Hiring & Payroll
“What should I know about hiring a 1099 contractor for my business taxes?”
Hiring a 1099 contractor can affect how a business records payments, reports compensation, and documents the working relationship for tax purposes. The main issues often include whether the person is truly an independent contractor, how the business tracks invoices and payment records, and what reporting forms may be involved at year end. The answer can also depend on the type of work performed, whether the contractor is incorporated, and how much control the business has over the work. Careful recordkeeping and consistent classification practices are often central to avoiding later payroll and filing issues. A focused session can map this against your actual situation in plain English.
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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