There's a lot of fuzziness in that particular test around how it's interpreted as "A worker who is subject, either as a matter of contractual right or in actual practice, to the type and degree of control a business typically exercises over employees would be considered an employee."
But in California, once you engage someone in a recurring manner with hours and work that quacks like a full time job, then you need to look into it (there's a ton of special cases and other exceptions too).
There's a lot of fuzziness in that particular test around how it's interpreted as "A worker who is subject, either as a matter of contractual right or in actual practice, to the type and degree of control a business typically exercises over employees would be considered an employee."
But there's also an exceptions for "Single Engagement Events" that would cover most things like handyman or home contractors. https://www.nolo.com/legal-encyclopedia/exempt-job-categorie...
But in California, once you engage someone in a recurring manner with hours and work that quacks like a full time job, then you need to look into it (there's a ton of special cases and other exceptions too).