What problem does it solve?
This Skill helps you determine whether a proposed worker arrangement is properly structured (employee vs independent contractor vs temp via staffing agency vs vendor/SOW) by applying jurisdiction-specific classification tests and flagging where the facts and the intended structure diverge.
Core Features & Use Cases
- Prospective-only classification gate: Stops analysis if the engagement has already started, and routes the issue toward retroactive remediation review instead of treating it like forward-looking planning.
- Jurisdiction- and purpose-aware test selection: Loads the practice’s jurisdictional footprint and applies the correct test(s) for each relevant legal purpose (e.g., federal payroll tax, state wage/hour, unemployment insurance, workers’ comp, benefits).
- Factor-by-factor results with gap analysis: Scores each test prong against intake facts, identifies contested prongs, and highlights significant misclassification gaps relative to the intended structure.
Quick Start
Run worker classification for the proposed arrangement by invoking employment-legal:worker-classification and include the intended structure and the key facts about work, control, economics, and jurisdiction.
