These questions turn a sales claim into a traceable decision record.
- What documents should we request from a gig staffing platform?
- Request a legal-entity diagram for the selected service, the applicable contract terms, the named employing or engaging entity, a description of wage and tax reporting, workers' compensation evidence for the proposed arrangement, and the approved subcontractor list. Ask for the worker terms and operational policies governing pay, attendance, substitutions, instruction, performance review, and removal from shifts. An anonymized example of the expected worker-facing wage or engagement record can help reviewers reconcile the narrative with the actual system output.
- Does a W-2 label prove the whole platform is using one employment model?
- No. The label may describe one product, geography, client configuration, or worker population. Verify which legal entity will issue the relevant wage and tax records for your order and which party carries the stated employment responsibilities. Also ask whether the structure can change after booking. Receiving a W-2 is material evidence for tax reporting, but procurement should still document the complete relationship and ask counsel to consider the law that applies.
Source: DOL Fact Sheet 13
- Does using a payroll processor make the processor the employer?
- Not necessarily. A processor can calculate wages, make deposits, or generate documents for another entity. Its role depends on the contracts and actual arrangement. Ask who hired the worker, who is identified on the employment records, who controls payroll decisions, who handles unemployment insurance and workers' compensation, and who retains required records. The answer should name entities and responsibilities rather than rely on the phrase payroll partner.
- Which app settings matter during a classification review?
- Review the fields and rules that shape the work: rate setting, shift eligibility, acceptance deadlines, location tracking, required training, task instructions, time approval, ratings, penalties, substitutions, and account deactivation. Export or preserve the configuration that applied to the order. No single setting resolves status, but the configuration can show how written terms operated in practice and help counsel analyze behavioral control, financial opportunity, permanence, and other relevant facts.
- Does changing platforms resolve questions about prior events?
- A new supplier changes future operations; it does not rewrite earlier contracts, payment records, instructions, or worker relationships. Preserve the prior platform's order terms, worker policies, configuration records, invoices, communications, and escalation history according to your retention requirements. If an earlier arrangement raises a concern, ask qualified counsel about the relevant jurisdictions and next steps rather than assuming a new interface closes the issue.
- What employment model does TempGuru state for US orders?
- For US orders, workers are employed and paid as W-2 employees by the assigned vetted local partner agencies. Those agencies handle payroll, tax withholding, unemployment insurance, and employment records. Under TempGuru's operating model, the assigned agency is responsible for the applicable workers' compensation arrangement and current insurance evidence required by the accepted order; actual coverage, policy terms, and applicability require order-specific verification. TempGuru handles the client contract and billing, contracts with and assigns the partner agency, communicates the order, coordinates scheduling, and coordinates replacement efforts. Clients work through one TempGuru vendor relationship and receive one invoice per city per week.
Source: TempGuru first-party W-2 and partner-agency policy
