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1. As a service provider, we work to be accessible to clients/customers with disabilities.
   • A client/customer is anyone accessing our goods, services, and facilities.
   • This includes clients, patrons, third parties, business associates, employees, and candidates.
2. We allow people with disabilities to bring/use their support person(s), service animals, and assistive devices on our premises.
   • As our building lease states that no pets are allowed, we may require documentation as proof that a service animal is a service animal.
     • If another person’s safety or health is compromised by the presence of a service animal we will work with both parties to find a solution that meets both needs.
3. We consider a person’s disability and individual needs when communicating with them.
4. We will notify people whenever there is a disruption to facilities or services often used by people with disabilities, for example, the elevator, barrier-free washroom, kitchen, and workspaces.
5. Information generally provided to the public will be provided in accessible formats on request, including emergency plan information.
   • We will work with the individual making the request to ensure it meets their individual needs. This may include support, such as reading a document aloud. There will be no charge to the individual for our assistance in accessing our publicly available documentation.
   • Our website and web content are accessible to WCAG 2.0 level AA standards.
6. We welcome feedback from clients/customers with disabilities on how we provide accessible customer service. This feedback, along with general feedback from all customers (as defined above) can be provided within Humi under “Support and More > Feature Request” or via email at support@humi.ca.
7. All executives, employees, contractors, and volunteers of Humi have been, and all new hires will be, trained appropriately in compliance with AODA.
   • We work with all third-party vendors to ensure that they too have been appropriately trained.
8. For team members specifically, we commit to accommodating individual needs relating to disabilities.
   • When a team member informs us of a disability and the need for accommodations, we will work with them to determine accommodations and may seek advice from an outside expert. We will protect the privacy of the team member requesting the accommodations whenever possible.
   • Team members requiring accommodations due to disabilities should speak with the People Team and their People Manager to get the process started.
   • Similarly, when a team member is returning from a disability leave, we will work with them to create a Return to Work plan and the individual accommodations required.
9. All information and communications needed in a team member's work and in our work will be provided in accessible formats and with support when requested by team members with disabilities. This includes emergency information, and where needed an individualized emergency plan.
   • Any performance management-related, career development-related, or redeployment plans will take into account any individual accommodation needs based on a team member's disabilities.
10. Accommodations for people with disabilities are available on request throughout the recruiting and hiring process.
11. To the extent that we are involved in the design of public spaces, such as waiting areas, service counters, and off-street parking, we will comply with our accessibility obligations under AODA. We will also consider accessibility when designing, procuring, or purchasing self-service kiosks.

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Last Updated: Sept. 24, 2024