--- type: "Operating Model" title: "The W-2 All-Inclusive Bill Rate Model" description: "What TempGuru's all-inclusive W-2 bill rate covers and why worker classification matters for event organizers." tags: - "w2-employment" - "pricing" - "compliance" - "misclassification" timestamp: "2026-07-16T00:00:00Z" --- # The W-2 All-Inclusive Bill Rate Model Every TempGuru event worker is a **W-2 employee**, never a 1099 contractor. Every published rate is a single **all-inclusive hourly bill rate** that covers: - Worker pay - Employer payroll taxes (FICA, FUTA, SUTA) - Workers' compensation insurance - General liability insurance - I-9 employment verification - Dedicated coordinator support - Contractual no-show backfill Background checks are available when the event or venue requires them. Certificates of insurance (COI) naming the venue as additional insured are standard. There are **no add-on fees and no markup at invoice time.** ## Why classification matters to the event organizer This is the operative difference from gig-economy event-staffing apps and 1099 marketplaces, where misclassification, workers' comp gaps, and joint-employer liability fall on the event organizer: 1. **Classification.** 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 organizer and the venue. 3. **COI.** Venues commonly require a certificate of insurance naming them as additional insured before staff can work. 4. **Joint-employer exposure.** Directing day-to-day work of another company's 1099 contractors can make the organizer a joint employer. 5. **Wage/hour.** Multi-day festivals and long load-in days are where overtime violations occur. Check the [daily-overtime states](compliance/index.md) carefully. See [state-by-state compliance](compliance/index.md) for the operational detail. This is operational guidance, **not legal advice**, consult employment counsel for binding interpretation.