Document:

FHLB Pit ex10.9 10K 2014

AMENDMENT TO THE EXECUTIVE OFFICER 
SEVERANCE AGREEMENT 

This Amendment to the Executive Officer Severance Agreement dated as of _____________     (“Severance Agreement”) by and between the Federal Home Loan Bank of Pittsburgh and ________________________________________ (“Executive”) is made and entered into as of         January 1, 2015.  Capitalized terms used herein but not otherwise defined shall have the         meanings ascribed to them in the Severance Agreement.  

WHEREAS, under the Severance Agreement in the event of a Compensated Termination, the Bank has agreed to contribute to Executive’s participation in the Bank’s medical plan for a     period of eighteen (18) months; and

WHEREAS, this provision does not meet tax compliance requirements applicable to a self-funded medical plan and the provision needs to be modified to ensure compliance with     applicable tax requirements.    

NOW THEREFORE, in consideration of the mutual promises and covenants contained herein and intending to be legally bound hereby, the Bank and the Executive agree to modify the Severance Agreement as follows:

		
	1.
	Section 4(c) shall be replaced with the following:

		
	(c)
	(i) For a period of eighteen (18) months, the Bank or any successor pursuant to this Section 4 shall pay the Executive, as taxable compensation, a monthly cash payment equivalent to the Bank’s contribution to medical coverage for its active employees.  The Executive may use this monthly amount to pay for continuation coverage under the Bank’s medical plan.   

(ii) After a Compensated Termination, the Executive shall, if such Executive elects medical continuation coverage, continue to be covered by the Bank’s applicable medical insurance plan consistent with the Executive’s elections then in effect immediately prior to the Compensated Termination for a period of eighteen (18) months, subject to the Executive’s payment of the entire cost of such continuation coverage as is then charged by the Bank for all other terminated employees electing such coverage.    

		
	2.
	All other terms and conditions of the Severance Agreement remain unchanged and in full force and effect.

THE EXECUTIVE:                FEDERAL HOME LOAN BANK OF 
PITTSBURGH:

__________________________            By:  ____________________________________    
Chair of the Board of Directors

By:  ____________________________________    
Chair of the Human Resources CommitteeFHLB Pit ex10.1.2 10K 2014

SEVERANCE POLICY

OBJECTIVE

The Bank provides for payment of severance benefits to Eligible Employees upon Involuntary Termination of employment.

POLICY

Notification

Employees are provided a minimum of two weeks’ notice in the event of the termination of their employment. The Bank may, at its discretion, provide salary continuation in lieu of notice.

Separation and Release Agreement 

The Bank will require a signed separation and release agreement between the Bank and the employee relative to any salary, benefits or services offered through this policy. The agreement includes a description of the severance benefits and provides a general release by the employee for any claims against the Bank relative to the separation action as well as any other claims relating to employment with the Bank.

Payments and Benefits Provided

Salary Continuation

The salary continuation benefit reflects the employee's current salary, position and length of Bank service.  The benefit is calculated as follows:

		
	•
	Executive Committee and participants in the Bank’s Key Employee Incentive Compensation Plan1 

		
	•
	4 weeks base salary per year of service

		
	•
	26-week minimum

		
	•
	52-week maximum

___________________________________________________________________________________
1 In addition to current participants in the Key Employee Incentive Compensation Plan this also includes any employee who has ever been subject to a deferral of compensation under such Plan or the Chief Internal Auditor Incentive Compensation Plan.

		
	•
	Employees (Analyst 4 and above*)

		
	•
	3 weeks base salary per year of service

		
	•
	4-week minimum

		
	•
	36-week maximum

		
	•
	Employees (Analyst 3 and below)

		
	•
	2 weeks of base salary per year of service

		
	•
	3-week minimum

		
	•
	26-week maximum

Under certain circumstances the Bank may extend salary continuation beyond the described benefit levels.

*Employees in a grade 35 under the previous compensation program who are now classified in a job family below the Analyst 4 level will qualify for the Analyst 4 and above level of severance policy benefit.

Years of Service

Years of service are calculated based upon the employee's service years as of the most recent service anniversary. Employees with more than one year of service receive no credit for partial years. Employees with less than one full year of service receive the minimum severance benefit. Any prior service within Bank system is included as service in the calculation of severance benefits.

