Hiring & Payroll
“Should I pay someone as a 1099 contractor or an employee for tax purposes?”
Whether someone is treated as a 1099 contractor or an employee for tax purposes 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 or working under direction like staff. The answer can also vary based on the nature of the services, the level of independence, and how pay, tools, and scheduling are handled. In many cases, the distinction affects payroll taxes, reporting forms, and recordkeeping, so the facts of the working arrangement matter more than the job title alone. 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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