Employees of the Pittsburgh Water and Sewer Authority (PWSA) must have a permanent residence in the City of Pittsburgh on the first day of their employment with the PWSA and must remain continuously living in the City of Pittsburgh throughout their employment with the PWSA.
This Policy reinforces the longstanding policy of the PWSA that requires that all PWSA employees be residents of the City of Pittsburgh.
Place of Permanent Residency
Under Pennsylvania law, and for purposes of this policy, “permanent residency” is the place where an employee has his or her true, fixed, and permanent home, coupled with an intention of returning to that location whenever they are absent for some period of time.
Prior to purchasing or renting a place of residence, applicants and employees may view this interactive map to search their home address to confirm if it is located within the City of Pittsburgh. If you are still not sure, please call the Human Resources (HR) Department at (412) 255-8800 x 2288 to verify.
Individuals can have only one place of residence at any given time except as provided in Section 6 of this Policy, during employment with the PWSA, and as a condition of employment with the PWSA.
Employee Verification and Statement of Permanent Residency
Prior to and during employment with the PWSA, employees are required to provide truthful and accurate information regarding the employee’s legal residence.
Prospective employees must submit, no later than the first day of employment, a completed Employee Verification and Statement of Domicile form and acceptable supporting documentation (as described below) to establish that they are domiciled in the City of Pittsburgh. This form will be given to you ahead of your first day of employment by the HR Department.
Between January 1 and January 31 of each year, each employee must submit a completed Employee Verification and Statement of Domicile form and acceptable supporting documentation (as described below) to establish that they are living in the City of Pittsburgh. If an employee’s address changes, they must notify the Human Resources Department within 14 days of the change using a Change of Address Form, provided by HR.
Documentation of Permanent Residency
To ensure compliance with this Policy, the PWSA requires that employees provide documentation that establishes that the employee is domiciled in the City of Pittsburgh.
Employees are required to submit copies of one of the following documents to establish domicile:
- Current executed lease agreement, with the employee’s name on the lease, along with a cancelled check for one month’s payment or the security deposit. If the lease is a month-to-month lease, the employee must confirm by providing a copy of the cancelled check every month throughout the course of the month to month lease with Human Resources.
- Mortgage payment booklet, to include the employee’s name and property address.
- Title to property, to include the employee’s name and property address.
- Letter signed by the property owner and notarized verifying you reside at that property.
In addition to property verification, employees are required to submit copies of two (2) of the following documents to establish proof of residency:
- Vehicle registration card
- Vehicle insurance card
- *Monthly gas bill
- *Monthly electric bill
- *Monthly telephone bill
- *Monthly cable bill
- *Monthly cell phone bill
*NOTE: A letter from the representative company confirming it is establishing service for the new resident is acceptable documentation.
In addition to the foregoing, the PWSA reserves the right to request additional or different documentation or proof of residency at any time. The PWSA may, on occasion and in its discretion, request that a residency investigation be conducted.
Enforcement of Policy
An employee who is found not in compliance with the Policy will be provided a five-day unpaid suspension period to demonstrate compliance or come into compliance with the Policy. If the employee is unable to demonstrate compliance or come into compliance during this period, the employee’s employment will be terminated. Failure to comply with this Policy in all respects will result in disciplinary action, up to and including termination of employment.
Limited Exceptions to Policy (Section 6)
Under unique circumstances, an exception to this policy may be made for a maximum of 60 days provided written approval is received by the Chairperson of the PWSA Board of Directors:
In addition, certain key, non-bargaining, unit-management level positions of the PWSA may be designated by a majority of the Executive or Steering Committee of the PWSA Board of Directors as exempt from the requirement that the employee be domiciled in the City of Pittsburgh ( “Exempt Positions”). The Exempt Positions will be posted on the PWSA website and may be modified by a majority of the Executive or Steering Committee of the PWSA Board of Directors.
Candidates for or employees in the Exempt Positions must have a permanent residence within one of the following Pennsylvania counties:
As a condition of employment, the employee for any Exempt Position must provide documentation in accordance with Sections 3 and 4 of this Policy, to show compliance with the requirement that the employee reside in one of the counties listed above. Candidates or employees for Exempt positions who reside in the City of Pittsburgh will be given preference during the interview process over candidates or employees who do not reside in the City of Pittsburgh.