Hiring & Payroll
“How do I know if I should pay someone as a 1099 contractor?”
Whether someone is treated as a 1099 contractor often depends on how much control the business has over the work, how the relationship is structured, and whether the person is operating an independent business of their own. Factors like who sets the schedule, who provides the tools, and whether the worker can take on other clients can all matter. The role itself also matters, since the same task can be classified differently depending on the facts. In practice, payroll records, written agreements, and day-to-day supervision are often part of the review. A focused session can map this against your actual situation in plain English.
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.
“Should I classify my worker as a 1099 contractor or an employee?”
“Do I need to treat my new hire as a 1099 contractor for tax purposes?”
“How do I decide between a 1099 contractor and W-2 employee for my business?”
“What changes on my taxes if I hire someone as a 1099 contractor?”
“As a travel nurse picking up temporary shifts in three different states, how do I figure out which state legally gets my income tax?”
“I hired a full-time virtual assistant living in another country, do I have to issue them a 1099 or withhold standard U.S. payroll 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.
Back to the full library