Durning my review in May, 2006, I was promoted to a level 3. My manager informed me that they had put a cap on raises of 15%. Therefore, I received a 15% raise at that time, and was told that I would receive the remaining $4000 of my raise at my six month review.

At my six month review, I was told that I was promoted to a level 3 in error. I was returned to a level 2, allowed to keep my current salary level, and was not given the $4000 raise as promised.

As a side note, the 15% raise cap was not applied universally - some people recieved full raises, some did not. I have always recieved good reviews at the company.

I am considering filing a complaint with the California State Labor Commission. Would a raise promised during a review constitute a verbal agreement, and therefore fall under the 2 year statute of limitations?

Would a raise promised during a review constitute a verbal agreement, and therefore fall under the 2 year statute of limitations? No.

Easily answered, then. Thank you, Beth!

Complaining that you "only" got a 15% raise is going to put you at the very bottom of the list- and it is a long list.

It's not the amount, Ellen, it's the principle. You're right that 15% is nothing to whine about!

I complained to HR at the time of my second review, and three weeks later my manager asked me to leave the department - again, after giving me a good review. Retaliatory? Maybe.

I'm now being asked to return a bonus that same manager's director supposedly gave me in error - which I questioned 6 months ago, and heard nothing further until two days ago.

I feel that I've acted in good faith, but being asked to return the bonus is adding insult to that 2006 injury. If I have a legal leg to stand on regarding the raise they promised, great. If not, then too bad for me.

I greatly appreciate the opinions, help and advice. Thank you all for your time.

You have acted in good faith and your employer likely did as well however they flat-out screwed up by referencing the wrong pay level and the amount of increase/bonus you would receive. It happens - and it's always an employee relations disaster when it does.

in most cases, the business will eat the difference... but they don't legally have to.