Starting January 1, 2020, Judicial Council of California the California Court Interpreter Credential Review Procedures will take effect creating a complaint guidelines for alleging professional misconduct or malfeasance against California certified or registered interpreter.

As of January 1, 2019, Small Claims Court interpreters are no longer exempt from the requirement that they be court certified in the language they interpret. See GOV §68560.5. Interpreters whose compliance status set to expire on December 31, 2019 will be removed from the Judicial Council Master List

The California Courts have developed a Court Interpreters Program become a certified court or registered
California interpreter. Court interpreters play a key role in insure access to justice at trial courts by interpreting for defendants, litigants and witnesses.

Source: https://www.courts.ca.gov/7996.htm; https://www.courts.ca.gov/programs-interpreters.htm; https://www.courts.ca.gov/documents/CIP_CRProcedures.pdf

Well... there are a few ways to look at it. You can set your prices based on:

• Cost of doing business = First, figure out how much money you need to charge per in order to make the numbers work, i.e. cover overhead and pay yourself for time spent away from your family. How much money to do you need to make each month to cover your bills?
• What people are willing to pay (Let the market set your prices) = Set your prices based on what the market will bear. What are people willing to pay? How much can they afford to pay? How much is your work worth to them? If they didn't pay you, would they have to take a day off work to get it done? Are they willing to pay you to keep from dealing with the stress? 
• Match/Undercut Competitor pricing = check out your competitors; what’s the going rate in your area? How low are you willing to go? If you undercut your competitors will you undercut yourself? Can you do things more efficiently than your competitors?  

Personally, I do a little of everything. We have lengthy discussions about pricing in chapter meetings. Most LDAs find a niche specialize in it and stick to that one area of practice. Everyone is different. Each LDA prepares an motion differently. Is there a page limit on the declaration? Do you including filing? Is service by mail included, etc. ? 

Pricing is not set in stone. You can alway raise their prices annually. The average fee is $300 for a Request for Order (Motion) and goes up depending on case complexity.  

You can always run a promotion to test the market too.

The implications of AB 5 are far reaching beyond the intended gig business targets. We’ll see what the new year brings for independent contractors in the legal services industry. California Assembly Bill 5 (2019) took effect January 1, 2020. The bill was introduced by California assemblywoman Lorena Gonzalez then was signed by Governor Gavin Newsom on September 18, 2019. 

Many California Freelance Paralegals have already felt AB5's impacts. While Lawyers are exempt from Labor Code §2750.3, Paralegals are not. What does this mean? In scenarios where the ABC Test (which is based on Dynamex) would be used to determine whether a Paralegal is an independent contractor or employee instead Borello would be considered which is far more complex.

Both the Borello test and the ABC test assume that the worker is an employee and the hiring entity must prove that the worker is an independent contractor. 
Under Borello, no single factor determines whether a worker is an employee or an independent contractor. So to say doing business as a sole proprietor would be enough to rebut the presumption based on a B2B exemption is not solid enough for me. More importantly, would it be enough for the lawyer you’re hope to contract with.
An inescapable factor considered under Borello is the degree of control and direction required in the Lawyer-Paralegal relationship. BPC §6450 et seq. clearly spelled out, Paralegals perform all services under the direction and supervision of an attorney.
Another factor is whether the work is a regular or integral part of the employer’s [lawyer’s] business, which obviously it is.
Remember, the point of AB5 is to impose an employer-employee relationship. Borello is a “multifactor” test which requires consideration of all potentially relevant facts in the determination whether an exemption exists. No single factor controls.  
It is my humble recommendation that LDAs support Freelance Paralegals.

According to Forbes, California Paralegals average salary in 2018 was $61,240. Apparently, California Paralegals earn $6,740 more per year than the national average annual wage of a paralegal at $54,500.

I would say this article  doesn't account for factors such as areas of law, size of the first along with other critical demographics. For example, a California Paralegal working in San Francisco for a firm practicing in technology transactions is going to very significantly from that of one in Woodland handling family law.
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Read more and decided for yourself.
​Source:  ​https://www.forbes.com/sites/andrewdepietro/2020/01/16/paralegal-salary-state/?fbclid=IwAR0lGuHnDOeAOTxOcgb23MQBLVWtgGOicllpv-jnNz4mACXVoCaZ6HqA8XI#3236d0d8e874