I was given (after training for it) additional duties and a promotion. However, I am told that the raise and title for that promotion take 9 months to be applied, with the justification to make sure you can do the job. Even though I’m called the title, I have yet to be given any of it officially (currently on month 7 of 9). Are they allowed to do it that way?
Are you in a union*? If the answer is no, then they can do it any way they want. As long as your pay hasn’t been cut, they don’t have to give you a title change or a pay increase with your increased responsibilities.
Earning minimum wage? Getting overtime when appropriate? Then they can ask you to do it.
Some things can cause problems for not having people’s titles and salaries match up with their duties, but that’s more to do with equity among employees. As long as they are treating everyone the same way, and you’re not being singled out because of race/gender/etc. then it’s legal. (If they are paying you a salary and no overtime, then your actual duties need to be exempt level duties, of course.)
Is it a good idea? Of course not.
You should give the title and pay increase with the duties. A lot of people naturally grow into more responsibilities and then get a pay and title increase. Still, it’s a natural evolution of duties rather than “you do this now, but we won’t pay you extra for 9 months.”
This is the way a company loses good employees. Take your best employees–the ones you want to promote–and treat them poorly and watch them leave.
You’ve got two months left of their game, but I advise you to start looking for a new job because I suspect they will have another delay when nine months hit. If it doesn’t, and you like the job, then great! But, if they are like, “well, you haven’t met ALL the criteria yet,” you’ll already have a headstart on the job hunting.
*If you are in a union, then the union contract will specify how promotions should be done.