Terminated Before Bonus

My question involves labor and employment law for the state of: Washington

Hello Everyone, thank you first for your help here.

I was recently employed just after graduating from college. Our task was to assist in the installation of a new system and testing the performance of the system. We were promised a bonus if the system was successful (meaning that it produced the same or greater output as the old system), and we were paid a monthly living expense stipend (which our boss informed me was not for payroll).
We did not sign a formal contract, but there was a document produced that detailed our tasks, and the evaluation of those tasks and compensation for completion. We moved down to where the system was proposed to be installed, and this site name was used in the contract document.

Long story shortened: We worked for two months. The new system was designed to a point where it was ready to be ordered and shipped, and the supporting infrastructure at the site was designed and in regards to our tasks was complete. The only tasks that we had left were the testing of the system, which obviously could not be done without the components.

Our boss decided not to install the system at this location, and then terminated our employment without compensation or plans for rehire.
In my research, it appears that he has benefited from Unjust Enrichment and has acted without Good Faith.
What are your takes, and should I pursue this in court?

What unjust enrichment do you feel you have a case for? You certainly did not meet the payment requirement of the bonus agreement. In the future, negotiate better and obtain it in writing.

I cannot read the contract, and it appears that you had a contract (formal or not). Consult with the contract and if you think you got slighted, sue.

These terms relate to contract and business law, not employment law, which is the type of law that covers you. (Also nothing in your post indicates that you had a formal written contract with this person/organization.)

If this "monthly living expense stipend" amounted to less than minimum wage for all of the hours you worked, then you have a case for the balance between the amount of the stipend and minimum wage. Your legal recourse is to file a wage claim with your state or the federal DOLs. You don't need an attorney.

This is not my "take" this is how the law works.

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We did not sign a formal contract, but there was a document produced that detailed our tasks, and the evaluation of those tasks and compensation for completion. We moved down to where the system was proposed to be installed, and this site name was used in the contract document.

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Show that document to an employment lawyer and see if the lawyer believes it constitutes a binding obligation to pay the agreed-upon amount.

You refer to this as an employment situation, but if you weren't receiving a wage, received only a stipend toward expenses, and were to be paid a certain amount upon completion of the project, it sounds like you were being treated as an independent contractor. How were you classified?