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.
“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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