Hiring & Payroll
“Do I need to classify this worker as my W-2 employee?”
Worker classification often depends on the level of control over how the work is performed, how independent the person is in setting their schedule or methods, and whether the relationship looks more like an ongoing employee role or a separate business arrangement. Payroll handling, tax reporting, and the written agreement or onboarding paperwork can also shape how the facts are viewed. In many cases, the same role can be treated differently depending on the actual day-to-day working relationship, so the details around supervision, tools, and payment structure are usually important. A short conversation with a CPA can sort out what applies to your specific numbers.
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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