These briefs are what we tell clients before they sign a staffing contract. Classification. Liability. Wage & hour. Multi-state exposure. Written by the people who do this for a living.
Start here. What compliant staffing actually means.
W-2. 1099. EOR. The IRS has opinions about all of them.
The IRS has opinions about this. So do state labor boards. Get it wrong and liability lands on you.
Read Brief →10 MINThree operating models with different employment, control, insurance, and contract questions.
Read Brief →10 MINWhat EOR status means in practice, who holds it, and why it matters when a claim gets filed.
Read Brief →9 MINWhy the 'independent contractor' model fails at trade shows. And who gets the bill.
Read Brief →9 MINBrand ambassadors aren't freelancers. The IRS doesn't care how the agency labels them.
Read Brief →9 MINTipped. Hourly. On-call. Every one of those words has a legal trap attached.
Read Brief →8 MINHIPAA, badge control, and credential verification. Medical events don't forgive shortcuts.
Read Brief →10 MINWho pays when something goes wrong. Usually not who you think.
Coverage types. Policy limits. Additional insured. And how to tell a real COI from theater.
Read Brief →9 MINSomeone gets hurt. Who pays? The answer is in the contract you probably didn't read.
Read Brief →8 MINHow control and working facts can raise joint-employer questions under current law.
Read Brief →11 MINOvertime, breaks, time records, and state-specific wage rules that may create shared exposure.
Read Brief →12 MINThe clauses that decide who owns the risk. And what the rate actually buys.
EOR designation. Indemnification. Misclassification carve-outs. The clauses that decide who pays.
Read Brief →11 MINWhat's built into the bill rate. Why compliance costs what it costs. And how to spot pricing that's hiding something.
Read Brief →6 MINShow day. No-shows. Multi-city. When the plan meets the ground.
Day-of protocols. Pre-event SLAs. And the backup structures that keep one no-show from becoming five.
Read Brief →7 MINHow to document attendance controls, escalation, and best-effort replacement steps before show day.
Read Brief →8 MINHow to keep each market's scope, rates, venue rules, time records, and escalation path separate.
Read Brief →10 MINBring the order, contract, insurance requirements, venue rules, and open questions to the right legal, insurance, payroll, or operations professional.
Get Staffed →Issue-spotting for event organizers
Read the brief that matches the decision in the contract. Classification briefs help you ask who employs and pays workers. Insurance briefs help you review coverage evidence. Contract briefs identify terms to send to counsel. Operations briefs cover no-shows, backfill, time approval, and multi-city handoffs. A brief identifies questions; it does not decide how a law applies to your facts.
Source: U.S. Department of Labor worker-classification guidance
The assigned vetted local partner agency employs and pays its workers as W-2 employees. It handles payroll, tax withholding, unemployment insurance, workers' compensation, and employment records. TempGuru owns the client contract and billing, partner assignment, order communication, scheduling coordination, and replacement coordination.
Source: IRS common-law employee guidance
Confirm the employing entity, scope of duties, rate and charge approvals, timekeeping, insurance evidence, cancellation terms, incident escalation, replacement process, and who may change the order. Use the contract Risk Brief as an issue list for counsel.
TempGuru coordinates replacement and backfill efforts under applicable state and local law. Same-week backfills and emergencies are best effort. The 24-to-48-hour window describes an availability response after scope and rates are approved, not a guaranteed completed roster.
No. They identify operational and contract questions. A qualified professional must apply current law and policy language to the event's facts.
A vetted partner agency regularly handles event staffing, has an active TempGuru contract with service-level commitments, and agrees to work in TempGuru's software. It does not imply guaranteed availability for every venue or date.
Source: TempGuru first-party partner quality and screening policy
Workers are covered by the assigned staffing agency's insurance. Review the actual certificate, policy terms, endorsements, limits, and contract requirements for the order.
No. TempGuru coordinates replacement and backfill efforts under applicable state and local laws. Same-week backfills and emergency requests are handled on a best-effort basis.
Complete index · 31 briefs
These briefs cover classification, insurance, wage-and-hour, contracting, and event-specific operating risk. They are educational, not legal advice.
