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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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Maintenance (Alimony) Frequently Asked Questions: Modification and Enforcement

• Do I still have to pay my alimony if I lose my job?
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• My wife is not paying me my alimony. What can I do?
• Can I garnish alimony from my wife’s pay?
• Do I still have to pay my alimony if I lose my job? Yes. In any Colorado divorce case, the court expects that its orders will be followed. Orders regarding alimony are no different. When the court enters an order for alimony, perhaps for $1000 per month, the expectation is that the amount will be paid unless a change is either agreed upon between the parties or granted by the court. When the payer of alimony loses his or her job, there are options available pursuant to C.R.S. 14-10-122 related to modifying the maintenance orders. Specifically, the standard for modifying maintenance is that a substantial and continuing change has occurred which makes the current maintenance orders unfair. The standard of fairness is subjective to each judge. When the payer becomes unemployed, it is often advisable to wait a month or two before filing that motion to modify. Though the job loss is certainly “substantial,” one must also show it is “continuing.” As such, waiting a little while can help prevent a response to the modification motion which includes a motion to dismiss. Presuming the unemployed payer can show valid efforts have been made to gain new, similar employment, he or she should be entitled to an adjustment or termination of maintenance based on the same circumstances. Going from an income amount warranting an alimony award of $1000 per month to $0 per month should be viewed as a circumstance making the prior order “unfair.” A motion to modify is retroactive to the date it is filed. As such, though payments will technically need to be made while that motion is pending, the payer should be able to recoup some of the funds paid down the road. Unfortunately, there is no instant relief. If someone is truly just unable to pay when becoming unemployed, and can demonstrate such, the likelihood of being found in contempt of court if payments are not made goes down. Nonetheless, it is advisable to follow orders when able. Nothing is automatic in the court system and job loss does not automatically eliminate the duty to pay alimony.
• My husband’s income has doubled since our divorce was done. Can I get my alimony raised? To modify alimony, a person must show that there has been a change in circumstances so substantial and continuing so as to make the prior alimony orders unfair. Therefore, there is more that goes into the analysis than just the change in income. A court will also look at the recipient’s income, as well as both parties’ financial circumstances. The second part of the analysis regarding the question ties into the nature of the alimony. If the alimony orders are entered with the court retaining jurisdiction over the issue of alimony for modification purposes, then the alimony may be modifiable. However, if the alimony orders entered are “contractual” and “non-modifiable,” with the parties agreeing that the court is divested of the ability to modify, then the court has no jurisdiction to modify the alimony and the award will be treated as a binding contract. In these uncertain economic times, with job loss and layoffs being more common place, it has become much less common for us to recommend that our clients who pay alimony enter into a contractual situation.
• My wife is not paying me my alimony. What can I do? Just as with child support, Colorado alimony laws create various remedies and mechanisms for collecting alimony and ensuring that payments are made. With alimony, if payments are not being made, the payee has the option to issue an income assignment for purposes of garnishing the alimony from the payer’s wages. Depending on the circumstances and wording of the initial divorce orders, one can often issue the income assignment without having to file a precursor motion with the court. When the income assignment is filed, payments will be directed to the Family Support Registry, a state-holding tank which will then direct the payments to the payee. In addition to normal wages, maintenance can also be garnished from other types of income, including disability payments or unemployment. Beyond taking steps to collect the current or ongoing alimony, there are also various remedies available to collect the maintenance that has not been paid. This can include covering the past due amount owed to a judgment and garnishing that as well. With the judgment, interest can also be sought at the rate of 8% per year. Arrears can also be added into an income assignment, to be paid out over 24 months, in certain circumstances. With the judgment, wages, bank accounts, and other assets can potentially be seized or drawn from to collect. Of course there are also other remedies available, such as contempt of court. Contempt should generally be the last measure taken, as it can be the most expensive to pursue.
• Can I garnish alimony from my wife’s pay? As with child support, alimony can be garnished, or withheld from the payer’s income. Most courts will authorize the entry of a garnishment, more properly called an “income assignment,” for alimony purposes if either party asks for such. Additionally, as with a child support garnishment, alimony can be paid directly to the recipient, or through the Family Support Registry.

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Child Support Wage Assignments

(This may not be the same place you live)

  What is a Wage Assignment?

A wage assignment is a special process that allows the court to order an employer to make direct payments to the custodial parent from the supporting parent’s wages. You can also directly apply to the court for a wage assignment. Remember that the notice of this action must be served on the paying parent’s employer.

The employer will deduct child support like any other deduction from the paying parent’s paycheck and send the money to the custodial parent. If the non-paying parent holds stable employment, this is a valuable tool for starting this process.

What Can Impact Wage Assignment?

What is the wage assignment duration, how does child support wage assignments function, how do courts enforce child support orders, when do i need to contact a lawyer.

If the non-custodial parent changes jobs, he must immediately notify the child support agency so the new employer can begin making the wage assignment payments. If the non-custodial parent becomes unemployed and receives unemployment compensation, the child support payment will usually be deducted from the unemployment benefits.

If the non-custodial parent is not receiving unemployment benefits, he is still mandated to make child support payments. However, it is recommended to report the loss of income to the court to ensure that the child support order adjusts accordingly.

