California’s Department of Industrial Relations (DIR) announced rate changes for the computer software employee exemption and the licensed physician or surgeon exemption. The new rates take effect January 1, 2016.

For the computer software employees’ exemption:

• The minimum hourly rate of pay exemption increased to $41.85 from its previous rate of  $41.27;
• The minimum monthly salary increased to $7,265.43 from its previous rate of  $7,165.12; and
• The minimum annual salary exemption increased to $87,185.14 from its previous rate of $85,981.40.

For the licensed physician or surgeon exemption:

• The minimum hourly pay for licensed physicians and surgeons increased to $76.24 from $75.19.

These rates are tied to the California Consumer Price Index (CCPI) for Urban Wage Earners and Clerical Workers. The 2016 rate changes reflect the 1.4 percent increase in the CCPI.

What separates you from your competition? Your Employees! The organization has to build an infrastructure that employees want to work for! It does not happen by accident! In most cases the company treats employees like a precious resource. People are not disposable.

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The courts have considered many facts in deciding whether a worker is an independent contractor or an employee. These relevant facts fall into three main categories: behavioral control; financial control; and the relationship of the parties. In each case, it is very important to consider all the facts – no single fact provides the answer. Carefully review the following definitions. Behavioral Control These facts show whether there is a right to direct or control how the worker does the work. A worker is an employee when the business has the right to direct and control the worker. The business does not have to actually direct or control the way the work is done – as long as the employer has the right to direct and control the work. For example Instructions – if you receive extensive instructions on how work is to be done, this suggests that you are an employee. Instructions can cover a wide range of topics, for example: • how, when, or where to do the work • what tools or equipment to use • what assistants to hire to help with the work • where to purchase supplies and services If you receive less extensive instructions about what should be done, but not how it should be done, you may be an independent contractor. For instance, instructions about time and place may be less important than directions on how the work is performed. Training – if the business provides you with training about required procedures and methods, this indicates that the business wants the work done in a certain way, and this suggests that you may be an employee. Financial Control These facts show whether there is a right to direct or control the business part of the work. For example Significant Investment – if you have a significant investment in your work, you may be an independent contractor. While there is no precise dollar test, the investment must have substance. However, a significant investment is not necessary to be an independent contractor. Expenses – if you are not reimbursed for some or all business expenses, then you may be an independent contractor, especially if your unreimbursed business expenses are high. Opportunity for Profit or Loss – if you can realize a profit or incur a loss, this suggests that you are in business for yourself and that you may be an independent contractor. Relationship of the Parties These are facts that illustrate how the business and the worker perceive their relationship. For example Employee Benefits – if you receive benefits, such as insurance, pension, or paid leave, this is an indication that you may be an employee. If you do not receive benefits, however, you could be either an employee or an independent contractor. Written Contracts – a written contract may show what both you and the business intend. This may be very significant if it is difficult, if not impossible, to determine status based on other facts.

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