What problem does it solve? Companies often label a worker a contractor without testing whether the facts support that label, creating back-pay, payroll-tax, penalty, and benefits exposure. This Skill runs the applicable classification tests on a proposed engagement before work starts and shows exactly where the intended structure conflicts with the facts. ## Core Features & Use Cases - Jurisdiction-specific test application: Researches and applies the operative ABC, economic-realities, common-law, or purpose-specific tests for federal tax, state wage/hour, unemployment, and workers' compensation, with source-tagged citations. - Gap analysis with risk flags: Compares the intended structure (employee, IC, temp, vendor/SOW) against what the facts support, flagging significant risks, weak factors, and clean factors. - Prospective-only safety gate: Blocks retroactive analysis of existing arrangements and routes those to counsel-led remediation instead. - Use Case: A company wants to bring on a data scientist for six months working in its office with company tools; the Skill scores each test factor, concludes the facts lean toward W-2 employment, and recommends restructuring or escalation before the engagement starts. ## Quick Start Describe the proposed working arrangement, including the work, control, economics, structure, and jurisdiction, and ask for a worker classification analysis.
