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Fact Sheet Wages, Incomes, and Wealth. Download PDF. Low wages hurt all workers and are particularly harmful to Black workers and other workers of color, especially women of color, who make up a disproportionate share of workers who are severely underpaid. This is the result of structural racism and sexism, with an economic system rooted in chattel slavery in which workers of color—and especially women of color—have been and continue to be shunted into the most underpaid jobs. The Raise the Wage Act would have the following benefits: 4. Unless otherwise indicated, the figures presented in this fact sheet come from a forthcoming EPI analysis of the Raise the Wage Act. The analysis is based on the Raise the Wage Act. We include the District of Columbia in this list even though it is not a state. Economic Policy Institute analysis of the legislation, forthcoming. Paul J. Low Paying Jobs

While Low Paying Jobs that pays sufficient wages and provides regular hours can be a path from poverty towards financial stability, most TANF recipients are not on that path, our analysis of studies of parents leaving TANF shows. See the Appendix for https://amazonia.fiocruz.br/scdp/essay/mormon-bank-utah/workplace-ethics.php list of the studies.

Instead, most recipients leave TANF for low-paying, unstable jobs that leave many of them with significant periods of joblessness and with annual incomes far below the federal poverty line.

Although states have flexibility under TANF to help recipients gain education, skills, and work experience to prepare them Low Paying Jobs better-paying jobs, most have not taken here of this flexibility.

Instead, states rely mainly on low-cost job search programs that direct TANF recipients back to the same low-paying, unstable jobs that led many of them to TANF in the first place; meanwhile, the limited resources that states devote to work activities go primarily to monitoring compliance with work requirements.

Key findings from studies that examine the employment outcomes of recipients that have left TANF include:. Figure 1 outlines several steps they can take. Black and Latina women, who make up a majority of adult TANF recipients, experience the dual burden of racial and gender disparities in the labor click.

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Eleven of Low Paying Jobs studies Payng the employment experiences of parents leaving TANF. Low Paying Jobs other two, in Utah and in Washington State, examine outcomes and source for parents both when they were participating in the program and during a follow-up period of two or three years.

In Utah, new TANF recipients were surveyed upon entry into TANF; follow-up surveys were conducted one and two years later, by which time most of them had left the program. The Washington State study examined outcomes and characteristics of parents that received TANF in state fiscal years or and subsequently left and did not return within a month observation window. This paper uses data on the cohort because they were subject to a time limit policy that the earlier cohort was not.

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Quarterly reports produced in Washington State are considered together as one study. See the Appendix for short summary of each study. All 13 studies analyzed the employment experiences of TANF recipients or former recipients over a specified period of time. Ten studies linked TANF administrative data with quarterly wage data; the other three gathered information through surveys Low Paying Jobs interviews.

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Low Paying Jobs of the studies compared employment outcomes for two or more cohorts that left TANF in different years, including at different points before, during, and after the Great Recession. Four of the studies contain especially rich information on the obstacles parents encountered while trying to find work or working. Although all the studies analyzed employment experiences, they did not all gather the same information. Some gathered employment both within the last year and at a point in time usually for a specified quarterwhile others only gathered data for one of these measures. Some provided data on median earnings, while others used average earnings. We sought to maximize the data we have, recognizing the limitations due to the differences among the studies.

The studies included in this analysis provide evidence that work is common among TANF recipients. But few parents who leave TANF work consistently during the year.

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Many Low Paying Jobs recipients are among the millions of workers in jobs that provide low pay, can have shifting schedules, and often lack key benefits such as paid sick leave. These features can contribute to income volatility and job turnover: low-wage workers are more likely than other workers to experience periods when they are out Low Paying Jobs work or when their monthly earnings drop, at least temporarily. At least 6 in 10 and as many as 8 in 10 TANF leavers were employed at some time during the year after exit, studies with available data show. These high employment rates, however, do not mean that most TANF recipients left the program because they found employment. In Colorado, for example, only 37 percent of leavers reported employment or increased earnings as a reason for exiting TANF; 36 percent reported they were sanctioned, reached a time limit, or no longer had a child in the household.

Parents who leave TANF because of sanctions and time limits do not do so by choice, and they often face significant physical or mental health challenges that reduce their employment prospects. In Kansas, those terminated due to sanctions and time limits had lower employment rates in the average quarter of the year after exit 49 and 47 percent, respectively than leavers overall 55 percent. In the average quarter of the last year of the observation period, about two-thirds of parents were not working. While most parents worked, their employment was unsteady. Many experienced periods of joblessness that left them with annual more info far Low Paying Jobs low to support a family.]