Hiring & Payroll
“As a small business, how do I decide between a contractor and employee for tax purposes?”
For small businesses, the contractor versus employee question often turns on how much control the business has over the work, how the relationship is structured, and how the person is paid and documented. In many cases, the IRS and state agencies look at the practical facts, not just the job title or the form used. The nature of the work, who provides tools or training, and whether the arrangement is ongoing can all matter. Recordkeeping, payroll reporting, and worker classification consistency are often part of the review as well. A CPA who reads your specifics can usually tell you, in plain English, where this lands.
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.
“What changes on my taxes if I hire someone as a 1099 contractor?”
“What should I know about hiring a 1099 contractor for my business taxes?”
“Should I put my worker on 1099 or W-2, and what's the tax difference?”
“How does hiring a 1099 contractor affect my business taxes?”
“I want to offer my employees a massive year-end bonus but I am worried about the tax hit, what is the most tax-efficient way to pay out bonuses?”
“I officially hired my teenage children to work in my family business, are their specific wages legally exempt from FICA and unemployment 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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