximum interest rate 7.25 percent. 

Steven F. Pockrass

Bonnie L. Martin

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Involuntary and Voluntary Pay Deductions: Indiana

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Stuart R. Buttrick, Rozlyn Fulgoni-Britton and Susan W. Kline, Faegre Drinker Biddle & Reath LLP

• An employer must begin withholding for child support no later than the first payday that occurs after 14 days following receipt of an income withholding order. Special rules apply to interstate income withholding orders. Child support cannot exceed a certain percentage of disposable earnings. Employers are permitted to withhold an administrative processing fee. Certain employers must remit withheld amounts by electronic funds transfer. See Child Support Withholding .
• Indiana limits the amount of disposable earnings that is subject to creditor garnishment. Employers are permitted to withhold an administrative processing fee. See Creditor Garnishment Withholding .
• Voluntary wage assignments are permitted in Indiana only in limited circumstances. To be valid, an assignment of wages must fall into one of the statutorily permitted categories. Employer consent is required. See Voluntary Wage Assignments .
• State and local tax authorities may impose tax levies against an employee's wages to collect unpaid taxes. Employers must withhold as required by a tax levy. Certain withholding limits apply. Employers may deduct an administrative processing fee. See Tax Levies .

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Indiana Code 22-2-6-2. Assignment of wages; requisites

(1) The assignment is:

Need help with an employment contract? Have it reviewed by a lawyer, get answers to your questions and move forward with confidence. Connect with a lawyer now

Terms Used In Indiana Code 22-2-6-2

• Federal Reserve System : The central bank of the United States. The Fed, as it is commonly called, regulates the U.S. monetary and financial system. The Federal Reserve System is composed of a central governmental agency in Washington, D.C. (the Board of Governors) and twelve regional Federal Reserve Banks in major cities throughout the United States. Source: OCC
• Garnishment : Generally, garnishment is a court proceeding in which a creditor asks a court to order a third party who owes money to the debtor or otherwise holds assets belonging to the debtor to turn over to the creditor any of the debtor
• in writing : include printing, lithographing, or other mode of representing words and letters. See Indiana Code 1-1-4-5
• Interest rate : The amount paid by a borrower to a lender in exchange for the use of the lender's money for a certain period of time. Interest is paid on loans or on debt instruments, such as notes or bonds, either at regular intervals or as part of a lump sum payment when the issue matures. Source: OCC
• Judgment : means all final orders, decrees, and determinations in an action and all orders upon which executions may issue. See Indiana Code 1-1-4-5
• United States : includes the District of Columbia and the commonwealths, possessions, states in free association with the United States, and the territories. See Indiana Code 1-1-4-5
• Year : means a calendar year, unless otherwise expressed. See Indiana Code 1-1-4-5

(B) signed by the employee personally;

(C) by its terms revocable at any time by the employee upon written notice to the employer; and

(D) agreed to in writing by the employer.

(2) An executed copy of the assignment is delivered to the employer within ten (10) days after its execution.

(3) The assignment is made for a purpose described in subsection (b).

      (b) A wage assignment under this section may be made for the purpose of paying any of the following:

(1) Premium on a policy of insurance obtained for the employee by the employer.

(2) Pledge or contribution of the employee to a charitable or nonprofit organization.

(3) Purchase price of bonds or securities, issued or guaranteed by the United States .

(4) Purchase price of shares of stock, or fractional interests in shares of stock, of the employing company, or of a company owning the majority of the issued and outstanding stock of the employing company, whether purchased from such company, in the open market or otherwise. However, if such shares are to be purchased on installments pursuant to a written purchase agreement, the employee has the right under the purchase agreement at any time before completing purchase of such shares to cancel said agreement and to have repaid promptly the amount of all installment payments which theretofore have been made.

(5) Dues to become owing by the employee to a labor organization of which the employee is a member.

(6) Purchase price of merchandise, goods, or food offered by the employer and sold to the employee, for the employee’s benefit, use, or consumption, at the written request of the employee.

(7) Amount of a loan made to the employee by the employer and evidenced by a written instrument executed by the employee subject to the amount limits set forth in section 4(c) of this chapter.

(8) Contributions, assessments, or dues of the employee to a hospital service or a surgical or medical expense plan or to an employees’ association, trust, or plan existing for the purpose of paying pensions or other benefits to said employee or to others designated by the employee.

(9) Payment to any credit union, nonprofit organizations, or associations of employees of such employer organized under any law of this state or of the United States.

