Practice question
A worker asserts employment solely because a customer required a finished product to meet a specified size and deadline. The evidence establishes no right to direct production methods, and the other fourfold factors have not been proved. The worker argues that any deadline conclusively proves employment. Which conclusion is correct on this limited evidence?
- A deadline automatically establishes all four factors.
- Specifying a size necessarily confers dismissal power over an employee.
- Result requirements alone do not conclusively establish the necessary employment relationship; the relevant factors and method-control right still require proof.
- A customer can never be an employer under any other facts.
- The worker's preferred label conclusively determines the relationship.
Legal references
- https://elibrary.judiciary.gov.ph/thebookshelf/showdocs/1/68763 — Ditiangkin v. Lazada E-Services Philippines, Inc., GR 246892, September 21, 2022, main decision, fourfold-test discussion.
- https://lawphil.net/judjuris/juri2025/aug2025/gr_220087_2025.html - Hacienda San Isidro/Silos Farms v. Villaruel, GR 220087, August 11, 2025, Court resolution, control and proof.
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