Issue: Some employers don’t allow new employees to take time off in the first 90 days of employment, even though they are accruing PTO. This policy can be problematic for lower-wage employees, especially when they are the primary caregiver in their family.

Possible Solution: Allow workers to use earned time off or sick days during the 90-day probationary period without penalty. If possible, remove the 90-day probationary period altogether.

Issue: Research indicates that the Earned Income Tax Credit is one of the most effective measures in improving a lower-income family’s economic security. But many lower-wage employees are not aware that they are eligible or don’t know how to apply.

Possible Solution: Provide access to tax prep and EITC consultants on-site to ensure that lower-wage employees are getting the most out of their tax returns. Employers can also direct employees to free tax prep services offered through your local United Way or other non-profits.

Issue: Often lower-wage workers do not have access to wage protection programs like short-term disability or have enough PTO to continue receiving pay during their parental leave. Even when employees do have access to short-term disability, they receive only 60 percent of their wages, which may be insufficient to support their family. If employees choose to use their PTO, they deplete their banks and have no time saved for when they return to work.

Possible Solution: Provide paid parental leave for six to twelve weeks for both parents, so employees are not harmed financially and retain their PTO banks for when they return to work. They will need that time to care for sick children or elders, go to doctor’s visits, etc. Alternatively, consider providing employer-paid short-term disability or providing employees with access to voluntary employee-paid short-term disability, through payroll deductions. Parental leave should also be extended for adoptions. Additionally, employers should provide and encourage the usage of the full length of leave for both fathers and mothers. Research shows that when men and women take parental leave at the same rate, new mothers are less likely to experience career setbacks after returning to work. Extended leave for both parents also has positive health implications for the baby and parents.

Issue: Many benefits like increased PTO, bonuses, paid parking, covering costs of uniforms, life insurance, 401K contribution rates and profit sharing are often reserved or enhanced for employees who hold top management positions. These perks could be a game-changers for lower-wage employees.

Possible Solution: Consider how extending some of these benefits to all levels of the organization could enhance the attraction, retention and stability of your overall workforce. For example, increased PTO may have minimal overall cost if it results in less unplanned absenteeism. Out-of-pocket costs represent a higher percentage of salary for lower-wage employees than higher wage employees.

Issue: When a child care provider option has unexpectedly fallen through, or a child is sick and cannot go to their usual place of care, workers must miss work or scramble to find another option.

Possible Solution: Provide employees access to sick-child options by purchasing care through a child care center or through an in-home provider. A similar process can be used to purchase spots at emergency child care centers. Many employees would rather care for their sick child themselves, so consider including this in your PTO parameters.

Issue: One emergency cost can derail the financial stability of a lower-wage worker. Managing unforeseen emergencies, like a costly car repair, can result in absenteeism, which means lost pay for the employee and work for their employer. Often, lower-wage employees use predatory lenders for these kinds of expenses which fuels a harmful financial cycle.

Possible Solution: Allow employees to borrow a determined amount against their paycheck, which can be paid back without interest over subsequent paychecks. You can also work with local credit unions, non-profit organizations or work through HR to co-sign a loan with the employee at a financial institution. Some organizations set up this program as a grant instead of a loan, so the employee does not pay back the assistance. Requesting assistance from their employer can feel embarrassing to the employee, so try to minimize the employee’s exposure during this process by limiting the reviewers and requirements to receive the loan.

Issue: Food insecurity is a large obstacle for families living paycheck to paycheck. When money is tight, lower-wage employees often are forced to choose between immediate needs for their families. Without proper nutrition, your workforce productivity will decrease, and employees are more likely to become sick.

Possible Solution: Consider implementing a high performance or consistent-attendance incentive system to reward employees with gift cards or meals from the on-site cafeteria or restaurant. If you do not have food available on-site, utilize grocery gift cards or provide catered meals during the work week. Having healthy snacks available in the break room can also help.

Issue: Financial literacy is often the largest need for lower-wage employees. Groups with little financial education are more likely to borrow, buy on credit and decrease investments, so a lack of financial literacy can perpetuate poor economic health.

Possible Solution: Provide all employees with financial education classes, so that they can budget and save for the future. Consider additional classes as employees are promoted or given wage increases, so they are prepared to handle a larger cash flow and plan for the future.

Issue: Workers who do not have a personal car and have difficulty accessing public transportation because of their location or shift times cannot easily get to work.

Possible Solution: Consider a company sponsored and organized van or carpool to get workers from their neighborhoods to their job. Vanpools can pick up from a centralized location along a bus route. Alternately, move employees without personal transportation options to shifts that align with bus schedules.

Issue: The high cost of health care can deter many employees from seeking preventive care, so doctor visits tend to be reserved for emergency situations which are costly to an employer health care plan. Additionally, foregoing preventive care can perpetuate an unhealthy workforce.

Possible Solution: Consider partnering with your insurance provider or a local hospital to have on-site health clinics for employees. Many health care providers offer mobile preventive care resources that employers can utilize for free. These health clinics provide screenings, health risk assessments, immunizations and other health services. If a health clinic is not an option for your organization, add a tele-doc option (where you can Skype with a physician or nurse to get a prescription for common ailments) to your health offerings.