Hiring & Payroll
“Am I supposed to hire this person as my W-2 employee?”
Whether a worker is treated as a W-2 employee often depends on how much control the business has over the work, how the person is paid, and whether the arrangement looks more like an ongoing role or an independent service relationship. In many cases, the title used on a contract is less important than the day-to-day facts, such as who sets the schedule, provides tools, and directs the work. Payroll reporting, withholding, and benefit treatment can also be part of the analysis, along with any state-specific labor or employment rules that apply. Walking the details through with a CPA is the fastest way to know what truly applies here.
In your 60-minute session, the KGOB advisor handling it will:
- Read your exact situation and tell you, in plain English, what’s actually going on.
- Lay out your options and the trade-offs — no jargon, no judgment.
- Give you a clear next step you can act on, whether that’s with us or on your own.
“As a freelancer hiring my first employee in Alabama, what do I need to set up?”
“As a freelancer hiring my first employee in Alaska, what do I need to set up?”
“As a freelancer hiring my first employee in Colorado, what do I need to set up?”
“As a freelancer hiring my first employee in California, what do I need to set up?”
“Should I pay someone as a 1099 contractor or an employee for tax purposes?”
“How do I know if I should hire someone as a contractor or employee for taxes?”
This page is a prompt to start a conversation, not tax or legal advice, and states no tax-law specifics as fact. A consult session does not by itself create an ongoing engagement. We do not promise specific outcomes or savings. Kohari Gonzalez Oneyear & Brown PLLC — Charlotte, NC.
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