Hiring & Payroll
“How can I tell whether my hire should be W-2 or not?”
Worker classification often turns on the level of control, how the work is performed, and the practical relationship between the business and the person doing the work. In many cases, payroll treatment also depends on whether the person uses their own tools, serves multiple clients, and is integrated into day-to-day operations like a regular employee. The answer can vary based on the role, the written agreement, and how the arrangement works in practice, so a careful review of the facts is usually important before deciding whether a hire belongs on payroll or is treated as an independent contractor. 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 Arizona, what do I need to set up?”
“As a freelancer hiring my first employee in Arkansas, 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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