(10) Payment to any person or organization regulated under the Uniform Consumer Credit Code ( IC 24-4.5 ) for deposit or credit to the employee’s account by electronic transfer or as otherwise designated by the employee.

(11) Premiums on policies of insurance and annuities purchased by the employee on the employee’s life.

(12) The purchase price of shares or fractional interest in shares in one (1) or more mutual funds.

(13) A judgment owed by the employee if the payment:

(A) is made in accordance with an agreement between the employee and the creditor; and

(B) is not a garnishment under IC 34-25-3 .

(14) The purchase, rental, or use of uniforms, shirts, pants, or other job-related clothing at an amount not to exceed the direct cost paid by an employer to an external vendor for those items.

(15) The purchase of equipment or tools necessary to fulfill the duties of employment at an amount not to exceed the direct cost paid by an employer to an external vendor for those items.

(16) Reimbursement for education or employee skills training. However, a wage assignment may not be made if the education or employee skills training benefits were provided, in whole or in part, through an economic development incentive from any federal, state, or local program.

(17) An advance for:

(A) payroll; or

(B) vacation;

(18) The employee’s drug education and addiction treatment services under IC 12-23-23 .

      (c) The interest rate charged on amounts loaned or advanced to an employee and repaid under subsection (b) may not exceed the bank prime loan interest rate as reported by the Board of Governors of the Federal Reserve System or any successor rate, plus four percent (4%).

      (d) The total amount of wages subject to assignment under subsection (b)(14) and (b)(15) may not exceed the lesser of:

(1) two thousand five hundred dollars ($2,500) per year ; or

(2) five percent (5%) of the employee’s weekly disposable earnings (as defined in IC 24-4.5-5-105 (1)(a)).

      (e) Except as provided under 29 CFR Parts 1910, 1915, 1917, 1918, and 1926, an employee shall not be charged or subject to a wage assignment under subsection (b)(14) or (b)(15) for protective equipment including personal protective equipment identified under 29 CFR Parts 1910, 1915, 1917, 1918, and 1926.

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Wage Assignments and Garnishments: What Finance Leaders Need to Know

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Wage assignments and garnishments practices: Here are three things finance leaders must internally audit.

Wage assignments and wage garnishments are not the same. Each reflects a different process subject to different applicable laws. While there is always potential for a DOL Wage and Hour Division audit, financial leaders should internally audit their own processes to ensure compliance and efficiency while minimizing stress and anxiety for the employer and the employee. Here are three things to consider when conducting those audits.

1. Compliance

Wage assignments and wage garnishments differ in many ways. In fact, a wage assignment is not a garnishment. A wage assignment is a voluntary agreement between the employee and creditor where an amount is withheld from the employee's paycheck to satisfy a debt owed to a third-party recipient, whereas under a wage garnishment, the amount withheld from the employee's check is typically obtained through a court order initiated by the creditor.

Adding to the compliance challenge, there are several different types of wage garnishments, often with differing rules for each. For example, child support, bankruptcy and student loans are all types of wage garnishments. Wage garnishments for child support obligations are substantially governed by state law, which varies state to state, whereas garnishments for a bankruptcy plan are governed by federal law and garnishments for student loan debts are governed by either state or federal law, depending on the financing.

2. Efficiency

Businesses must be able to confirm when wage garnishments are initiated, when they cease and when more than one applies and in what order. This is what can make these withholdings complex — and messy. By having trackable systems in place, efficiency can be achievable.

3. Minimizing Stress and Anxiety

According to Workforce , wage garnishments can affect employee morale. Having wages withheld from paychecks may be a negative employee experience, especially when the employer has to get involved. For employers that are preparing audit-ready workplaces, these organizations face their own stress by potentially facing liability for noncompliance with respect to wage garnishment withholdings.

Having prudent processes in place may not only help with compliance and efficiency for the employer, but can also help alleviate stress for both the employee and the employer.

Learn about the ADP SmartCompliance® Wage Garnishment Module .

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An official website of the United States government

SURFACE MAINTENANCE MECHANIC

Department of the army.

THIS IS AN INDIANA NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION This position is part of the IN CSMS 1 , Indiana National Guard under Position Description Number D1195000. If you would like the complete list of duties, please contact the POC of this announcement.

• Accepting applications

Open & closing dates

06/04/2024 to 06/18/2024

$34.27 - $40.08 per hour

Pay scale & grade

1 vacancy in the following location:

• Indianapolis, IN 1 vacancy

Telework eligible

Travel required.

Occasional travel - You may be expected to travel for this position.