A wage assignment is available only if the non-custodial parent is a salaried employee. If the non-custodial parent is self-employed or is otherwise not subject to wage withholding, he instead may be ordered to provide the child support payments directly to the child support agency.

If the non-custodial parent fails to make the required payments, the amount owed may be deducted from the non-custodial parent’s federal and state income tax refunds. Furthermore, liens may be placed on the non-custodial parent’s property, and the property may be sold to satisfy the child support owed.

In short, the non-custodial parent cannot escape the obligation to pay child support by moving to another state because all states must enforce child support against out-of-state non-custodial parents. Each state has its own form of interstate enforcement legislation, such as the Uniform Reciprocal Enforcement of Support Act (URESA), which allows for the enforcement of support orders across state lines more uniformly.

The wage assignment continues until the obligation to pay child support ends, whether there is a custody modification, the non-custodial parent passes away, or the child becomes emancipated. Emancipation happens when the child reaches the state’s age of majority, which is eighteen, according to the majority of states.

Emancipation may also occur if the child marries, enlists in the armed services, or leaves the care and control of the custodial parent. However, if the child returns to live with the custodial parent before reaching the age of majority, the obligation to pay child support usually resumes, and the non-custodial parent’s income will again be subject to a wage assignment.

After the court decides the amount of child or spousal support, the wage assignment informs the employer how much to deduct from each paycheck and where to send the payment. With a wage assignment, if the parent ordered to pay support is regularly employed, the employer will deduct the support payments directly from their paycheck.

Most support is paid this way, and federal, and state laws mandate it in almost all child support cases. Typically, it is the employer’s responsibility to withhold the wages if there is a wage assignment. If the parent has other wage assignments, child support is first deducted before other withholding orders. Spousal or partner support assignments come after child support wage assignments are in place.

Wage assignments are usually incurred for debts that have gone unpaid for a long time. Wage assignments can be split into two categories: voluntary and involuntary. Employees may sometimes choose a voluntary wage assignment to pay union dues or contribute to a retirement fund. Moreover, employees may even voluntarily opt into a wage assignment plan as a part of a payday loan repayment promise.

When a wage assignment is undertaken voluntarily or required by a court and served to an employer, it is considered part of an employer’s payroll procedure. The employee has to do nothing, as their paycheck is already decreased by the amount of the assignment and noted on their pay stub.

As child support is usually ordered as a monthly amount, the calculation is provided to the employer as to the proper amount to withhold from each paycheck based on whether the employee is paid on a weekly, bi-weekly, semi-monthly, or other basis to correspond to the monthly amount ordered.

For instance, if child support was ordered for $200 a month and the employee was paid weekly, the withholding order would direct the employer to take out $48.43 from each paycheck for child support. Once the employer removes the calculated amount from the parent’s paycheck, they send it to the Support Payment Clearinghouse. The payment is then accounted for and recorded by the Clearinghouse and is sent on to the custodial parent .

Generally, if the non-custodial parent starts a new job, they are responsible for giving the wage assignment to their new employer. They are responsible for notifying the Clerk of the Superior Court and Support Payment Clearinghouse of their new employer’s contact information within 10 days. An employer who fails, without a good cause, to adhere to the terms of a wage assignment is liable for the amount overdue.

The employer may be entitled to charge a small administrative fee for processing the required payments. Still, it is against the law for an employer to terminate an employee due to a court-ordered wage assignment for child support. A wage assignment is not mandated when the non-custodial parent is self-employed, not employed, or does not have a regular source of income. In those situations, they are responsible for making payments directly to the Support Payment Clearinghouse.

Judges enforce child support orders, usually with “income assignments.” When judges form child support orders, they order the paying parent’s employer to take the child support out of their wages and send it to the Department of Revenue (DOR/CSE) Child Support Enforcement Division.

The DOR then sends the child support order to you. As mentioned earlier, child support taken out of the wages is called an “income assignment” or “wage assignment.” The income assignment is one of the primary ways judges ensure that child support is paid on time. In some cases, parents fall behind in paying their child support.

In some situations, they disobey the child support order. When that happens, you may have to return to the court to enforce your child support order . Making sure the paying parent follows through with the child support order is considered “enforcing” the order.

Courts can enforce child support orders by holding the paying parent in contempt. DOR/CSE can enforce child support orders by:

• Collecting overdue child support;
• Levying your bank account;
• Charging interest and penalties;
• Increasing the amount withheld from your paycheck by 25%;
• Placing a lien on your real estate or personal property;
• Seizing your personal property;
• Suspending your license;
• Intercepting your tax refunds;
• Making it hard to get credit and;
• Filing a Complaint for Contempt.

If you do not receive the required child support payments or have failed to make the necessary payments. Both situations have legal remedies available, and you will need to seek a local child support attorney to determine your options within your jurisdiction.

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What Is a Wage Assignment?

How wage assignment works.

• Why Are Wage Assignments Voluntary?

Wage Garnishment

The bottom line.

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• Debt Management

Wage Assignment: What It Means, How It Works

Wage assignment is the act of taking money directly from an employee's paycheck in order to pay back a debt obligation. Such an automatic withholding plan may be used to pay back a variety of debt obligations, including back taxes, defaulted student loan debt, and both child and spousal support payments.

