close dialog

- News Flash! HRSPI Acquired. -

HR Solutions Partners, Inc. (HRSPI) is pleased to announce that HRSPI has recently been acquired by experienced Silicon Valley professionals.

The new owners recognize the value of the business and will maintain the existing HRSPI brand and service offerings. I have committed to serving as a member of the Advisory Board to assist in the transition and provide guidance and advice in 2021.

I am confident the new leadership will be able to bring not only the best and brightest HR talent to their clients but also to support their service offerings with state-of-the-art technology.

You can look forward to more details in the New Year!

Donna DeGrande, CEO
HR Solutions Partners, Inc.

Blog Post (Archives)

California's New Parental Leave Act

(posted: January 31st, 2018)

California's new baby bonding law

This is a reminder that California's New Parental Leave Act went into effect on January 1st, and a refresher on what it is and who is eligible.

Effective January 1, 2018, California enacted the NPLA, expanding entitlement leave to smaller businesses that weren't subject to these leave obligations before.

Similar to the federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), the NPLA allows protected leave for eligible employees working at a small business (20-49 employees) to take time off to care for or bond with a new child.

Similar to FMLA and CFRA, to be eligible for NPLA, an employee must:

  • Work for their employer for at least 12 months; and
  • Work at least 1,250 hours during the 12 months prior to taking the leave of absence; and
  • Work for an employer with at least 20 or more employees within a 75-mile radius.

Under NPLA, eligible employees will be able to take up to 12 weeks of leave to:

  • Bond with a new baby within one year of the child's birth; or
  • Bond with a new child placed with the employee through adoption or foster care placement.

What are the differences between FMLA, CFRA and NPLA? While they all provide protected leave, FMLA and CFRA have additional qualifying reasons, such as caring for a seriously ill family member or for the employee's own health condition, while NPLA is specifically just for baby bonding. Also, FMLA and CFRA apply to employers with 50 or more employees, whereas NPLA is for small businesses with 20-49 employees.

A few additional things about NPLA:

  • This is a protected leave, meaning employers must guarantee reinstatement of the employee in the same or comparable position.
  • While on NPLA leave, the employee's benefits are still continued as if they were actively working.
  • NPLA is a job protection entitlement and is unpaid; it runs concurrently with California's Paid Family Leave (PFL) benefits but not Pregnancy Disability Leave (PDL).

Don't forget that, as with any leave, a request and designation notice should be established and be put in writing.

Please Contact Us for help managing your leaves of absence.

close form

Blog Feedback Form

first name: last:

Email Address and Last Name are required for security ONLY they do NOT appear with your post.

Allow 10 minutes between posts.

All post are subject to moderation.


feedback (2000 chars):

Subscribe me to KLR's Business Growth Report E-Newletter

Login to HRSPI Client Portal
Forgotten PasswordForgot Password
Executive Search Executive Search

Harrassment Prevention

HRSPI offers comprehensive, interactive, AB 1825 and SB 1343 compliant training. Programs include introduction to recent anti-bullying legislation.

Latest News

News Archives

Latest Blog

Blog Archives