210-16
GARNISHMENT

POLICY & PROCEDURE

Subject:

GARNISHMENT

Index: Finance

Number:    210-16 (replaces 300-35)

Effective Date

06/12/2003

Supersedes

08/01/1982

Page

1 of 2

Staff Contact

V. Runkle

Approved By

Jesse Tanner

1.0 PURPOSE:

To provide a procedure for handling garnishment(s) of an employee’s wages.

2.0 ORGANIZATIONS AFFECTED:

All departments/divisions

3.0 REFERENCES:

RCW 6.27

Consumer Credit Protection Act

4.0 POLICY:

4.1    All notices of garnishment will be received and signed for by a member of the Payroll staff, of the Finance & Information Services Department, and the procedure outlined under Section 6.0 will be followed.

4.2    Every effort will be made to maintain employee confidentiality regarding any garnishment.

5.0 DEFINITIONS:

Garnishment: A legal, involuntary deduction from wages or other payment to satisfy a debt or other financial obligation.

6.0 PROCEDURE:

6.1    Payroll staff will respond to the Court ordered requests for information.

6.2    Payroll will make the necessary deduction to the employee’s wages.

6.3    A check for the garnished amount will be prepared each pay period and forwarded to the Court as directed in the Court order.

6.4    Payroll will inform the Human Resources and Risk Management Department (HR) if a Court orders the modification of dependent benefits. Any amount exceeding City coverage will be deducted from the employee’s paycheck or any Court ordered directions.

6.5    If an employee has a second garnishment within twelve months and is in a position that handles cash or is bonded, the HR department will be notified of the garnishment. HR will be responsible for addressing any related personal issues.

6.6    All garnishment records will be kept by Payroll staff in a locked file separate from Payroll or HR employee files.

6.7    Garnishment records will be destroyed six years after the garnishment has been satisfied, or six years after the employee terminates, whichever comes first.

6.8    Garnishment(s) will be given no weight when considering the employee for promotions, layoffs or other separations from employment except as specified in 6.5.