Technically, a part-time or full-time status has no significant bearing on classification. The real question is the type of tests that might be applicable to your jurisdictions and claim exposures/types (e.g., the ABC Test, Economic Realities Test, etc.) and how the worker relationship operates in contract and in fact. As a practical matter, courts do utilize comparisons to see if workers are consistently classified by the nature of the work, the role, etc. Many lawyers will warn companies not to have employees and independent contractors performing the same work/roles—though it is not uncommon in areas like trucking (employee drivers versus owner-operator drivers). Even in these scenarios, it is highly recommended that all worker relationship practices (such as recruiting, onboarding, contracting, work, payment/settlement and beyond) clearly differentiate and reinforce the differentiation between the two roles.