Hiring & Payroll
“How do I tell if my worker should be a 1099 contractor?”
Worker classification often depends on how much control you have over the work, how the relationship is set up in practice, and whether the person is running an independent business of their own. In many cases, the title on the agreement matters less than the day to day facts, such as who sets the schedule, who provides tools, and whether the worker can serve other clients. Payroll treatment, tax reporting, and state rules can all affect the analysis, so the details of the role and the working arrangement usually drive the answer. Sitting down with a CPA for thirty minutes is usually enough to draw a clean line on this.
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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