Does being a "temporary employee" have any effect on the forbidden work doctrine?

I am not asking for legal advice, but for general guidance. In Kansas, if an employee is taking part in forbidden work, but it is in good faith furtherance of his employment, the claim is most likely compensible, but is the compensability of the claim affected at all if the employee is a "temporary employee" who was placed by an employment agency? Would the agency have any liablity? Or is it just a question of whether the work was forbidden and whether the "employee" falls under a forbidden work exception? I can't find any KS statute or cases. Any general guidance would be very helpful. Thank you!