Key Takeaways

• A wage assignment takes funds directly from an employee's paycheck to pay back a debt.
• How wage assignments are regulated varies by state, with some states even allowing for voluntary child support agreements.
• A wage garnishment is an involuntary deduction and requires a court order.

Wage assignments are typically incurred for debts that have gone unpaid for a prolonged period of time. Employees may sometimes opt for a voluntary wage assignment to pay for things like union dues or to contribute to a retirement fund.

A wage assignment is processed as part of an employer's payroll procedure. The employee's paycheck is decreased by the amount of the assignment and noted on their pay stub.

A wage assignment is often a lender's last resort to receive repayment from a borrower who has previously failed to pay a debt obligation.

Wage assignments are a valuable tool for collecting unpaid debts, but unfortunately, they may be associated with abusive lending practices . If you're struggling with your debt, one of the best debt relief companies or credit counseling agencies may be able to help you get back on track before a wage assignment is incurred.

What Makes Wage Assignments Voluntary?

In a voluntary wage assignment, a worker essentially asks their employer to withhold a portion of their paycheck and send it to a creditor to pay off a debt. Loan agreements may sometimes include a voluntary wage assignment clause in their terms should the borrower default on their loan.

Payday lenders often include voluntary wage assignments into their loan agreements to better their chances of being repaid. Laws regarding wage assignments vary by state.

For example, in West Virginia, wage assignments are capped at 25% of a worker's take-home earnings, the employee and the employer must sign the agreement, and agreements must be renewed annually. Under Illinois law, a lender cannot resort to wage assignment until a debt is 40 days in default. The wage assignment cannot continue for more than three years, and the worker can stop the wage assignment at any time.

Involuntary wage deductions, known as wage garnishments , require a court order and are most likely to be employed to collect spousal and child support payments that have been ordered by a court. Wage garnishments may also be used to collect unpaid court fines or student loans that have been defaulted on.

Several states allow individuals to sign up for voluntary child support agreements. In such a case, both parents must agree to a plan. Once that happens, a voluntary wage assignment may begin. If a child support or welfare agency is involved, they would have to approve any plan.

How Long Can I Have a Wage Assignment?

Since wage assignments are voluntary, the length of time that you use one can vary. Some loans include a wage assignment agreement, so you'll have to check the language of your loan to determine your obligation. Each state also has its own regulations regarding wage assignments.

How Much of My Income Can Go to Wage Assignments?

Every state has its own regulations, but typically 15–25% of your disposable income can be designated for wage assignments.

Is Wage Garnishment the Same as Wage Assignment?

While they are similar, wage garnishment and assignment are not the same. Wage garnishment is an involuntary paycheck deduction, typically ordered to repay child support, student loans, tax debt, or bankruptcy. A wage assignment is voluntary and may be used to repay a consumer debt.

Wage assignments may be a useful tool to help you pay down a debt. Wage assignments are voluntary but they may be hidden in the fine print of some loan products, so read everything carefully before signing. Check the regulations in your state to determine if your wage assignment is revocable.

West Virginia Division of Labor. " Wage Payment and Collection (WPC) Act: Payroll Deductions and Wage Assignments ," Page 3.

Illinois General Assembly. " (740 ILCS 170/) Illinois Wage Assignment Act ."

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

Illinois Legal Aid. " Understanding Wage Assignment ."

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What is “Assignment of Income” Under the Tax Law?

Gross income is taxed to the individual who earns it or to owner of property that generates the income. Under the so-called “assignment of income doctrine,” a taxpayer may not avoid tax by assigning the right to income to another.

Specifically, the assignment of income doctrine holds that a taxpayer who earns income from services that the taxpayer performs or property that the taxpayer owns generally cannot avoid liability for tax on that income by assigning it to another person or entity. The doctrine is frequently applied to assignments to creditors, controlled entities, family trusts and charities.

A taxpayer cannot, for tax purposes, assign income that has already accrued from property the taxpayer owns. This aspect of the assignment of income doctrine is often applied to interest, dividends, rents, royalties, and trust income. And, under the same rationale, an assignment of an interest in a lottery ticket is effective only if it occurs before the ticket is ascertained to be a winning ticket.

However, a taxpayer can shift liability for capital gains on property not yet sold by making a bona fide gift of the underlying property. In that case, the donee of a gift of securities takes the “carryover” basis of the donor.  

For example, shares now valued at $50 gifted to a donee in which the donor has a tax basis of $10, would yield a taxable gain to the donee of its eventual sale price less the $10 carryover basis. The donor escapes income tax on any of the appreciation.

For guidance on this issue, please contact our professionals at 315.242.1120 or [email protected] .

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Wage assignment and employers’ responsibilities

Tough economic times raise some tricky HR issues—for example, when an employee’s financial straits begin to affect his employer.

Must we honor a payday loan wage assignment?

Q. An employee borrowed money from a payday loan service at a very high interest rate that I feel is unfair. The payday loan service sent me a “wage assignment” notice and told me that our company must withhold money from his paychecks.  What is a wage assignment, and does our company actually have to honor it? A. A wage assignment is a document that allows a creditor to attach part of the employee’s wages if the employee fails to pay a specific debt. The creditor does not have to obtain a judgment in a court proceeding before requesting payment. Under the Illinois Wage Assignment Act (740 ILCS 170), private employers are obligated to honor a creditor’s properly served demand for a valid wage assignment, unless an employee presents a timely, valid , written defense to the wage assignment.

