Employer's Frequently Asked Questions


On the next payment you remit to the State Disbursement Unit (SDU), please include a note stating that no deductions were made for the pay date because the employee did not work during the pay period.

Yes, you can combine support withholdings into one consolidated check. You must include an itemized accounting providing the name, social security number (or other identifying number), and amount that applies to each employee for each child support case number.

You can use the following earnings:

i. Wages, salary, bonuses, vacation pay, retirement pay, commissions paid by an employer
ii. Payments for services of independent contractors
iii. Dividends, rents, royalties, and residuals
iv. Patent rights and minerals, or other natural resource rights
v. Any payments due as a result of written or oral contracts for services or sales, regardless of their title
vi. Payments due for worker's compensation temporary disability benefits
vii. Any other payments or credits due or becoming due, regardless of source

If your employee has more than one IWO for support, add together the amount of support due. If 50% of your employee's net disposable earnings will not pay in full all of the IWOs send 50% to the State Disbursement Unit (SDU). 

Continue to honor the child support Income Witholding Order (IWO) and inform your employee that they should contact a child support officer to resolve the matter.

Yes, the child support Income Witholding Order (IWO) is a federally required form (since January 2000) to be used in all support cases in all states. The signature of a judicial officer is not required when the Income Witholding Order (IWO) is sent by a child support enforcement agency. The on-going child support amount is taken from the most recent court order. An arrears payment on the child support Income Witholding Order (IWO) may be based on a court order, but the child support enforcement agency also has the authority to administratively set an arrears payment.

Please contact the Department of Child Support Services to check to see if there is an error in the name or number, or if this could be a case of mistaken identity.

No, you must continue to comply with the child support Income Witholding Order (IWO).

They are earnings remaining after mandatory taxes and deductions (including mandatory retirement or union dues) have been satisfied. Therefore, if your employee has voluntary deductions for 401K plans or other benefits, these deductions cannot be used to calculate net disposable earnings.

Except when an IRS tax lien was served first, federal and state laws require child support withholding to take priority over other income attachments. You must withhold the required amount as long as the amount does not exceed 50% of the employee's net disposable earnings.

No. Do not end the garnishments until the Department of Child Support Services notifies you to do so. Please inform your employee that they need to contact a child support officer to address this issue.

Please inform the Department of Child Support Services no later than the next pay date. Please indicate if it is a temporary layoff. In addition, if the employee returns to work for you, continue to garnish their wages (the child support Income Witholding Order (IWO) is still binding and must be honored.)

You must enroll the children immediately, regardless of open enrollment restrictions. Choose any available plan that will reasonably provide benefits where the children live. If you are not sure which plan to enroll, please contact the Department of Child Support Services for assistance.

The existing medical coverage should be replaced only if the children are not provided reasonable benefits under the existing coverage where they live. Please direct any questions about this to a child support officer.

Yes. Send the premiums directly to the provider and be sure to include the child's name and social security number.