Relocation expenses reimbursed

Appointment type.

Temporary - 21-SEP-2024

Work schedule

Promotion potential, job family (series).

5801 Miscellaneous Transportation/Mobile Equipment Maintenance

Supervisory status

Security clearance, announcement number.

IN-12435480-TT-AR-24-042

Control number

This job is open to, internal to an agency.

Current federal employees of this agency.

National Guard & reserves

Current members, those who want to join or transitioning military members.

Clarification from the agency

*Area 1 - Any on-board employees (T5 or T32, Tenure 1, 2, or 3)

• Performs maintenance, troubleshooting, and major repair on heavy-duty mobile equipment, combat, tactical, and automotive vehicles.
• Troubleshoots equipment with a variety of the mechanically complex major systems and diagnoses difficult performance problems and the cause of mechanical failures.
• Removes and disassembles engines and complex major assemblies, sub-assemblies, components, and fuel, hydraulic, and oil pressure systems.
• Independently performs repairs and maintenance functions with little or no supervision in remote locations.
• Conducts readiness and repair inspections on vehicles and associated equipment supported by the activity.
• Performs electrical repairs on complex state of the art electrical and electronic systems requiring extensive training on specialized diagnostic equipment to identify problems.
• Assists in the maintenance of production reports and records, and makes recommendations to the supervisor.
• Performs other duties as assigned.

Requirements

Conditions of employment.

• National Guard Membership is required. If you are not sure if you are eligible for military membership, please contact a National Guard recruiter prior to applying for this position.
• This is an excepted service position that requires membership in a compatible military assignment in the National Guard.
• Selectee will be required to wear the military uniform.
• Acceptance of an excepted service position constitutes concurrence with these requirements as a condition of employment.
• Applicants who are not currently a member of the National Guard must be eligible for immediate membership and employment in the National Guard in the military grade listed in this announcement.
• Males born after 31 December 1959 must be registered for Selective Service.
• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Must be able to obtain and maintain the appropriate security clearance of the position.
• This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968.
• Irregular and/or overtime (compensatory) hours may be required to support operational requirements or contingencies or may be required to work hours outside of the normal duty day.

Qualifications

This job does not have an education qualification requirement.

Additional information

If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency ( https://www.sss.gov/RegVer/wfRegistration.aspx ).

A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits .

Review our benefits

Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

• Knowledge of Equipment Assembly, Installation, Repair, etc.
• Technical Practices (theoretical, precise, artistic)
• Use of Measuring Instruments

As a new or existing federal employee, you and your family may have access to a range of benefits. Your benefits depend on the type of position you have - whether you're a permanent, part-time, temporary or an intermittent employee. You may be eligible for the following benefits, however, check with your agency to make sure you're eligible under their policies.

To apply for this position, you must submit a complete Application Package which includes: 1. Your resume showing work schedule, hours worked per week, dates (including Month and Year) of employment and duties performed. 2. Other supporting documents if required and/or applicable: DD-214, SF-50, Transcripts, etc... *If your application package includes a personal photograph, you will not be considered for the position.

To apply for this position, you must complete the online application / Occupational Questionnaire and submit the documentation specified in the Required Documents section. To view the Occupational Questionnaire, click the following link: https://apply.usastaffing.gov/ViewQuestionnaire/12435480

Agency contact information

Inng staffing.

317-247-3300 74011

[email protected]

Once your online application is submitted you will receive a confirmation notification by email. Your application will be evaluated by the Human Resources Office to determine your eligibility for the position. After the evaluation is complete, you will receive another notification regarding the status of your application.

The Federal hiring process is set up to be fair and transparent. Please read the following guidance.

• Equal Employment Opportunity (EEO) Policy
• Criminal history inquiries
• Reasonable accommodation policy
• Financial suitability
• Selective Service
• New employee probationary period
• Signature and false statements
• Privacy Act
• Social security number request

Required Documents

How to apply, fair & transparent.

This job originated on www.usajobs.gov . For the full announcement and to apply, visit www.usajobs.gov/job/794095600 . Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.

Learn more about

Army National Guard Units

The National Guard is the oldest component of the Armed Forces of the United States. Since the earliest American colonial days, citizens have joined together for collective defense. We have a proud tradition of coming to the aid of our friends and neighbors in times of serious emergencies. Join our National Guard team and serve your nation, your states and your community!

Visit our careers page

Learn more about what it's like to work at Army National Guard Units, what the agency does, and about the types of careers this agency offers.

https://www.in.gov/indiana-national-guard/jobs//

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