Hiring & Payroll
“Should I put my worker on W-2 payroll or treat them differently?”
Whether a worker belongs on W-2 payroll or is treated differently often depends on the level of control over the work, how the person is paid, and whether the relationship looks more like an employee arrangement or an independent contractor setup. In many cases, the worker’s schedule, tools, and day-to-day supervision also matter. Business owners often look at the contract, the actual working relationship, and how the role fits into payroll, withholding, and reporting requirements. The answer can vary based on federal and state rules, as well as the facts of the job. Walking the details through with a CPA is the fastest way to know what truly applies here.
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.
“As a freelancer hiring my first employee in Alabama, what do I need to set up?”
“As a freelancer hiring my first employee in Alaska, what do I need to set up?”
“As a freelancer hiring my first employee in Colorado, what do I need to set up?”
“As a freelancer hiring my first employee in California, what do I need to set up?”
“Should I pay someone as a 1099 contractor or an employee for tax purposes?”
“How do I know if I should hire someone as a contractor or employee for 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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