Dear friend,
One of the basic ingredients of employment is the creation of the relationship between an employer and an employee, with the feature of regularity in hiring the time and services of the employee under the continuous control and effective supervision of the employer. Here, the mutual considerations are the performance by the employee and the payment of salary by the employer.
However, Sales as a Unique Job
Sales is a job in which performance depends on many factors such as the product or service, its price, offers to incentivize intermediaries, levels of market competition, changing consumption patterns, in addition to the hard work and salesmanship of the employee involved. Therefore, the time spent by the employee at the disposal of the employer or on the job cannot be completely ignored in determining their salary. Thus, the regularity and assurance of a fixed salary at the end of the wage period become indispensable, regardless of whether the employee's performance can be objectively assessed quantitatively, qualitatively, or both. If the assessment is purely quantitative, then the individual may not need to be 'employed' but simply 'engaged' for some other form of remuneration, like commission.
In my opinion, a fixed sum of salary for the mandatory time spent on sales, along with a variable sum of incentives linked to the volume of sales achieved beyond a reasonable predetermined target, would be appropriate.