2022-2023 Administrative Policy Manual Published September 2, 2022 
    Apr 20, 2024  
2022-2023 Administrative Policy Manual Published September 2, 2022 [ARCHIVED COPY]

Garnishment of Pay

Policy Number: 8.2.14
Effective Date: February 27, 2023
Revision History: May 26, 2016
Policy Contact: Director, Payroll and Benefits

I. Purpose and Policy Statement

Board of Regents (“BOR”) Policy Manual 8.2.13 provides that each institution shall establish procedures to counsel with employees who fail to meet their personal financial obligations. In accordance with BOR policy, Georgia Gwinnett College considers the acceptance and settlement of just and honest debts to be a mark of personal responsibility. In instances of default, consideration will be given to demonstrated hardship and related economic factors.

II. Scope

All GGC employees are responsible for understanding and complying with this policy.

III. Roles and Responsibilities
  1. All garnishment orders received at the College shall be forwarded to the Director, Payroll and Benefits for processing and appropriate handling in a timely manner. Reasonable processing delays may occur based on College operations. If an employee believes the garnishment is presented in error, the employee shall have an opportunity to submit acceptable proof of error or correction of garnishment order; said proof may not serve to delay garnishment processing absent exigent circumstances.
  2. The Director, Payroll and Benefits shall provide a written notice of garnishment to the employee, advising the employee of the specific garnishment details and financial/payroll implications.
  3. The General Counsel & Chief Legal Affairs Officer, the Chief Human Resources Officer, and the Director, Payroll and Benefits shall conduct periodic garnishment reviews to identify any employees who may have received multiple garnishments of five or more separate obligations within a twelve-month period and to determine if further recommendations are necessary.
  4. Where deemed necessary employees identified in accordance with the above criteria will be scheduled for a follow-up counseling session with garnishment/payroll officer. The payroll officer or designee shall conduct the counseling session with the employee and discuss the potential consequences of continued garnishments. The employee shall be advised that future garnishments may lead to further actions. The employee shall be given an opportunity to present evidence of hardship or economic based challenge which may have led to the circumstance. A counseling memorandum may be presented to the employee. No further action will be required, unless deemed necessary by the committee.
IV. Related Regulations, Statutes, Policies, and Procedures

Board of Regents Policy Manual 8.2.13 Garnishment of Pay
BOR Human Resources Administrative Practice Manual Garnishment of Pay