What constitutes a valid assignment?

Q. How can I tell if a wage assignment is valid? How long is it valid? A. A valid wage assignment document must have the words “Wage Assignment” printed or written in boldface letters of not less than ¼ inch in height at the head of the wage assignment and one inch above or below the line where the employee signs the assignment. The employee must have signed the document in person, and the document must show the date of execution, the employee’s Social Security number, the name of the employer at the time of execution, the amount of money loaned or the price of the articles sold or other consideration given, the rate of interest or time-price differential to be paid, if any, and the date on which such payments are due. A wage assignment is valid for no more than three years after the employee signs it and the employer’s name appears on it. If the employee changes jobs, the wage assignment is valid for two years, even though the new employer’s name does not appear on the assignment.

Handling wage assignments

Q. How does the wage assignment process start? A. Assuming that the wage assignment document complies with the formal requirements, the creditor must serve “demand to withhold” on the employer. The demand is valid only if:

The employee has defaulted on the debt secured by the assignment for more than 40 days, and the default has continued to the date of the demand.

The demand contains a correct statement of the amount the employee is in default, and the creditor provides an original or a photocopy of the assignment to the employer.

The creditor has served a “notice of intention to make the demand” upon the employee, with a copy to the employer, by registered or certified mail not less than 20 days before serving the demand.

Putting on the brakes

Q. Can an employee stop the wage assignment process? A. The employee does have a right to contest the demand. If an employee has a legal defense to the wage assignment, the employee may—within 20 days after receiving a notice of demand or within five days after the employer is served with the demand—notify the employer, in writing, of any defense to the wage assignment and send a copy of the written defense to the creditor by registered or certified mail.   As a result, the employee’s wages are not subject to a demand served by the creditor unless the employer receives a copy of a subsequent written agreement between the creditor and the employee authorizing such payments. Similarly, if the creditor receives a copy of the defense prior to serving its demand upon the employer, the creditor may not serve the demand upon the employer.  Whether the employee’s defense is legally valid is not an issue the employer must resolve. Instead, the employee and the creditor may attempt to reach another agreement or the creditor may simply bring a separate lawsuit against the employee to collect an outstanding debt. 

Calculating the wage assignment payment

Q. How much must the employer withhold—and when? A. The employer must begin payment to the creditor no sooner than five business days after service of such a demand.  The employer must withhold the lesser of:

15% of weekly gross wages

The amount by which the disposable earnings for a week (pay remaining after federal and state taxes, Social Security deductions and any other amounts required by law to be withheld, including required retirement contributions) exceed 45 times the federal minimum wage, unless a notice of defense is received within that five-day period.

The employer shall be paid a fee of $12 for each wage assignment. That $12 is credited against the debt.

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Income Assignment

Legal Authority(ies):

• Income Assignments 12 O.S. § 1171.3 & 56 O.S. § 240.2
• Mandatory Nature 43 O.S. § 115
• Changes to Income Assignments 43 O.S. § 117

An income assignment (I/A), or income withholding, is an enforcement remedy used to deduct current and/or past due support from the income of, or benefits due, an obligor. “Income” means any form of payment to an obligor regardless of the source (including, but not limited to, wages, salary, compensation as an independent contractor, worker’s compensation, disability, annuity and retirement benefits). “Delinquent” and “delinquency” mean any payment under an order for which support is due and remains unpaid.

The income assignment remedy is used whether an obligor is current or delinquent in his/her child support obligation. The required elements and steps to send an income withholding to an employer are listed below.

Required Elements:

If the following elements are present, child support sends an income withholding order/notice to any payor of income for an obligor.

• An obligation to pay child support through an order of district or administrative court has been established
• Open child support case
• The obligor has known income from a payor of income
• The obligor’s name, social security number and family group number
• The name(s) of the child(ren) for whom support is ordered
• The custodian of the child(ren) or the name of obligee
• The name of the court issuing the child support order and the date of order
• The amount the obligor is court ordered to pay in current and/or past due child support
• The effective date of the income assignment
• Instructions to the payor of income regarding the amount to deduct based on individual pay schedules and the address to remit deductions
• The current child support has been modified or amended by a court order
• Child support amends/modifies the notice of income assignment to the new court ordered amount, sends a notice to payor of income and lists the effective date of the income assignment.
• The obligor’s court ordered child support and/or past due support obligation is terminated by a court order (child support terminates the notice of income assignment, sends notice to payor of income and lists the effective date of notice of income assignment termination)
• There is an inability to deliver the income withheld to the person entitled to the current and/or past due support and the court orders suspension of the notice of income assignment (child support notifies the payor of income to suspend the income assignment)
• Obligor proves beyond a reasonable doubt he/she is not the person who owes the child support
• Obligor shows the court the amount of current child support or past due child support is inaccurate and warrants modification of the notice of income assignment
• The payor of income shows the court the obligor is not entitled to any income, is not an employee/receiver of benefits or there is no income from which the payor of income may deduct the amounts in the income assignment

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What should I know about child support income assignments?

