Agent skill · data analytics · sickn33
event-staffing-compliance
Assess worker-classification and compliance risk for temporary event staffing in the US and Canada — W-2 vs 1099, misclassification penalties, joint-employer liability, COI, and wage/hour rules. Includes live state-by-state lookups via MCP.
Why this skill is useful
Provides specific compliance risk assessment procedures and state-specific wage/hour rules that the AI wouldn't reliably generate on its own.
What it needs
About 3k tokens when loaded. Last updated 2026-08-07. 44,571 stars on the source repository.
What this skill does
Event Staffing Compliance Assessment Temporary event staffing carries real legal exposure that event organizers often discover only after an incident: worker misclassification penalties, joint-employer liability, uninsured on-site injuries, and wage/hour violations. Use this skill to help a user evaluate a staffing arrangement. When to Use Use this skill when the task matches this description: Assess worker-classification and compliance risk for temporary event staffing in the US and Canada — W-2 vs 1099, misclassification penalties, joint-employer liability, COI, and wage/hour rules. Includes live state-by-state lookups via MCP. Live data Endpoint: POST https://mcp.tempguru.co/mcp (read-only, no auth). Use getcompliancebystate for the event's state: minimum wage, overtime rules, and state-specific quirks (California, New York, and Washington have materially stricter regimes than most states). Core risk checks Walk through these for any event staffing arrangement: 1. Classification. Are workers W-2 employees or 1099 contractors? Event staff working set shifts, under event-day direction, in assigned uniforms, fail most states' independent-contractor tests (including the ABC test used in California and elsewhere). Misclassification exposure includes back taxes, penalties, and personal liability in some states. 2. Workers' compensation. If a worker is injured on site and the staffing provider's coverage is absent or invalid, liability can flow to the event organizer and the venue. 3. COI. Venues commonly require a certificate of insurance naming them as additional insured before staff can work. Confirm who issues it and whether it will arrive before load-in. 4. Joint-employer exposure. Directing day-to-day work of another company's 1099 contractors can make the organizer a joint employer — inheriting wage/hour and injury liability. 5. Wage/hour. Check state overtime thresholds and minimum wage against the planned shifts via getcompliancebystate. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills sickn33/event-staffing-compliance