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Virginia Child Support Garnishment Limits, Exemptions and Protections

Virginia wage garnishment law strictly follows the limits set forth in the Consumer Credit Protection Act (CCPA). The CCPA limits wage garnishment of an employee’s disposable earnings by setting maximum garnishment limits. These garnishment limits must be followed even if the employee is subject to another support order, or any other withholding order. This article explains how to allocate and prioritize orders in cases where the employee does not have enough allowable disposable earnings to cover all payments. Further, while wage garnishment can mean extra work for an employer, an employer is prohibited from discriminating against an individual on the basis of a support order.

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Virginia Child Support Collections and Fees

An employer served with a support order for one of its employees must abide by the wage garnishment laws of Virginia. The Virginia Office of Child Support not only requires that employers make timely payments, but also limits the administrative fee that the employer can charge the employee. Further, because the employer is bound by law to enforce Virginia child support garnishment, they must immediately notify the agency upon the employee’s termination or retirement from the company. An employer who does not follow the specific laws of Virginia may be subject to civil suits and fines.

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Virginia Wage Garnishment: Virginia Child Support Garnishment

Virginia wage garnishment and child support collection is similar to that in many other states. After court proceedings are over, the court or child support agency will generally assign the noncustodial parent to a child support garnishment order. This wage order is also served on the noncustodial parent’s employer, who is bound to enforce wage garnishment in a timely manner. The method of payment to the child support agency can differ depending on how many employees the employer has working for them.

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New Jersey Child Support Collections and Fees

An employer must enforce a wage garnishment order on the noncustodial parent until the order expires or the employer is otherwise notified to stop. Because an order for New Jersey child support garnishment is binding on the noncustodial parent’s employer, the employer must make sure to contact the New Jersey Office of Child Support when the noncustodial parent’s employment ends. This way, the employer will be relieved of any liability for unpaid amounts after the employee’s termination. If the employer owes a lump-sum payment to the noncustodial parent, upon termination or at any other time, they are not required to report this lump-sum payment to the agency.

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New Jersey Child Support Garnishment Limits, Exemptions and Protections

While failing to enforce New Jersey child support garnishment can lead to fines and civil suits, the employer may not demote, refuse to hire, or terminate an employee on the basis of a support order. The noncustodial parent is protected from this type of discrimination by New Jersey law, and the employer could be liable for double damages if they discriminate. Further, the Consumer Credit Protection Act (CCPA) gives some protection to the noncustodial parent’s income by limiting the amount of their earnings that are subject to child support garnishment.

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New Jersey Wage Garnishment: New Jersey Child Support Garnishment

New Jersey wage garnishment is established when an order for child support collection is served on the noncustodial parent’s employer. The order can include wage garnishment for spousal support as well. It’s important to know that child support collection continues in New Jersey even if an employee becomes unable to work and receives income through workers’ compensation or disability insurance. When an employer has been served with a wage garnishment order, the employer must report any changes in the noncustodial parent’s employment situation to the issuing agency.

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North Carolina Child Support Garnishment Limits, Exemptions and Protections

While North Carolina noncustodial parents should know that any income, regardless of source, is potentially subject to child support garnishment, at least some of their income will be protected by North Carolina garnishment law. North Carolina garnishment limits are particularly restrictive in comparison to the limits set forth in the Consumer Credit Protection Act (CCPA), which have been adopted by many other states. These North Carolina garnishment limits must be adhered to even if the employee is subject to multiple support orders or other types of withholding orders. When faced with this situation, the employer should allocate withholdings according to the pro rata method.

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North Carolina Child Support Collections and Fees

All North Carolina employers that receive a support order for one or more employees must follow the specific wage garnishment laws of North Carolina. Any employer who fails to do so will be subject to heavy penalties for noncompliance. When paying out a lump-sum payment, an employer is not required to report this payment to the North Carolina Office of Child Support. An employer is also allowed to deduct up to a certain amount of administrative fees for costs associated with enforcing the order. The following article explains some of these concepts in more detail.

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Ohio Child Support Garnishment Limits, Exemptions and Protections

While every source of the noncustodial parent’s income is subject to Ohio wage garnishment, there are garnishment exemptions available to the noncustodial parent in Ohio. This means that some of the noncustodial parent’s income is protected. Ohio garnishment law follows the Consumer Credit Protection Act (CCPA) closely when determining these garnishment exemptions. Further, these exemptions apply even when the noncustodial parent is assigned multiple orders of support.

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Ohio Child Support Collections and Fees

The Ohio Office of Child Support requires that employers report, in advance, any payments owed to the noncustodial parent. This includes lump-sum payments, which are subject to child support garnishment in the same way as periodic income payments. The employer must report these payments even on termination of the employee. Failure to do so will subject the employer to heavy liabilities. The following information expands on these laws of Ohio wage garnishment.

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