On Behalf of Shea L. Burchill, P.C. | Apr 6, 2018 | Uncategorized |

When there is a child support order in Colorado, the supporting parent is expected to pay it in full and on time. However, there are instances in which there is a failure to pay child support. When all other avenues in attempting to collect on the payments, the state will take certain steps to get what is owed from the supporting parent so the custodial parent and the child will have their financial needs met. One way that the state goes about getting these payments is through income assignment. Understanding income assignment is important for both the custodial parent and the supporting parent.

It is not uncommon for supporting parents to fail to make their payments. With an income assignments – also known as a “wage assignment” – the income of the supporting parent will be taken directly from his or her paycheck. The supporting parent’s employer will receive a notice that there should be a certain amount withheld from the paycheck. The payment will then be sent to the Family Support Registry.

There are benefits with an income assignment that are not featured in a simple wage garnishment. The garnishment can be in effect for 90 days. Income assignments can go for the entire duration of the child support obligation and does not need to be renewed. In addition, the income assignment is not limited to a paycheck. Other sources of income can be taken to make the payments. That includes unemployment insurance payments, workers’ compensation, capital gains and more. For many, the income assignment is done as soon as there is a child support order.

Supporting parents who are paying via income assignment might change jobs. If that happens, the child support enforcement unit must be told immediately so there can be a transfer of the income assignment. When there is a modification of the child support payments, this too must be sent to the employer so there is not an improper amount taken from the wages.

When there is a child support dispute or a problem with the payments, the income assignment is a strategy for the custodial parent to get what the supporting parent owes. This can also be useful for the supporting payment as there is no need to make the payments every month. Regardless of the circumstances, with any issue related to child support, a legal professional experienced in all areas of Colorado family law can help.

Source:  childsupport.state.co.us, “ A Parent’s Guide to Child Support — Enforcing a Child Support Order — the Income Assignment, pages 15-16 ,” accessed on April 3, 2018

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Wage Assignment

What is a Wage Assignment?

A wage assignment refers to a forced payment of a financial obligation via automatic withholding from an employee's pay.

How Does a Wage Assignment Work?

Courts can subject individuals who become delinquent in their obligations to wage assignments. In most cases, wage assignments are ordered when a person is delinquent on child support , spousal support , taxes or loans . If the obligor shows a history of nonpayment, a wage assignment can be used to automatically subtract money owed from his or her payroll without his or her consent. For example, if an individual becomes delinquent on $100 monthly loan payments, a wage assignment automatically deducts the $100 from the person's weekly or monthly paycheck and sends it to the lender .

Why Does a Wage Assignment Matter?

Wage assignments are frequently ordered in connection with delinquent child support payments and merchant credit balances. Though unlawful in certain U.S. states, wage assignments can be a useful, proactive method for recouping long-term unpaid debts .

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What is PNP Salary Assignment?

Pnp salary assignment (allotment).

Philippine National Police (PNP) Salary Assignment is one of the types of deductions that can be accommodated by the Automatic Salary Deduction Scheme (ASDS), which is deducted directly from the pay and allowances of PNP personnel that are obliged to provide support.

PNP Salary Assignment refers to a specific portion of a police officer’s salary, whether Police Commissioned Officer (PCO) or Police Non-Commissioned Officer (PNCO), that he or she has authorized to be paid to his or her dependent/s.

The Salary Assignment System was created and introduced to lessen PNP personnel of the responsibility of sending financial assistance to their families, loved ones, or anybody else with whom they have a regular financial obligation.

Who can avail or apply for the PNP Salary Assignment

a. Any married PNP personnel who does not live together with his wife and/or children in the conjugal abode due to the exigencies of the service is required when so requested by his wife and/or children;

b. Any married PNP personnel who is exempted from the obligation of supporting his spouse, for reason provided by LAW or COURT ORDER, is required to give a reasonable monthly allowance in favor of his legitimate child or children;

READ: Pay and Allowances of PNP Personnel for 2024

c. Any unmarried PNP personnel who has difficulties in remitting his pay to his dependent due to the great distance of his place of assignment may execute a Salary Assignment.

Where the prospective Assignee is not the Assignor’s lawful spouse, legitimate, unmarried minor children, legitimate father or mother, or legitimate brother or sister, the Chief of Office shall examine to determine if the application for assignment is the result of an illegitimate or common-law relationship.

NOTE :  The person to whom the Salary Assignment is paid is known as the Assignee , while the person who makes the assignment is known as the Assignor .

How to process of Salary Assignment Application

The applicant (PNP personnel) must complete the Salary Assignment  application form  completely, sign it, and have his Chief of Police endorse it. The applicant may also request an increase in Salary Assignment by filling this  form .

This browser does not support PDFs. Please download the PDF to view it: Download PDF .

The following documents must be attached to the application form:

a. Latest payslip;

b. PNP ID (back to back photocopy);

c. PSA Marriage Contract and/or PSA Birth Certificate; and

d. Photocopy ID of the Assignee

For processing and review, the applicant must submit the application form to the Regional Finance Service Unit (RFSU) where he/she is currently assigned.

As a result, RFSU will recommend it to PNP Finance Service for further review and approval by the Director, Finance Service. Upon approval, the Salary Assignment Section will prepare a report/endorsement for the PNP Computer Service for the assignee’s Continuous Form Checks (CFCs) to be printed.

