Hiring & Payroll
“Should I classify my worker as a 1099 contractor or an employee?”
Worker classification often depends on how much control you have over the person’s schedule, methods, and day-to-day work, as well as whether the worker provides services as part of your regular business operations. The distinction can also turn on who supplies tools and equipment, how payment is structured, and whether the relationship looks ongoing or project based. In many cases, payroll tax handling, wage reporting, and benefit treatment are part of the analysis. Because the facts matter so much, similar arrangements can be treated differently depending on the level of independence and documentation involved. 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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