Practice Advisory //byline Ryan J. Kohler July 24, 2024 Overview California employers often have questions how to properly pay employees under the California Labor Code. An improper classification creates the risk of liability exposure. AIA California, in conjunction with Ryan Kohler of Collins + Collins LLP, provides this advisory to answer Frequently Asked Questions about this issue. Disclaimer: AIA California is providing this resource as general information and it is not to be construed as legal advice. Be sure to obtain legal counsel for questions about your specific situation. An architectural firm is looking to expand and hires a designer with seven years of experience. The designer is working on obtaining his architect’s license. The firm extends an offer at $40 an hour ($83,200 a year at full time) and notes they plan to have the designer supervise one draftsman on their team. The applicant counters that she would rather have the proper responsibility and title of a salaried employee and proposes a salary of $85,000 a year. The parties shake hands and have a deal. But isn’t there someone they forgot to ask about these terms? The State of California. The careful practitioner should also consult with the appropriate labor laws and regulations to determine how to classify an employee. Exempt vs Non-Exempt: The BasicsThe law refers to salaried or hourly as “exempt” or “non-exempt.” The “exemption” is for California’s wage and hour laws. If an employee is “exempt” than the employer does not need to track hours, overtime, meal periods, etc. So why not classify everyone as exempt? Unfortunately, the default under the law is non-exempt. And perhaps the most important thing to know: it is the employer’s obligation to prove that an exemption applies. This means when in doubt, there is less risk to classify the employee as non-exempt. To establish the exemption, an employer must ensure the employee meets three key criteria: enough pay, a qualifying exemption classification (executive/managerial, administrative, or professional), and the duty requirement (to show the employee is primarily involved in exempt work). Salary ExemptionThe salary requirement is the most straightforward: an employer must pay the employee at least two times the state minimum wage for a full-time employee (40 hours a week, 52 weeks a year). While easy to calculate, take note that it is also a moving target; the state minimum wage is tied to inflation so expect this number to creep up each year on January 1st. For 2024, the minimum wage is $16 an hour, so the salary exemption minimum is $66,560. If an employee is too close to the cut-off, the cautious practitioner should consider classifying the employee as non-exempt, so the moving minimum wage does not inadvertently cause the employee to lose the salary exemption down the road. The also State tends to look closer at the classification of employees near the salary threshold, in case of an enforcement action by the California Labor Commissioner. Classification ExemptionThe general exemptions for “executive, administrative, and professional employees” are set forth in Labor Code § 515. However, architects and other designers are also subject to the Industrial Welfare Commission regulations, specifically Industrial Wage Order Number 4, which spells out additional details on the test for classification. Executive / Managerial ExemptionAn employee under this exemption must primarily manage the business itself – or a department or subdivision of the business. Their duties should include directing the work of at least two or more full-time employees (or the equivalent if managing any part-time employees) and they should have some managerial authority as well (such as to hire, fire, or play a role in suggesting the hiring, firing, advancement, promotion, etc.) of other employees. An employee in charge of a permanent unit managing multiple subordinates, like a project manager in charge of a substantial design team, often qualifies for this exemption – but to truly qualify, they need to be involved in some aspect of the management of employees, such as the role in assessing employment performance for future promotions, and not just managing the completion of design tasks. Additionally, the regulations note the employee must manage a “customarily recognized department or subdivision thereof” and the State notes this is meant to distinguish between a unit with a permanent status and function and one that is just a temporary collection of employees assigned from “time to time to a specific job.” One way to think of it is a distinction between being a manager and being in management. Administrative ExemptionThis designation is not for administrative staff or assistants in general. Instead, this exemption applies to employees performing office (or non-manual) work directly related to management policies or general operations with the practice or its customers. The must have the ability to use discretion and independent judgment on important matters. They also must generally work with independent discretion and judgment, subject only to “general supervision,” and must have some level of specialized or technical lines of work that requires special training, experience, or knowledge to perform their work. This could include roles in finance, accounting, HR, or marketing. It can also include an executive administrative assistant that directly assists the head of the firm or another high-level manager, provided they meet the other requirements (such as independence and working with only general supervision). Employees who are trained on specific administrative procedures and then generally just execute those procedures according to a standardized process generally do not qualify for this exemption. Professional ExemptionThis exemption can be the easiest to establish for architects – if the employee is actually a licensed architect. An employee licensed by the state in architecture or engineering, as well as several other licensed fields ((or accounting or law), qualifies for this exemption. There is also a more difficult standard for the (unlicensed) employee – that of a “learned or artistic” professional. These two standards are set forth in the Industrial Wage Order 4 as Work requiring knowledge of an advanced type in a field or science or learning customarily acquired
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