My question involves employment and labor law for the state of: CA
I just hit my one year with my employer who is based in San Francisco. Due to cuts, there have been layoffs and salary cuts, but I thankfully secured a new job and will give notice in the coming days. My question is on my current job as my employment agreement has two sections that state:
After the three month probationary period, I never received a written notice that it was being extended. My feedback reviews were positive and I had no reason to suspect the salary increase was not being applied. I actually thought it was and I take responsibility for not realizing it sooner. When they gave me a salary cut this month due to the financial problems, they stated it would be half the salary I had before - and they calculated it based on the post-probationary period sum of $44,500 - so $22,250. Their reasoning for the calculations are not in writing, but in the original document they wanted me to sign, it does state that I will work part-time and the ensuing calculated salary is exactly 50% of the post-probationary period sum. They later asked me to sign an a different version that only stated the salary decrease without any mention of an hours cut.3. Trial period: You shall work for a trial period of 3 months and this shall be the probationary period. If we deem it appropriate, this probationary period may be extended by giving notice in writing.
4. Compensation and benefits: You shall be paid a base salary at the rate of $40,000 per year... After a satisfactory probationary period, your salary will be increased up to $44,500 per year.
Do I have a case to ask them to pay me the difference I missed out on in the last nine months (before the salary cut) in not being paid at the $44,500 per year rate ($3,375)? If I do, is this something I approach the California Department of Industrial Relations with ? Or can they not help and this is an employment attorney matter if my employer does not agree?
Thanks in advance for the help!

