Here's an example of contractors requiring fingerprinting in a highly regulated environment pushing them to 'covered employee' status.

The requirement of fingerprinting does not in and of itself make some an 'employee' or vice versa, but there are precedents in Texas, like this example, that could inch Uber even closer to this line.

http://www.newcaneyisd.org/cms/lib5/TX01918142/Centricity/Do...

The "contractor" relationship at a financial service company (in the US) is almost always structured as W-2 employee of a staff augmentation firm.