by which the product is accomplished. Among the other factors relevant to this inquiry are the skill required; the source of the instrumentalities and tools; the location of the work; the duration of the relationship between the parties; whether the hiring party has the right to assign additional projects to the hired party; the extent of the hired party’s discretion over when and how long to work; the method of payment; the hired party’s role in hiring and paying assistants; wheth er the work is part of the regular business of the hiring party; whether the hiring party is in business; the provision of employee benefits; and the tax treatment of the hired party.... No one of these factors is determinative. Lerohl, 322 F.3d at 489 (quoting Cr Med. Ctr., 101 F.3d 487 (7th Cir.1996) (<HOLDING>); Diggs v. Harris Hosp.-Methodist, Inc., 847
holding that surgeon with surgical privileges was not an employee of hospital and thus could not bring suit under either the age discrimination in employment act or title vii of the civil rights act of 1964 holding that physician was an independent contractor and thus could not sue hospital under title vii of the civil rights act of 1964 holding that title vii of the civil rights act of 1964 provides the exclusive remedy for claims of employment discrimination by federal agencies holding that anesthesiologist whose staff privileges were terminated was not a hospital employee and thus could not bring suit under either the age discrimination in employment act or title vii of the civil rights act of 1964 holding that physician with staff privileges is not an employee and thus cannot bring claim under title vii of 1964 civil rights act