Hiring & Payroll
“Should I hire someone as a 1099 contractor, and what's the tax difference?”
Whether someone is treated as a 1099 contractor or an employee often depends on how much control the business has over the work, how the person is paid, and whether the relationship looks ongoing or project based. The tax difference can affect payroll withholding, employer payroll taxes, year end reporting, and who handles self employment tax on the income. In many cases, the facts of the working arrangement matter more than the title used on the form. State rules, business structure, and the level of supervision can also shape the outcome. A CPA who reads your specifics can usually tell you, in plain English, where this lands.
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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