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Enhancing the Health of Veterans through Research and Education


Paydays and Timesheets

PVARF employees are paid on a biweekly basis. Paydays are every other Friday, with timesheets due by noon the Tuesday preceding payday. Timesheets must be submitted on time to be processed on time. Timesheets, must be signed by the employee and their supervisor (no one else may sign your timesheet other than your actual supervisor or prior approved designatee), and must be turned in to the PVARF administrative office in Building 104, Room G-217. The Timesheet form is available on the PVARF website at and from the administrative office.

All employees are encouraged to sign up for direct deposit. It is the most efficient and reliable means of wage distribution. If you choose to be paid through direct deposit your pay stub will be sent to you through the VA mail system or you may have it mailed to your home. If you choose not to be paid by direct deposit, you will need to make arrangements to pick up your check at the PVARF administrative office otherwise it will be mailed to your home. If you have questions and/or problems with your paycheck, contact the PVARF administrative office at extension 55228 or 54119.

Timesheets serve a dual purpose, in that they track time worked for payroll purposes and also track actual time on the premises for workers’ compensation purposes. Overtime pay is paid to all non-exempt employees in accordance with federal and state wage and hour laws. Overtime pay is based on actual hours worked. Time off for annual leave, holidays, sick, personal time, jury duty and other leaves of absence are not considered hours worked for the purpose of calculating overtime.

The following essential information must be included on all timesheets:

  • Your full name – printed legibly

  • The pay period worked

  • Actual hours worked

  • Time rounded to the nearest ¼ hour and totaled

  • Your signature

  • Your supervisor’s signature


Attendance & Tardiness Policy

Regular attendance is essential to job performance. Employees are required to report to work punctually and to work all scheduled hours and any required overtime (with appropriate compensation for non-exempt employees). Excessive tardiness and poor attendance disrupts workflow and customer service and will not be tolerated. Abuse of this policy may result in disciplinary action, including termination.

If an employee is unable to report to work or will be late, s/he must contact the immediate supervisor. If the supervisor is unavailable, the employee should leave a voicemail, stating the reason for being late or absent and a telephone number where s/he may be reached.

If the employee’s absence or tardiness is due to an emergency, s/he must contact the immediate supervisor within two (2) hours of the employee’s starting time. Any unapproved leave may result in leave without pay, suspension, or if chronic, termination.

If an employee fails to report to work for three (3) consecutive workdays without notification to the supervisor, s/he will be deemed to have voluntarily resigned his or her position.

Attendance or tardiness problems, including failure to call in, may result in discipline up to and including termination. Employees should ask their supervisor for guidelines and call-in instructions when absent or tardy.


Rest and Meal Periods

You deserve a break! We provide paid rest periods and non-paid meal periods for all eligible employees. Under Oregon law, adult employees must receive a paid rest period of at least 10 minutes (15 minutes for a minor) for every four hours or major part thereof worked. The rest period should be taken in the middle of each four-hour segment worked, unless the nature or circumstances of the work require that the break be taken at a different time.

An unpaid meal period of at least 30 minutes is required when an employee works a shift of six hours or more. During that time the employee must be relieved of all duty. If the nature or circumstances of the work require the non-exempt employee to be on duty or perform any tasks during the meal period, the time is treated as “hours worked” and the employee is paid for that time.


Simultaneous Employment with PVARF & VAMC

Part-time or full-time VA employees may be hired as part-time non-exempt employees of the PVARF. No VA employee may work for the PVARF on government time. Any salary or wages earned as a PVARF employee must be for hours worked outside of the VA tour of duty and for duty different from the individual's VA work. A VA employee may not receive pay from the PVARF at the direction of the employee's federal supervisor for services performed off-duty, which are part of that person's official duties. For all VA employees, a specific plan for weekly schedules of work will be required.