This is a rather complex legal question because it involves multiple parties. However, it is important to note that if the worker is rendering services to an employer—then all hiring/contracting duties, responsibilities and classification decisions are generally the responsibility of that employer. An outsourced staffing provider’s actions and interactions may have a bearing on classification findings related to that employer. It is likely best to consult with an employment lawyer familiar with applicable state and federal classification laws to make a quick review of the processes utilized both internally and by the staffing agency.