Accessibility Policy

Compliance with Accessibility Standards: 
All library construction projects, alterations, and facility enhancements will comply with the Ontario Building Code, the Hamilton Barrier-Free Design Guidelines, and the Accessibility for Ontarians with Disabilities Act (AODA) Design of Public Spaces Standards.

Barrier-Free Design: 
HPL will prioritize the identification, reduction, and elimination of barriers within its facilities to ensure equitable access. This includes but is not limited to: 

• Accessible entrances, walkways, and pathways free from obstacles. 
• Clear and visible signage with high-contrast lettering and Braille where applicable. 
• Designated accessible parking close to building entrances. 
• Accessible and inclusive washrooms equipped with appropriate assistive features. 
• Emergency exits and evacuation routes that accommodate individuals with disabilities. 
• Service counters, circulation desks, and help areas designed to accommodate all patrons, including those using mobility devices. 

The Library will make reasonable effort to provide the public with notice of planned or unplanned disruption of library services to the public, including information about the reason for the disruption, its anticipated duration, and a description of any alternative facilities or services that may be available. In the case of unplanned disruption, advance notice will not be possible.  

Notice will be given to the public by posting the information at a conspicuous place on affected premises and by posting notice on the Library website, and by such other method as is reasonable in the circumstances. The Library will have a procedure document that sets out the steps to be taken in connection with a temporary disruption and, upon request, will give a copy of the document in an accessible format to any member of the public. 

The Hamilton Public Library will notify its employees, the public and applicants selected to participate in an assessment or selection process of the availability of accommodation for disability. The Library will provide information about the availability of accommodation for applicants with disabilities in its recruitment processes. Additionally, if a selected applicant requests an accommodation, the Library will consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.    

When making offers of employment, the Hamilton Public Library will notify the successful applicant of its policies for accommodating employees with disabilities. The Library will ensure that its employees are aware of its support for employees with disabilities including the provision of job accommodations. The Library will consult with its employees and will provide accessible formats and communication supports for information that is needed in order to perform the employee’s job and information that is generally available to employees in the workplace. 

The Library will take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.   

The Hamilton Public Library has a return-to-work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. The Library works with employees with disabilities to develop individual accommodation plans. The Library documents its process for the development of such plans. The Library’s Performance Management process takes into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.  

When redeploying employees, the Library will take into account the accessibility needs of its employees with disabilities and individual accommodation plans. 

The Hamilton Public Library will provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability. If an employee who receives individualized workplace emergency response information requires assistance in case of evacuation or other emergency, with the employee’s consent, the Library will designate an employee to provide assistance and will provide the workplace emergency response information to the designated person. Workplace emergency response plans will be reviewed annually.   

The Library will inform employees of their policies on supporting employees with disabilities, including policies on the provision of job accommodation, both when they begin their employment and whenever the policies change. Reminders of this information are included in the Library’s regular program of AODA training. 

Note: The Employment section of the Policy applies to the Library’s recruitment activities and to Library employees and does not apply to volunteers and other non-paid individuals.  

The Library will ensure that training is provided on the requirements of the AODA and its applicable regulations, and on the Human Rights Code (HRC) as it pertains to persons with disabilities. Training will be provided to all employees and volunteers, to all persons who participate in developing the organization’s policies and to all other persons providing goods, services or facilities on behalf of the organization. Training will be provided as part of orientation for new employees, volunteers and persons providing goods, services or facilities on behalf of the organization and will be refreshed on a continuing basis, as required.  

All employees will receive accessibility training. The training on the requirements of the Integrated Accessibility Standards and on the Human Rights Code will be appropriate to the duties of the employees, volunteers and other persons including employee role relating to policy development. The Human Resources Department will maintain a record of the training.  

The training will include a review of the purpose of the AODA and the requirements of the Integrated Accessibility Standards. Training will include information about how to interact and communicate with persons with various types of disabilities and what to do if a person with a disability is having difficulty gaining access to Library services or employment. The training will help trainees develop understanding of how to interact with persons with disabilities including those who use assistive devices or who require the assistance of a support person or service animal. The training will provide orientation to this Policy, related procedures and guidelines and to the use of equipment and devices available on Library premises or through the website that may help with the provision of Library Services to persons with disabilities. The training will also provide orientation to the Library’s employment accommodation policies and procedures and to the Human Rights Code (HRC) as it pertains to persons with disabilities. Members of the Library’s Management and any other persons that participate in the development of the Library’s public and internal policies and procedures or in procurement processes will, additionally, receive training regarding their AODA and HRC related responsibilities.