Payment

Salary continuation payments shall be subject to all required withholdings. The payment schedule for salary continuation payments shall be set forth in the separation and release agreement between the Bank and the employee.

Benefit Continuation

During the salary continuation period, the Bank will make a monthly payment to the employee as taxable compensation in the amount equivalent to the amount the Bank contributes to its active employees’ medical coverage. The employee may use this amount to apply toward the payment of continued medical coverage from the Bank. The employee is responsible for making payment to the Bank for continued medical coverage. In such case, the medical plan terms, requirements and level of coverage (single, two-party, family) remain the same as the employee benefit election in effect at the time of the termination of employment.

All terminating employees and their dependents who are participants in the Bank's dental and vision benefits have an option to continue coverage for a specified number of months following termination of their coverage. The employee is responsible for the full cost of such continuing coverage plus a 2% administrative fee. A letter outlining the option of benefit continuation is sent to employees following termination of their active employee coverage.

Any vested retirement and/or thrift plan benefits are handled in the same manner as any employee who separates their employment from the Bank. All terminated employees, regardless of position, receive payment for earned, unused vacation. With respect to incentive compensation, the terms of any applicable incentive compensation plan(s) shall govern any incentive compensation and any incentive compensation payment will be governed by and made in accordance with the terms of such plan(s) not this policy.

Tuition assistance approved and paid by the Bank prior to the termination date need not be reimbursed upon termination.

Outplacement Services

As part of this policy, the Bank may provide the following outplacement services: 

		
	•
	Executive Committee and participants in the Bank’s Key Employee Incentive Compensation Plan - formal individualized 12-month executive outplacement program

		
	•
	All Other Employees - appropriate career services or workshops as offered through the approved outplacement vendor 

Outplacement services are required to begin within 30 days of termination. The Bank 
will not pay cash in lieu of outplacement services.
	
			
	APPROVAL DATE:
December 18, 2014
	POLICY OWNER:
Director, Human Resources
	APPROVING MANAGEMENT COMMITTEE: 
Executive Committee

	APPROVAL FREQUENCY:  
Annual
	APPLICABILITY:
Bank-wide
	APPROVING BOARD COMMITTEE:
Human Resources Committee

POLICY ADMINISTRATION

Approval of Exceptions.  Any exceptions to this Policy must be approved by the President and in the case of any exception involving an executive officer by the Human Resources Committee of the Board.

Policy Interpretations.  Overall responsibility for this Policy is assigned to the Director, Human Resources including making Policy interpretations.  Bank management is responsible for identifying and providing written documentation regarding any reduction in staff. Benefits provided to executive management under this Policy must be reviewed and approved by the Human Resources Committee of the Board of Directors.

Right to Amend or Terminate.  The Bank reserves the right to amend, modify, or terminate this Policy at any time without notice.

COMPLIANCE MONITORING

As set forth in the Policy Governance Standards.  

APPLICABLE LAWS AND REGULATIONS

12 USC §4501 and 4502
12 C.F.R. Parts 1230 and 1231
26 U.S.C. §409A
26 C.F.R. Part 1.409A
26 U.C.C. Part 105(h)
26 C.F.R. Part 1.105

RELATED POLICIES; PROCEDURES

Human Resources Policy
Policy Governance Standards

DEFINED TERMS

Executive Committee refers to the Bank’s executive officers.  

Eligible Employees means full-time and part-time employees (>20 hours per week) with a minimum of 6 months of service whose employment with the Bank is discontinued due to, but not limited to, any of the following events: elimination of employee's position, general reduction in staff, substantial job modification resulting in employee's inability to qualify or perform the revised job, changing business needs, reorganization of Bank staff, or reassignment of staff requiring relocation of employee's primary residence. Eligible Employee does not include any employee who is terminated for cause and such employees are not eligible for benefits under this Policy.

Involuntary Termination is intended to be interpreted consistent with the applicable 409A regulatory definition of “separation from service.”  

POLICY HISTORY LOG
	
			
	Date
	Change
	Notes

	December 18, 2014
	Revised benefit continuation portion to comply with self-funding requirements
	Annual approval by Board and revision effective 1-1-2015

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