Wage garnishment is capped under the Consumer Credit Protection Act.

Wage Garnishment on the Job Site: What the Florida Contractors Manual Tells You

If you’re supervising crews or keeping payroll turning smoothly on a Florida construction site, you’ll want to know how wage garnishment works. It’s not a topic that comes up every day, but when it does, you’ll be glad you understand the rules. The rule comes from the Consumer Credit Protection Act, and it’s designed to protect workers while still letting creditors recover what they’re owed. Here’s the core idea in plain language—and why it matters on your crew.

Two numbers, one ceiling: the lesser of two calculations

When a creditor gets a garnishment order, the employer must decide how much of the employee’s pay can be held back. The law offers two ways to calculate a cap, and you use the lesser of the two. That’s the safety net that prevents someone from losing too much money each week.

• Calculation A: 25% of weekly disposable earnings

Disposable earnings are what’s left after mandatory deductions—things like federal income tax, Social Security, and other required withholdings. So, up to a quarter of that take-home pay can be garnished, but only if this amount doesn’t exceed the other calculation.

• Calculation B: The amount by which weekly disposable earnings exceed 30 times the federal minimum wage

This one is a bit trickier. You look at how much the worker’s disposable earnings are above a threshold: 30 times the federal minimum wage. Whatever part of the paycheck sits above that threshold is the candidate amount for garnishment under this calculation.

The correct rule for the maximum garnishment is: the lesser of A or B. In other words, you’re not allowed to take more than the smaller of those two numbers. That keeps a steady line between debt recovery and a worker’s ability to cover basic living costs.

What “disposable earnings” means in the real world

On a construction site, you’ll hear about wages, deductions, and paychecks left after taxes and other required withholdings. That’s disposable earnings. It’s the figure the law uses to decide how much can be garnished.

• Why it matters: If you’re paying a crew on a tight schedule (think multiple subs and staggered pay periods), a garnishment can affect a worker’s ability to pay for essentials—rent, groceries, kid’s needs. The rule is there to make sure the worker isn’t left with peanuts after debts are taken care of.

• A practical note: Some state-specific exemptions can apply in Florida, but you still must respect the federal cap. Florida employers should stay in sync with both federal protections and any state rules that might give workers extra breathing room.

A quick, concrete example to picture the numbers

Let’s walk through a simple scenario. This helps every supervisor know what to do when a garnishment comes in.

• The worker’s weekly disposable earnings: $600

• Calculation A (25%): 0.25 × 600 = $150

• Calculation B (excess over 30x minimum wage)

• Federal minimum wage (for rough math) is $7.25/hour. If the person works 40 hours, that week’s minimum-based threshold is 30 × $7.25 = $217.50.

• Excess over this threshold: 600 − 217.50 = $382.50

• The lesser of A and B: min($150, $382.50) = $150

So, in this example, the employer can garnish up to $150 for that week. If the weekly disposable earnings were lower, or if Calculation B happened to yield a smaller number, you’d use whichever is smaller.

Two important takeaways from the math

• It’s all about balance. The law is designed to let creditors recoup what’s owed but keep a worker’s pay at a level that supports basic living costs.

• The “lesser of” rule is the road map. You never exceed the smaller figure, even if one calculation would seem to permit more.

Why this matters for Florida contractors and payroll teams

Construction payroll isn’t just about paying hours worked. It’s about keeping crews intact, ensuring subs stay on site, and maintaining morale. Here’s how the wage-garnishment rules ripple through the job below the surface.

• Protecting the crew’s livelihood

If a crew member is facing debt, fair play matters. The cap prevents a payday from turning into a crisis week after week. In a tough labor market, keeping workers solvent and focused is money well spent.

• Keeping payroll accurate and compliant

Garnishments aren’t just a matter of writing a bigger paycheck number. You need to verify the amount owed, confirm the order, and compute the disposable earnings correctly. Missing a deduction or misreading the cap can lead to legal trouble and unhappy workers.

• Clear communication helps

When you receive a garnishment document, it’s smart to explain the process to the affected employee and to your payroll team. A straightforward note about what will come out and why can cut down on confusion and tension.

• Documentation is a friend

Retain copies of the garnishment orders, calculation worksheets, and the pay stubs showing how the garnishment was applied. If questions arise later, you’ll have a solid trail to follow.

What to watch for on a Florida site

• State exemptions and local rules: Florida respects federal protections, but there can be nuances in state law. If your company operates in multiple states or handles complex payroll, a quick consult with your labor or HR attorney can save confusion later.

• Multiple garnishments: Some workers may have more than one garnishment order. In those cases, you still apply the lesser-of rule for each order, but you must ensure you’re not over-harvesting wages across different creditors.

• Training and procedures: Build a simple, repeatable process for handling garnishment orders. A short checklist in the payroll handbook can save time and prevent mistakes during a busy week on a bustling construction site.

A practical mindset for supervisors and managers

• Stay curious about the numbers: If you’re unsure which calculation applies, don’t guess. Double-check the current minimum wage figure and your payroll records. The math is straightforward, but the details matter.

• Don’t let it derail the project: A garnishment can feel like a sting, but it’s not a reason to stall payroll. Have a plan that keeps the project moving while respecting the law and the worker’s rights.

• Foster open dialogue: If an employee asks questions about garnishments, keep explanations plain and respectful. People appreciate clarity, especially when money is involved.

Relating this to the broader construction world

Garnishment rules aren’t a flashy topic, but they touch everyday life on a site. Think about safety training, subcontractor schedules, or material deliveries—this is the kind of compliance detail that quietly keeps everything running smoothly. When a crew member sees that the payroll is fair and transparent, it builds trust. And trust translates into steadier work, fewer disruptions, and a better team dynamic.

A closing thought: balance and fairness on the ledger

The lesser-of rule in the Consumer Credit Protection Act is more than a technicalability. It’s a thoughtful balance between two important goals: helping workers stay financially stable and giving creditors a path to recover what’s owed. On a Florida job site, where days are long and the schedule tight, that balance isn’t just legal—it’s practical sense. It helps crews stay focused, reduces friction, and keeps the work moving forward.

Takeaways for Florida contractors and payroll teams

• Remember the two calculations: 25% of weekly disposable earnings, and the amount over 30x the federal minimum wage.

• The garnishment is capped at the lesser of the two numbers.

• Use disposable earnings (after mandatory deductions) as the basis.

• Maintain clear records, confirm orders, and communicate with affected employees.

• Check for any Florida-specific exemptions or rules, and consult legal counsel if you’re unsure.

On the job site, every dollar can count. But so can every rule that protects a worker’s ability to keep a roof over their head and food on the table. The wage-garnishment framework isn’t showy, and it doesn’t grab headlines. It’s steady, fair, and essential to keeping teams intact as they build and improve the places we call home. If you keep it simple, stay compliant, and treat your workers with clarity and respect, your payroll—and your project—will run more smoothly than you might expect.