By now, you’ve probably heard the good news: a federal judge yesterday ruled in favor of Grubhub and pronounced that a delivery driver who was challenging the independent contractor classification model was not, in fact, an employee. This appears to be the first time that a classification case in the gig economy reached a judicial merits determination, so it’s sort of a big deal. And while it only applies specifically in California, the decision rested upon a familiar test (centered around the company’s “right to control” its workers) that is commonly used in other jurisdictions across the country, and could be used by other courts looking to rule on similar cases.

For these reasons, this blog post will present a blueprint for classification success by pointing out the critical factors analyzed by the Grubhub court and offering you the opportunity to follow its lead. If you would like to read a summary of the case and the decision itself, read our legal alert here. Otherwise, read on to find our checklist for success.