Whether it is only perceived or is real, compensation inequity can cause dissension among faculty and can have deleterious effects on department morale. Compensation may appropriately differ among faculty based upon whether they earn supplemental income from clinical activities, research grants, consulting work, service agreements, endowed chairs, or other support from outside the department, but the base salaryBase salary should generally be the same for the academic seriesAcademic series, rank, and step. Knowledge of your department’s compensation plans and policies is important in understanding variations in salaries among faculty. If your salary or other compensation is less than that of others with comparable roles and responsibilities, you should discuss the issue with your department leadership and seek resolution of the inequity. Avoiding the problem can lead to resentment, anger, and a feeling of being undervalued by your department and the institution. If the inequity persists, you should know how to seek remediation.