Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Wyoming Garnishment: What you need to know

A “garnishment” is an order of a court to an employer to withhold a sum of money from an employee's earnings to satisfy a debt owed to a third party by the employee. A valid garnishment legally obligates an employer to withhold monies from an employee's wages, subject to the maximum allowable limits. Wyoming law distinguishes between garnishments for child support obligations and garnishments for other debts. There are also different procedures for obtaining a onetime wage garnishment and obtaining a continuing garnishment. Where state laws concerning garnishment are more restrictive than federal law, state law controls.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Debts other than support. The employer receives a writ of garnishment and has 10 days to answer and provide the following information: the amount of wages due, the date they are due, details about the employee's job title, and any other wage garnishments. The employer will be notified as to the amount of wages to be withheld and where to send the payments. The garnishment may be for a single amount or may be “continuing” for up to 90 days.
Support. The Wyoming Income Withholding Act (WY Stat. Sec. 20-6-201 et seq.) ensures that noncustodial parents will pay child support as ordered by a court or state disbursement unit. Once support is ordered, the employer will receive an income withholding order, served personally or by certified mail return receipt requested. Payroll deduction must be made no later than the first pay period following the service of the order, and the employer must send the amount withheld to the clerk of the court within 7 days of the deduction. The employer may deduct and retain an additional $5 for each withholding to cover its administrative costs. ...

>> Read more about Garnishment

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Wyoming Garnishment Resources

Garnishment Products

Payroll Webinar Recording
BLR Webinar: "Payroll: How to Legally Handle Tax Levies and Garnishments""
HR Self-Audits Webinar Recording
BLR Webinar: "HR Self-Audits: How to Find (and Fix) the Legal Time Bombs in Your Workplace""
New Year, New Laws, New Employee Handbook Webinar Recording
BLR Webinar: "New Year, New Laws, New Employee Handbook: What to Change and What to Keep in 2013""
Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!

This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

Download Now!