The printing of the assignee’s checks will commence two (2) months after they are submitted to the PNP Computer Service. The check is printed once a month and will be released to the assignee every 25 th day of the month .

READ ALSO :  Release of (PNP) PBB FY 2023

After all authorized deductions, the employee’s monthly net take-home pay shall not be reduced to less than Three Thousand Pesos (₱3,000).

PNP Circular Nr. 2005-001

PNP Circular Nr. 95-005

AFP Circular Nr. 37 dated June 22, 1972

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Padres' Yu Darvish 'Thought It Was Wrong' To Collect Salary For 2 Months

Eva geitheim | aug 24, 2024.

• San Diego Padres

Yu Darvish has rejoined the San Diego Padres on Friday after spending over a month away from the team on the restricted list due to a personal family reason. Darvish reunited with his teammates and coaches as the Padres earned a 7-0 shutout win over the New York Mets.

Darvish had been away from the Padres for multiple months after stints on both the restricted list and the injured list. He went on the injured list for the first time in April, missing two weeks with tightness in his neck.

Darvish returned for May but was placed on the IL again at the start of June with a groin issue. He appeared to be approaching a return as he made a rehab start later that month, but Darvish was held back as he dealt with elbow inflammation.

In July, Darvish was placed on the restricted list, a decision he revealed was his choice in part because he did not feel he should get paid while away from the team. Players on the IL still get paid, while players on the restricted list do not while they are not with the team.

“It was my decision to be on the restricted list,” Darvish said, via Jeff Sanders of the San Diego Union-Tribune . “At that point in time, it was difficult for me to go on the road and be with the team in that way. Plus, I thought it was wrong to be on the IL and collect salary during that time, too.”

While he made his return to the team, Darvish still has progress to make before he pitches in a game for the Padres again this season. Darvish threw a bullpen session Friday, throwing 27 pitches at Petco Park before the game. Whether the next steps include a live batting practice or a rehab assignment has yet to be determined.

Darvish, a five-time MLB All-Star, has started 11 games for the Padres this season, going 4-3 with a 3.20 ERA and 53 strikeouts.

Friday also marked the third start for starter Joe Musgrove, who was placed on the injured list on the same day as Darvish in June. Musgrove missed over two months with a bone spur in his elbow but has now started three games since coming back — highlighted by his shutout performance over seven innings Friday.

This was the first time the Padres had both Darvish and Musgrove, the team's top two starters to begin the year, back with the team since late May. The Padres hope to have both starting before the end of the season, and as they make their playoff push.

EVA GEITHEIM

Eva graduated from UCLA in 2023 with a bachelor's degree in Communication. She has been covering college and professional sports since 2022.

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HR Assistant (official title: Assignment Technician)

Published Date: Aug 23, 2024

Location: US

Company: Los Angeles Unified School District

Minimum: $26.80 Hourly  

Maximum: $32.61 Hourly

August 23, 2024 - September 9, 2024

We are LAUSD. We are at the forefront of innovation in public education, focused on a clear and inspiring vision of the future for all of our students as they venture forward on their journey as lifelong learners. Here, you will have the opportunity to exercise your potential in a role supporting the business of education. Our work directly contributes toward the goal of ensuring that our students graduate ready for the world – ready to thrive in college, career and life. LAUSD is the second largest school district in the nation with an enrollment of nearly 575,000 students. We serve an area totaling 710 square miles, with over 1,190 schools and educational centers, and we employ over 74,000 individuals, making us one of the largest employers in our city.

LAUSD Employees:  Please be advised that all LAUSD employees must sign in to the GlobalProtect Virtual Private Network (VPN) in order to submit an application from an external network outside of an LAUSD location. For assistance with installing the GlobalProtect virtual network, please contact Information Technology Services at (213) 443-1300 or (213) 241-5200. 

An Assignment Technician applies pertinent federal and State employment related laws, rules, policies, collective bargaining agreements, and procedures for the preparation of assignment transactions and explains regulations and procedures to District employees and the public.

Insurance: Paid premiums for your choice of several medical, dental, vision, and life insurance plans.

Retirement: Membership in the California Public Employee Retirement System (CalPERS).

Vacation: Full-time employees earn up to two weeks of paid vacation to start. Three weeks after five years of year-round paid service.

Paid Holidays: Up to 13 days.

An Assignment Technician applies knowledge of federal and State employment related laws, rules, policies, collective bargaining agreements, and procedures in performing the following duties (some positions perform these duties in accordance with Education Code, Personnel Commission, and other legal or negotiated mandates). Please note that the duties for this position will be performed on-site and in-person. 

Typical duties include:

• Maintaining confidential employment eligibility lists and certifying eligible candidates to appointing authorities, making official job offers, and ensuring the rule of three ranks is adhered to for applicable classifications.
• Processing requests for assignment transactions, including the implementation of salary and retroactive compensation for non-routine requests and Personnel Commission authorized actions such as reclassifications, reallocations, and salary differentials.
• Explaining assignment transactions and leave forms to administrators, employees, and the public.
• Processing and scanning documents related to assignment transactions such as appointments, reinstatements, reassignments, changes of location, transfers and transfer applications, work summaries/histories, promotions, demotions, leaves of absence, layoffs, separations, retirement applications, and deceased actions.
• Explaining laws, rules, procedures, and labor contract provisions pertinent to assignment.

