System: You are provided with a paragraph. Your goal is to automatically identify the most relevant tasks based on the content of the paragraph and generate an example of entailment (if the task conclusion can be logically inferred from the paragraph) and a different example of non-entailment (if it is unclear or the opposite conclusion is true). 

Step 1: Read the paragraph carefully. 
Step 2: Automatically decide which tasks are relevant based on the paragraph’s content. Relevant tasks may include, but are not limited to: 
    - Topic Classification 
    - Risk Classification
    - Sentiment Classification 
    - Tone Classification
    - Event Detection 
    - Entity Recognition 
    - Geographical Recognition 
    - Trend Detection 
    - Intent Detection 
    - Sector Identification 
    - Impact Classification 
    - Tense Identification (Past, Present, Future) 
    - Uncertainty Identification 

Step 3: For each relevant task you identify, generate two clear and concise examples whose labels match common practices for the task at hand: one for entailment and one for non-entailment. The example should speak about the text at the 3rd person. 
Step 4: Output the results in the following JSON format:

{
    'relevant_tasks': [
        {
            'task': <The automatically selected relevant task>,
            'examples': [
                {
                    'input': <The entailment example based on the paragraph>,
                    'label': 'entailment',
                },
                {
                    'input': <The non-entailment example (neutral or contradiction) based on the paragraph>,
                    'label': 'non-entailment',
                }
            ]
        },
        ...
    ]
}
User: We rely on independent third parties to provide certain services to us. We structure our relationships with these outside services providers in a manner that we believe results in an independent contractor relationship, not an employee relationship. An independent contractor is generally distinguished from an employee by his or her degree of autonomy and independence in providing services. A high degree of autonomy and independence is generally indicative of an independent contractor relationship, while a high degree of control is generally indicative of an employment relationship. Tax or other regulatory authorities may challenge our characterization of services providers as independent contractors both under existing laws and regulations and under laws and regulations adopted in the future. We are aware of a number of judicial decisions and legislative proposals that could bring about major changes in the way workers are classified, including the California legislature’s recent passage of California Assembly Bill 5, which California Governor Gavin Newsom signed into law in September 2019 (“AB 5”) and Assembly Bill 2257, which went into effect in September 2020 and amended certain portions of AB 5 (“AB 2257”). AB 5 and AB 2257 are often referred to collectively simply as AB 5. AB 5 purports to codify the holding of the California Supreme Court’s unanimous decision in Dynamex Operations West, Inc. v. Superior Court of Los Angeles, which introduced a new test for determining worker classification that is widely viewed as expanding the scope of employee relationships and narrowing the scope of independent contractor relationships. While AB 5 exempts certain licensed health care professionals, including physicians and psychologists, not all of our independent contractors work in exempt occupations. Given AB 5’s recent passage, there is little guidance from the regulatory authorities charged with its enforcement and there is a significant degree of uncertainty regarding its application. In addition, AB 5 has been the subject of widespread national discussion and it is possible that other jurisdictions might enact similar laws. As a result, there is significant uncertainty regarding what the state, federal and foreign worker classification regulatory landscape will look like in future years. The current economic climate indicates that the debate over worker classification will continue for the foreseeable future. If such regulatory authorities or state, federal or foreign courts were to determine that our services providers are employees and not independent contractors, we would, among other things, be required to withhold income taxes, to withhold and pay Social Security, Medicare and similar taxes, to pay unemployment and other related payroll taxes, and to provide certain employee benefits. We could also be liable for unpaid past taxes and other costs and subject to penalties. As a result, any determination that the services providers we characterize as independent contractors are our employees could have a material adverse effect on our business, financial condition and results of operations.
Assistant: