The issue of pay and being paid a fair wage is very important. The EEOC enforces the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. Many states have similar laws. In addition, the Department of Labor enforces the laws that make it illegal to not pay employees the compensation that they are legally due. It provides at least three forums for the employee to report employers that short pay, do not pay commission, do not pay fairly, or who do not make good on bounced paychecks.
Many times the issue of a commission, bonus, or raise that is not paid occurs after a person is no longer employed with that company. It is standard operating procedures for employers to set up rules on the payment of commissions, bonuses, and even raises, that require an employee to remain employed for a particular length of time. An example of how this can happen is that the employee earns a commission, bonus, or raise that is not paid out until the end of the year. Before the final workday of that year the employee quits and expects that the commission, bonus, or raise will be sent to him or her after the year-end accounting is performed.
The employer has set up rules that this commission, bonus, or raise will only be distributed if the employee works thirty, sixty, or ninety days into the new year. For the most part, courts have found that this type of arrangement is legal as long as it is administered to all employees equally. Your state laws and your circumstances may differ. Only a local employment attorney can review your case and the current law.