Not if you do the homework and are able to make the case that your overall job performance justifies an increase in compensation.  Start by making a list of how your specific job responsibilities have changed.  Then, make a list of your accomplishments - goals met, responsibilities assumed, objectives accomplished, initiatives taken - anything that will clearly show how your job has expanded and how you've successfully met those expanded duties and responsibilities.  Then make an appointment with whomever the appropriate person is to talk about a "performance and salary review."  In other words, document how - specifically - you're salary should be adjusted to fit your new responsibilities and accomplishments.  If you're asked how much of an increase you have in mind, I'd propose a range.  If I were you, I'd suggest that I was anticipating an increase in compensation within the 10% to 15% range.  There's no way they're going to increase you salary by an amount equal to what it would have cost to add another person, so proposing an increase in the 20% to 25% range is probably unreasonable - unless you can clearly show exactly how your performance is worth that much...point is, I'd rather have a 10% to 15% increase than nothing in the 20% to 25% range.  Depending on how much you're earning at present, I don't think the increase you proposed, $10K, is out of the way at all, but I'd convert those dollars to a percentage range backed up by an easy-to-understand justification for that range.  Make sense?

Paul W. Barada

The Negotiation Expert