4 ms·
We’ve hired people in remote states with Gusto (I think they do most of the setup with payroll/unemployment tax), and we have a small business United Healthcare
by jasonjei 5y ago
We’ve hired people in remote states with Gusto (I think they do most of the setup with payroll/unemployment tax), and we have a small business United Healthcare PPO plan that seems to work everywhere, even though we setup the plan and LLC in AZ (and I’m in CA, myself).
But I’m there with you. It should be as easy as “1099-ing,” and frankly that is the easiest option for us if they’re willing to accept that arrangement (many won’t, because they don’t want to hire a CPA or track their own write offs).
- codegeek 5y agoGusto is very helpful but it doesn't do everything for you. You still have to setup the company on the state's websites (sometimes very shitty) and then connect with Gusto. We use Gusto as well so I know what you are talking about.
- hn_throwaway_99 5y agoNote that tons of companies do it but deciding to just "1099" an employee is not really legal. Whether or not an employee is a W2 employee or a 1099 contractor is solely supposed to be a function of the work that employee does and how they do it. Importantly, neither the employer nor the employee just gets to "decide" how they want to be classified, and you're not supposed to have 1099 employees in essentially the same roles as W2 employees. Like I said, tons of businesses still do this, and there are ways to structure the job so that someone can be correctly designated a 1099 contractor (e.g. they have more flexibility over their hours and equipment). Still just wanted to call this out because lots of people seem to be under the misperception that you get to just arbitrarily choose your employment classification.