An employer can make an agreement to recover advances against wages, because advances are simply a prepayment of wages before they are earned. However, it is important to qualify the payment in advance and recover it quickly. A variety of federal laws cover the different types of deductions that can be made from your paycheck. The Fair Labor Standards Act (FLSA) specifically limits deductions to make chance, to coincide below the minimum wage and/or overtime allowances liability liability to you. For more information on who is covered by FLSA, please visit the Minimum Wage page of our website. Title III of the Consumer Protection Act (CCAC) limits the amount of an employee`s salary that can be filled and protects an employee from layoffs when the payment is filled only for a debt. For more information, please see question 8. Similarly, employers should not make workers the “insurer” of business losses. For example, an employer cannot deduct unidentified returns from a seller`s commissions from sales that are not directly attributable to the individual seller. Similarly, the employer cannot deduct from a bonus the cost of reducing inventory due to theft. You`re probably already familiar with payroll and social security tax deductions, but there are an increasing number of deductions that employers can legally withhold from your paycheck. However, only certain types of deductions can be legally withheld, and even then, the amount and/or percentage of the deduction is often limited by federal and regional laws.

Other types of deductions can only be legally with your written authorization and cannot be deducted if you have not approved the deductions. Employers cannot infer from workers` earnings: before the deduction can take place, you must be informed of the nature of the student loan obligation and the Agency`s intention to recover the debt through wage deductions, 30 days before the intervention in the written communication of the Confederation or the State Authority. At this point, you can avoid withholding by entering into a written agreement setting out a payment plan for the repayment of the loan. There are only limited powers for “other deductions” that may be authorized by workers. In 1944, the Attorney General of California held that “other deductions” only benefited those who benefit the worker, and the California courts took this view. 17. I work for a catering company and I have to wear a white shirt and black pants during work. My employer will not deliver the clothing unless we agree to deduct all of our first paycheck. For my first cheque, I didn`t even receive a minimum wage after the clothing expenses were deducted.

Can the employer do that? Workers may refuse the required deduction if the employee and his ex-spouse agree. However, even if you have opted out, your employer may be required to begin deference if you do not make the agreed payments within the time limit. Much of the necessary family allowance is now paid in this way (since the law has been in effect since 1994), so it should not be a problem with your employer or salary department, which is most likely already aware of the legal requirements after meeting the deduction requirements for other workers. According to the laws of most states, your employer cannot discriminate against you (by firing you, disciplining you or refusing to hire you) because you have a wage refusal order for the children.