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Employee Resource Page

This page is a home source for employees



Arena offers a wide range of benefits for part-time and full time employees. 

From 401K to MEC options, Arena helps you stay a step ahead. 



Eligible to enroll after one year of employment, and at least 1000 hours worked.

Open enrollment is twice a year in January and July. 

100% employer match

Patient with Healthcare Nurse


All part-time variable employees are eligible for MEC benefits on the first day of the payroll period following 60 days from the date of hire. If you are newly hired you will be automatically enrolled in individual coverage for Minimum Essential Coverage (MEC). You still have the opportunity to waive coverage, but no more than 90 days from the date of hire. 

You may call the Loomis Enrollment Call Center at 866-410-7248 to waive coverage within 60 days of your hire date without payroll deductions from your paycheck.

Construction Workers

Referral Bonus

A referee can refer a skilled trade worker for a bonus of up to $250 dollars in gift card payout.

  • As a referred worker works every 80 hrs a $50 gift card is earned.

  • The maximum allowed payout for a single referred worker is capped out at $250.00 in gift card payouts.

  • There is no limit to the amount of referred workers that the referee sends to Arena Staffing.

  • The referee can choose to be paid out in $50 gift card increments as the referred worker keeps hitting 80 hour sums.

  • If the system already shows that the referred worker already works or has worked for Arena Staffing then it does not qualify for a bonus.

Refer any executive positions- Superintendent, Project Manager, Project Engineer, Estimator and as soon as Arena places your referral and is paid, you will receive a $500 thank you card


Earning statements 

Earning statements can be accessed online.  Once you have set up your account information you can use the tab on the home page of the website for 


Holiday & Overtime Pay

Hours worked on holidays, Saturdays, and Sundays are treated like hours worked on any other day of the week. California law does not require that an employer provide its employees with paid holidays, that it close its business on any holiday, or that employees be given the day off for any particular holiday. If an employer closes its business on holidays and gives its employees time off from work with pay, such a circumstance exists pursuant to a policy or practice adopted by the employer, pursuant to the terms of a collective bargaining agreement, or pursuant to the terms of an employment agreement between the employer and employee, as there is nothing in the law that requires such a practice. Additionally, there is nothing in the law that mandates an employer pay an employee a special premium for work performed on a holiday, Saturday, or Sunday, other than the overtime premium required for work performed in excess of eight hours in a workday or 40 hours in a workweek.

  1. One and one-half times the employee's regular rate of pay for all hours worked in excess of eight hours up to and including 12 hours in any workday, and for the first eight hours worked on the seventh consecutive day of work in a workweek; and

  2. Double the employee's regular rate of pay for all hours worked in excess of 12 hours in any workday and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek.

The links below are forms you can download and edit directly on form. Then follow the directions given. 

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