Hiring & Payroll
“Do I need to treat my new hire as a 1099 contractor for tax purposes?”
Whether a new hire is treated as a 1099 contractor or as an employee often depends on the level of control over the work, how the person is integrated into the business, and how the arrangement is documented. In many cases, the distinction also turns on who provides tools, sets the schedule, and bears the risk of profit or loss. Payroll setup, written agreements, and the actual day-to-day relationship can all affect the tax treatment. Because worker classification can have income tax, payroll tax, and reporting implications, the facts of the role matter more than the title used. 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.
“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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