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
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.
Want to earn some serious rewards? Introducing our exclusive Referral Program, where you can earn a whopping $200 in gift cards for every successful referral you make! The more referrals the more rewards!!
Not only will you be enriching our team with exceptional talent, but you'll also be treating yourself to some well-deserved retail therapy. It's a win-win situation that's too good to resist.
Start referring today and let the gift cards roll in!
TERMS & CONDITIONS
The referral must work 120 total hours within their first three months of being hired for the $200 gift card payout to be awarded.
(The 120 hours does not need to be consecutive days and will apply to all jobs worked within Arena in these 3 months)
The referral must be a NEW Arena employee and be in good standing within the first three months.
There is No limit to how many people you can refer to Arena through our Referral Program.
You do not need to be employed by Arena to enroll in our Referral Program.
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.
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
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.