Hiring & Payroll
“I am hiring my first worker, should they be 1099 or W-2 for tax reasons?”
Choosing between a 1099 contractor and a W-2 employee often depends on the level of control, the nature of the work, and how integrated the person will be into the business. For a first hire, the distinction can affect payroll setup, withholding, reporting, and how labor costs are documented for tax purposes. In many cases, the worker’s schedule, tools, supervision, and whether the work is part of your core operations all factor into the classification. The answer can also vary by state rules and by whether the arrangement is ongoing or project-based. A targeted review with a CPA can turn the uncertainty into a clear next step.
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?”
“How do I know if I should pay someone as a 1099 contractor?”
“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?”
“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.
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