I think it tips more towards employee than IC. You have mandatory meetings/reports that you can be punished for not attending/submitting, the employer able to command performance, the money flowing through the employer before reaching the talent, the talent being held out as a part of the company, the lack of authority to delegate your performance without approval, and, probably the biggest of all, the exclusivity requirement.
Employee is also somewhat of the default, with the employer needing to prove IC status to get out of tax requirements, and I don't think a court is going to say "well, you have all the downsides of being an IC, and also all the downsides of being an employee, so we'll classify you as an IC."