Committees

The application period for the 2024 salary anomaly review has closed.

The Joint Salary Anomalies Advisory Committee (JSAAC) is made up of representatives from the University and the MRFA to address pay equity and salary anomalies within Mount Royal University.

In February 2023, the Board of Governors of Mount Royal University and the Mount Royal Faculty Association (MRFA) announced a Memorandum of Understanding (MOU) regarding pay equity, which was amended on Nov. 24, 2023.

The MOU includes a process to enable any full-time faculty member to request a salary anomaly review. A salary anomaly is a discrepancy arising at the point of hire whereby two Mount Royal faculty members with the same credentials and equivalent prior experience received different initial salaries.

Any full-time faculty members who believe they experienced a salary anomaly at the time of hire may apply for compensation through JSAAC.

Committee members

Breda Eubank	Assistant Professor, Faculty of Health, Community and Education
Connie Van der Byl	Associate Vice-President, Research, Scholarship & Community Engagement
Kelly Williams-Whitt	Dean, Faculty of Business & Communication Studies
Mary-Lee Mulholland	Chair, Department of Sociology & Anthropology
Meagan Bowler	Dean, University Library
Pearl Herscovitch	Associate Professor, University Library
Shelley Jickling	Senior Consultant, Employee & Labour Relations, Human Resources
TBD	TBD

Deadlines

Applications for the 2024 salary anomaly review must be received by Thursday, Feb. 1, 2024.

Application process

Please read the following information carefully.

Applications are submitted through a Google Form (link below). You will be asked to provide information on the following:

• Current and time-of-hire grid and step placements
• Education
• Relevant academic employment
  (including the number of full-time months or years, start and end dates, and details about the 3-credit courses you taught)
• Relevant professional and business experiences
  (including the number of full-time months or years, and start and end dates)
• A rationale for your application for a salary anomaly review

You will also be asked to upload a copy of your CV (from the year you were hired, if possible), your offer letter, and any other documents you feel may be relevant.

You are encouraged to gather this information before beginning the application process.

Review process

In accordance with the MOU, JSAAC will assess each application and determine whether there was a salary anomaly at the time of hire. The committee will consider the applications, grid placements of comparators across Faculties, and the funds available as negotiated by the MRFA and Board of Governors. Other information, such as market supplements, years credited toward tenure, and grid progression, will not be considered.

JSAAC will provide its remedy recommendations to the Provost and Vice-President, Academic, no later than May 1, 2024. Remedy recommendations for each application may include one of four possibilities: a one-time lump sum payment; grid step adjustments; a combination of those two; or no change to an individual’s current compensation.

The Provost and Vice-President, Academic will determine the appropriate remedy and communicate my final and binding decision in writing to each applicant no later than June 1, 2024. Decisions shall not be open for appeal or subsequent application.

Please note:

• The information you provide is confidential and will only be seen by Faculty Relations and those JSAAC members assigned to review your application.
• JSAAC members who have an apprehension of bias* or conflict of interest will not be assigned to review your application.
• Privacy legislation restricts the amount of information that Human Resources can share directly with JSAAC. As such, the information you provide through this application form will ensure the committee has sufficient information to conduct its review, and enables the committee to verify information with Human Resources as necessary.
• Only the final letter from the Provost and Vice-President, Academic will be retained in your Human Resources employee file.

*Apprehension of bias:
To eliminate the potential for advocacy or negative bias, JSAAC members who were on the pay anomaly applicant’s hiring committee, are in the same department as the applicant, or serve either currently or previously as Chair or Dean for that applicant, will recuse themselves from the review of that applicant’s file.