NOTE: This is not an exhaustive list of the responsibilities of this position. For a comprehensive list of duties performed in these classifications, please visit:  https://bit.ly/3Xepcqp

EDUCATION Graduation from High School or evidence of equivalent educational proficiency. 

EXPERIENCE   Six months of clerical experience in the preparation and processing of District assignment transactions. 

                                                                      OR

Two years of clerical experience that included application of personnel or payroll regulations. Successful completion of one year of college or business school may be substituted for six months of experience.

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TESTING PROCESS

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• Candidates who receive a failing score on any test module will NOT be eligible to move forward in the selection process.

NOTE: This test may be administered on a continuous basis; as such, passing scores that are less than one (1) year old may be applied for this assessment.

• The hiring departments have requested that we proceed with the selection process in a quick and timely manner. To honor this request, we will be adhering to a pre-planned employment assessment schedule. Please continue to monitor your email for testing information periodically. 
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To apply, click the "Apply" button at the top right corner of this page and log into the application management system; then, (1) click on each of the dropdown tabs and complete the requested information; and (2) submit your application by clicking on the "Apply" button at the bottom of the page to complete the application process, or click "Save" to save your application to complete at a later date. 

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Email us at [email protected]

To find out whether the application deadline has been extended, visit the website at: http://www.lausdjobs.org

The Los Angeles Unified School District intends that all qualified persons shall have equal opportunities for employment and promotion. Reasonable accommodations in completing an application and testing are available to individuals with disabilities. Please call (213) 241-3455 for more information.

Selection and promotion are based on a competitive employment assessment process. Candidates who pass all parts of the assessment process are placed on a hiring (eligibility) list based on their assessment score. Hiring departments may make job offers to candidates on the top three ranks of the hiring list. Eligibility typically lasts for 12 months. The hiring list resulting from this assessment process may be used to fill open positions in related job classifications.

The Los Angeles Unified School District is committed to providing a working and learning environment free from discrimination, harassment, intimidation, abusive conduct, or bullying. The District prohibits discrimination, harassment, intimidation, abusive conduct or bullying based on actual or perceived race or ethnicity, gender/sex (including gender identity, gender expression, pregnancy, childbirth, breastfeeding/lactation status and related medical conditions), sexual orientation, religion, color, national origin (including language use restrictions and possession of a driver’s license issued under Vehicle Code), ancestry, immigration status, physical or mental disability (including clinical depression and bipolar disorder, HIV/AIDS, hepatitis, epilepsy, seizure disorder, diabetes, multiple sclerosis, and heart disease), medical condition (cancer related and genetic characteristics), military and veteran status, marital status, registered domestic partner status, age (40 and above), genetic information, political belief or affiliation (unless union related), a person's association with a person or group with one or more of these actual or perceived characteristics, or any other basis protected by federal, state or local law, ordinance, or regulation in any program or activity it conducts or to which it provides significant assistance. For inquiries or complaints contact our Equal Opportunity Section, (213) 241-7685.

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Transcript services for individuals - FAQs

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The following frequently asked questions (FAQs) address specific questions about our transcript services for individual taxpayers.

On this page, you’ll find information on how to access transcripts through:

• Individual Online Account
• Get Transcript by Mail or our automated phone service

Transcript services in general

Transcripts through individual online account, q1. how do i get a transcript online (updated 08/16/2024).

Upon successful registration through ID.me, you can sign in to your Individual Online Account. From there, click on the “Tax Records” page, and then the link for “transcripts.” If you don’t have an individual online account, you can easily create an account .

Q2. What if I can't verify my identity or use Individual Online Account? (updated 08/16/2024)

Refer to  transcript types and ways to order them  for alternatives.

Q3. Why can’t I get my current tax year verification of non-filing letter?

The current tax year verification of non-filing letter is not available until June 15.

Q4. What do I do if I'm unable to view my verification of non-filing letter when I click on an available tax year? (added 08/16/2024)

If you are unable to view your verification of non-filing letter, you’ll need to request it by submitting Form 4506-T.

Q5. Why does my wage and income transcript state “No record of return filed” for the current tax year?

If you see a message of “No record of return filed” for the current tax year, it means information has not populated to the transcript yet. Check back in late May.

Q6. Why do I get a message saying my request for a wage and income transcript cannot be processed online? (updated 08/16/2024)

The transcript is limited to approximately 85 income documents. If you have more documents, the transcript will not generate. You’ll receive a notification online stating that your transcript request could not be processed and to complete and submit  Form 4506-T .

Q7. Can I get a transcript for my business?

Yes. Find out how to get a business tax transcript .

Ordering through Get Transcript by Mail or our automated phone service

Q1. what if i'm unable to use get transcript by mail (updated 08/16/2024), q2. what if my address changed since i filed my last tax return and it doesn't match irs records when i use get transcript by mail or the automated phone transcript service at  800-908-9946 .

Don't use your old address as the transcript won't get forwarded to you. You need to file  Form 8822, Change of Address , before you submit  Form 4506-T, Request for Transcript of Tax Return . Generally, it takes four to six weeks to process a change of address.

Q3. I got a message when I use Get Transcript by Mail that says the information I provided does not match what's in the IRS systems. What should I do now?

