Daeco HR Consulting Ltd.

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Daeco HR Consulting Ltd. We believe HR should make your job easier, not harder. We get results. But don’t worry, we are still your different kind of HR consulting company.

Daeco HR helps leaders like you focus on your business and we give you the time to do what you do best. We used to call ourselves the "Black Sheep of Human Resources" and we still consider ourselves to be that way. We realized we needed to get with the times and calling ourselves a Black Sheep would not work from a diversity and inclusion perspective. We are like you – we don’t like the typical complicated HR rules that make most managers cringe. We deliver simple common-sense advice and customized solutions to your organization’s needs and culture. We listen to what’s really going on. We look at your organization, where you want to get to in the future and ensure your HR systems and process support that direction – not the other way around. We believe HR should make your job easier not harder. We get results by delivering simple and practical solutions with a customized approach to everyday business issues. Contact us at 780.566.1776 to learn how our Human Resource people can help you get your people on track.

10/20/2026

Self-evaluation season is here, and Megan came prepared.

A little confidence in a self-review is a good thing. The ones that worry us are the reviews where someone has no idea how they’re doing, because nobody’s told them all year. If your team couldn’t tell you where they stand right now, that’s a conversation worth having before review time.

So be honest: how would you rate yourself this year?

A temporary layoff notice has to say more than “we’ll call you when things pick up.”Alberta requires it in writing, requ...
10/16/2026

A temporary layoff notice has to say more than “we’ll call you when things pick up.”

Alberta requires it in writing, requires it to identify itself as a temporary layoff notice with an effective date, and requires it to include the relevant sections of the Employment Standards Code. A conversation in the lunchroom doesn’t meet that standard, and neither does a text message in March promising a call in the spring.

Without proper notice, the province’s own guidance says the employee may have been unjustly or constructively dismissed. The paperwork feels like a formality until the day it decides whether you owe termination pay.

If a slow season is coming, get the notices drafted while things are calm.

An owner loses a contract and needs payroll down by Friday. So he cuts a manager’s salary by a quarter and moves her int...
10/13/2026

An owner loses a contract and needs payroll down by Friday. So he cuts a manager’s salary by a quarter and moves her into a smaller role, and in his head he’s just saved her job.

Six weeks later she resigns and files for termination pay, and she’s likely to get it.

What catches employers off guard is that it feels like an operating decision made under pressure. Alberta treats a significant unilateral change to someone’s pay or position as though the employment ended, so the cost lands the same way it would have if he had terminated her outright.

If a change like that is coming, the conversation worth having is the one before you announce it.

When an employee goes on maternity or parental leave, the salary review is often where the employee first gets left out....
10/07/2026

When an employee goes on maternity or parental leave, the salary review is often where the employee first gets left out. The person isn’t there to discuss it, so the conversation happens without them and any raise gets pushed to when the employee returns.

Reorganizations go the same way. Calling the employee at home to include them feels intrusive, so nobody calls. Sometimes a role is restructured a few weeks after an employee announces a pregnancy, and even when nobody intended a connection, the timing is what an employment standards officer or the Alberta Human Rights Commission will look at first.

Handle pay reviews and restructuring for the person on leave the same way you would if the employee were at work, and keep a note showing how each decision was made.

09/30/2026

Most business owners don’t think about policies and procedures until a moment like that. Or until someone raises a concern and nobody’s quite sure how to handle it. Or until “we’ve always done it this way” turns out to mean something different to everyone in the room.

Good policies fix that. They give your managers a clear way to make fair decisions, so the answer is the same no matter who’s asked, what department they’re in, or how long they’ve been around. Employees know what’s expected. Managers feel confident handling the tough stuff. And your business stays on the right side of employment law.

We write policies your managers will actually use. Plain English, practical, and built around how your business really runs. No legalese, and nothing that ends up collecting dust on a shelf.

Less time putting out fires. More time growing your business.

Want a second set of eyes on the policies you’ve got? Let’s talk.

09/30/2026

When an employee keeps showing up late, whose job is it to deal with it?

A lot of managers hand it to HR. It usually ends up back on their desk, because the person who sees it every day is the one who can actually have that conversation.

Managers lead people. HR supports leaders.

That’s how we work. We sit down with you before the conversation, talk through what’s really going on, help you figure out what to say, and make sure the follow-up is documented properly. You stay the leader your team trusts. You just don’t have to figure it out alone.

Not sure where that line sits in your business? Let’s talk about it.

09/29/2026

Sometimes the best feedback you’ll ever receive comes from someone who’s already decided to leave.

Most exit interviews stop at “Why are you leaving?” The answer tends to be polite, safe, and about money.

The more useful question is what made them start looking.

Listen for what’s being said and what isn’t. One exit interview is a story. Five that sound the same is a pattern worth paying attention to.

If your exit interviews aren’t telling you much, let’s talk about what to change.

Alberta’s vacation entitlement stops growing sooner than most people expect.Two weeks after your first year. Three weeks...
09/25/2026

Alberta’s vacation entitlement stops growing sooner than most people expect.

Two weeks after your first year. Three weeks once you hit five years. And then nothing further in the legislation, no matter how long someone stays.

Anything beyond three weeks at year ten or year twenty comes from your contract or your policy, which means it is a retention decision rather than a compliance one. Plenty of Alberta employers offer more. They are just choosing to, and it helps to know that is what is happening.

Candidates are listening to more than your interview questions.They’re listening for clues about your culture.Phrases li...
09/18/2026

Candidates are listening to more than your interview questions.

They’re listening for clues about your culture.

Phrases like “we’re a family” or “we all wear multiple hats” may sound harmless, but to experienced candidates, they can signal unclear boundaries, expanding workloads, long hours or undefined expectations.

That doesn’t necessarily mean your workplace has a problem. But if your language leaves candidates guessing, they’ll fill in the blanks using their past experiences, and they may not like the picture.

Strong recruitment messaging is specific:

What does collaboration look like?
How is workload managed?
What boundaries are respected?
How are employees supported and rewarded?

In 2026, vague promises aren’t enough. Show candidates what working for you actually looks like.

If your recruitment language needs a refresh, Daeco can help you say what you mean, and attract the right people.

Which workplace phrase would you add to this list?

Address

10080 Jasper Avenue
Edmonton, AB
T5J1V9

Telephone

780.566.1776

Website

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