Hiring & Payroll
“Should my new hire be a 1099 contractor, and how does that affect my taxes?”
Whether a new hire is treated as a 1099 contractor or an employee often depends on the level of control over the work, how the person is paid, and whether the arrangement fits the day-to-day facts of the role. That classification can change how payroll taxes, withholding, reporting forms, and year-end records are handled, and it may also affect state employment obligations. In many cases, the details of the job description, contract terms, and actual working relationship matter more than the label used. Misclassification concerns can also create exposure if the facts do not match the chosen setup. 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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