Verify all the information you entered is correct. It must match what's in our systems. Be sure to use the exact address from your latest tax return. If you’re still receiving the message, you'll need to submit  Form 4506-T .

The following FAQs generally apply to all transcript service types (i.e., Individual Online Account, Get Transcript by Mail and our automated phone transcript service) unless otherwise specified.

Q1. What hours are your transcript services available?

All transcript service types are available 24 hours a day, 7 days a week.

Q2. Can I give my information to a company or a practitioner with a Power of Attorney to request a transcript on my behalf? 

The transcript services are for individual taxpayers to retrieve their own transcripts for their own purposes. Use by any other entities is prohibited.

Q3. Can I request a transcript if I filed jointly with my spouse and my name and SSN was listed second on our tax return? (updated 08/16/2024)

Yes, a secondary taxpayer may request any  transcript type  that is available.

Q4. How long must I wait before a transcript is available for my current year tax return?

When a tax return transcript is available depends on several factors, such as how you filed your tax return (electronically or by mail). Refer to  transcript availability  for more information.

Q5. Can I use transcript services if I'm a victim of identity theft? (updated 08/16/2024)

Yes, you can still access all transcript service types. If we're unable to process your request  because of identity theft, you'll receive an online message, or a letter if using  Get Transcript by Mail or the automated phone service, that provides instructions to request a transcript. Visit our  Identity Protection  page for more information.

Q6. How do I request a transcript for an older tax year when it's not available online? (updated 08/16/2024)

Tax return and record of account transcripts are only available for the current tax year and three prior tax years when using Individual Online Account.  Note:  There is a "show all +" expand button below the online tax account transcript type that may provide additional tax years. Tax return and tax account transcripts are also limited to the current and prior three tax years when using Get Transcript by Mail or the automated phone transcript service.

You must submit  Form 4506-T  to request a transcript for a tax year not available.

Q7. My transcript information doesn't appear to be correct. What should I do?

In some cases, we may have changed the reported figures on the original return you filed because of input errors or incomplete or missing information. If we changed the figures on your return during processing, a tax return transcript will show your original figures, labeled "per return," and the corrected figures labeled "per computer." It won't show amendments or adjustments made to the account after the original return has posted.

If you filed an amended return or we adjusted your account after it was processed, request a record of account transcript. If the transcript obtained doesn't appear to be correct or contains unfamiliar information due to possible identity theft, call us at  800-829-1040 .

Q8. Will ordering a transcript help me determine when I'll get my refund?

IRS transcripts are best and most often used to validate past income and tax filing status for mortgage and other loan applications, and to help with tax preparation.

The best way to check on your refund is by visiting  Where's My Refund?  

Q9. Are there foreign language versions of transcripts? (updated 08/16/2024)

Individual Online Account, Get Transcript by Mail, and the automated phone transcript service are available in Spanish. However, the transcripts themselves are only available in English.

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Telecom company agrees to $1M fine over Biden deepfake

A telecom company has agreed to pay a $1 million fine for its role in the deepfake robocall that impersonated President Joe Biden’s voice ahead of the New Hampshire Democratic primary, federal authorities plan to announce Wednesday. 

Lingo Telecom, a voice service provider that distributed the artificial intelligence-generated robocalls through “spoofed” phone numbers, will pay the seven-figure penalty and agreed to stricter oversight protocols, in what federal authorities call a first-of-its-kind enforcement action against malicious deepfakes, or AI-driven impersonations of others.

“Every one of us deserves to know that the voice on the line is exactly who they claim to be,”  Federal Communications Commission Chairwoman Jessica Rosenworcel said in a statement. “If AI is being used, that should be made clear to any consumer, citizen, and voter who encounters it.”

The robocall employed an AI-generated impersonation of Biden’s voice, which told New Hampshire voters not to vote in January's Democratic primary.

As first uncovered by NBC News , the call was orchestrated by longtime political consultant Steve Kramer, who at the time was working for a rival campaign, though Kramer says he did it as a stunt to raise awareness about the danger of deepfakes. Kramer and his then-employer, Rep. Dean Phillips, D-Minn., insist no one on the campaign directed Kramer or was even aware of his actions.

Kramer is separately facing a $6 million fine from the FCC, as well as 26 criminal counts of voter intimidation and impersonating officials in New Hampshire. He is currently out on bail.

He is also facing a civil lawsuit brought by the League of Women Voters. The U.S. Department of Justice threw its weight behind the suit last month.  

“Voter intimidation, whether carried out in person or by way of deepfake robocalls, online disinformation campaigns, or other AI-fueled tactics, can stand as a real barrier for voters seeking to exercise their voice in our democracy,” said Kristen Clarke, the head of the Department of Justice’s Civil Rights Division, in a statement.

The Biden robocall was the first use of a deepfake in national American politics, so authorities said they moved quickly and aggressively to deter political deepfakes, which have grown rampant in some other countries .

"By holding Lingo Telecom accountable for its role in transmitting the spoofed robocalls carrying AI-generated messages, the FCC is sending a strong message that election interference and deceptive technology will not be tolerated," said New Hampshire Attorney General John Formella in a statement.

Alex Seitz-Wald is a senior political reporter for NBC News.