Wage garnishments and collections
in Law ·
Ethan Mitchell4 said:I actually agree with your point that the bailiff is the one who needs to contact the IRS directly to handle opening a protected account.
But I’m going to have to disagree with you on the idea that the parent has to babysit the process of making sure child support hits that protected account. Once they hand over those protected account details to their employer, HR should know exactly how the mandatory relationship law works. It shouldn't be the employee's job to constantly remind the payroll department which specific account receives those funds; that's what they're paid for.
Listen, anyone receiving protected payments—and I mean absolutely anyone—has to report to the IRS first. You go there, and they'll give you the rundown on what comes next. And yeah, I already said this applies to one-time payments too. Do yourself a favor and actually read through this thread; the answers are already here if you bother to look. If I have to start repeating myself, we’re getting off track.
ruggedmaker2 said:Fresh off a seminar and honestly, I’m still pretty confused. 😁
They weren't exactly crystal clear when they got to Section 197.
Section 197.
(1) A wage garnishment order specifies the portion of wages to be seized and mandates that an employer who does not pay the debtor via a bank account must instead remit the specified amount directly to the creditor once the order becomes final.
(2) This garnishment order also applies to any subsequent salary increases that occur after the order has been served.
I guess I have to wait for the official ruling to see if this section actually implies that employers are off the hook for garnishing wages if they already pay everything through a bank account.
To be honest, nobody could figure out who they're even talking about—people who don't pay wages through a bank account. I mean, under current IRS regulations, you HAVE to pay via bank transfer.
What do you guys think? Why even mention employers who don't use bank accounts for payroll? What's the actual point of that clause?
Of course there are parts that can be paid out under the table. We're talking about various payroll add-ons—per diems, field stipends, hazardous chemical allowances, mileage reimbursements... all those extras dictated by collective bargaining agreements that technically count as wage supplements (correct me if I'm wrong on that one). The statute ensures even those specific amounts get handed over to the creditor. Otherwise, there’s a massive loophole: you can just coordinate with your employer to label those payments as, say, a gift for your kid. Under the current bankruptcy law, that falls under protected funds, which then get deposited straight into a protected account.
I reckon employers are going to start getting pretty generous when it comes to childcare benefits lately.