A worker may waive the right to be classified as an employee:

The notion that a worker can waive their right to be classified as an employee is a complex legal matter that hinges on labor laws and regulations. In most frameworks, employees have certain rights and protections that are not available to independent contractors. These classifications have significant implications for taxes, benefits, and labor rights.

The correct view is that a worker cannot simply waive their rights to be classified as an employee. This means that regardless of any agreements or contracts that might be signed, the nature of the working relationship must meet legal criteria to determine the classification as employee or independent contractor. This classification is based on several factors, including the degree of control the employer has over the worker, the nature of the work, and the financial arrangements. Thus, no contract or form (like a W-4) can change the fundamental classification established by law.

The other options hint at scenarios where a worker might try to change their classification or status, but they do not provide a valid basis for waiving the rights associated with being classified as an employee. Thus, the statement accurately captures the legal principle that a worker cannot simply waive such rights through personal choice or minor administrative actions.