Website Accessibility Statement

Hunter Liberatore Law is committed to ensuring digital accessibility for people with disabilities. We are continually improving the user experience for everyone and applying the relevant accessibility standards as required by the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its Regulations.

Conformance status

The Web Content Accessibility Guidelines (WCAG 2.0) are the internationally recognized benchmark for building accessible websites. The Guidelines define three levels of conformance: Level A, Level AA, and Level AAA. 

This website is [fully/partially] compliant with the Web Content Accessibility Guidelines (WCAG 2.0) Level AA. This means you should be able to:

  • change colours, contrast levels and fonts

  • zoom in up to 300% without text spilling off the screen

  • navigate most of the website using just a keyboard

  • navigate most of the website using speech recognition software

  • listen to the website using a screen reader


We have also made the website text as simple as possible to understand.


We know some parts of this website may not be fully accessible. If you need information on this website in a different format like accessible PDF, large print, audio recording or braille, call or email us at:


We will consider your request and get back to you within 5 business days.




We welcome your feedback on the accessibility of this website. If you encounter accessibility barriers, please contact us at: the email or phone number above and provide the URL (web address) of the web page you tried to access, the problem you experienced, and your contact information so we can assist you. We try to respond to feedback within 5 business days.

This statement was prepared on March 2, 2020. It was last updated on March 2, 2020.

Accessible Customer Service Policy

Statement of Commitment

Hunter Liberatore Law is committed to ensuring that its policies, practices and procedures are responsive to the needs of persons with disabilities. We strive to provide services that are accessible to all individuals. The purpose of this policy is to establish guidelines for providing service that is in keeping with the principles of independence, dignity, integration and equality of opportunity for people with disabilities.

This policy establishes accessibility standards for customer service in accordance with the Customer Service Standards included in the Accessibility for Ontarians with Disabilities Act, 2005 (AODA). This policy applies to all employees and management.

The firm understands that its obligations under the AODA and its accessibility standards do not substitute or limit its obligations under the Ontario Human Rights Code or its obligations to people with disabilities under any other applicable law.


Assistive Device – Is a technical aid, communication device or other instrument that is used to maintain or improve the functional abilities of people with disabilities. Personal assistive devices are typically devices that customers bring with them such as a wheelchair, walker or a personal oxygen tank that might assist in hearing, seeing, communicating, moving, breathing, remembering and/or reading.

Disability – The term disability as defined by the AODA, and the Ontario Human Rights Code, refers to:

  • Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;

  • A condition of mental impairment or a developmental disability;

  • A learning disability, or dysfunction in one or more of the processes involved in understanding or using symbols or spoken language

  • A mental disorder; or

  • An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.


Guide Dog – Is a highly-trained working dog that has been trained to provide mobility, safety and increased independence for people who are blind.

Service Animal – an animal is a service animal for a person with a disability if:

  • the animal can be readily identified as one that is being used by the person for reasons relating to the person’s disability, as a result of visual indicators such as the vest or harness worn by the animal; or

  • the person provides documentation from one of the following regulated health professionals confirming that the person requires the animal for reasons relating to the disability:


Service Dog – As reflected in Health Protection and Promotion Act, Ontario Regulation 562, a dog other than a guide dog for the blind is a service dog if:

  • It is readily apparent to an average person that the dog functions as a service dog for a person with a medical disability; or

  • The person who requires the dog can provide on request a letter from a physician or nurse confirming that the person requires a service dog.


Support Person – a support person means, in relation to a person with a disability, another person who accompanies him or her in order to help with communication, mobility, personal care, medical needs or access to goods and services.


The Use of Assistive devices

  • People with disabilities may use their personal assistive devices when accessing our services or facilities

  • In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our services or facilities.

  • We will ensure that our staff are trained and familiar with various assistive devices we have on site or that we provide that may be used by customers with disabilities while accessing our services or facilities.



The firm will communicate with people with disabilities in ways that take into account their disability. This may include the following:

  • writing things down

  • reading things out loud, and

  • taking extra time to explain things


The firm will work with the person with a disability to determine what method of communication works for them.


The firm will use signs and documents that are easy to read, including using larger fonts and colour contrast, and ensuring messages are not printed on images.


The firm will write signs and documents in plain language.


The Use of Service Animals

We welcome people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public.

The Use of Support Persons

A person with a disability who is accompanied by a support person will be allowed to have that person accompany them on our premises.


If confidential information is going to be discussed, the person with the disability will be asked if they prefer their support person to remain present. If the support person is present when confidential information is to be disclosed, signed consent must be received from the person with the disability. A signed confidentiality agreement will also be obtained from the support person.

Notice of Temporary Disruption

In the event of a planned or unexpected disruption to services or facilities for clients with disabilities, Hunter Liberatore will promptly notify our clients. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.


The notice will be made publicly available in the following ways:

  • postings in common areas

  • contacting clients with appointments


Training for Lawyers and Staff

Hunter Liberatore Law will provide accessible customer service training to:

  • all employees and volunteers

  • anyone involved in developing our policies

  • anyone who provides services or facilities to clients on our behalf.


All lawyers and staff will be trained on accessible customer service as soon as practicable after being hired.


Training will include:

  • The purpose of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard;

  • Hunter Liberatore’s policies related to the customer service standard;

  • how to interact and communicate with people with various types of disabilities;

  • how to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person;

  • how to use the equipment or devices available on-site or otherwise that may help with providing services or facilities to people with disabilities;

  • what to do if a person with a disability is having difficulty accessing our services or facilities.


The firm will provide training, on an ongoing basis, with respect to changes made to the Customer Service Policy.


Feedback Process

Hunter Liberatore welcomes feedback on how we provide accessible customer service. Client feedback will help us identify barriers and respond to concerns.


Clients who wish to provide feedback on the way we provide services or facilities to people with disabilities can provide feedback in the following way(s):


  • In person at: 2 Pardee Ave. Suite 300, Toronto ON, M6K 3H5

  • By phone at: 416-534-7770

  • By fax at: 416-534-7771

  • By mail, sent to:


Amanda Hunter

Hunter Liberatore Law

2 Pardee Ave. Suite 300

Toronto ON, M6K 3H5

Notice of Availability of Documents

Hunter Liberatore will notify the public that documents related to accessible customer service, are available upon request by posting the information in a conspicuous place owned and operated by Hunter Liberatore, the firm’s website and/or any other reasonable method.


Hunter Liberatore will provide this document in an accessible format or with communication support, on request. We will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and, at no additional cost.


Modifications to This or Other Policies


This policy and its related procedures will be reviewed as required in the event of legislative changes or changes to the firm’s procedures. Any policy that does not respect and promote the dignity and independence of people with disabilities will be modified or removed.

The Employment Standard

At Hunter Liberatore, we are committed to providing accessibility throughout the employment cycle. The following practices and procedures are intended to build an inclusive and accessible work environment.


The firm will notify employees and the public about the availability of accommodations for applicants with disabilities in its job postings. The firm will notify job applicants, when they are individually selected to participate further in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.

If a selected job applicant requests accommodation relating to their participation in the hiring process, the firm will consult with the individual and provide or arrange for the provision of suitable accommodation that takes into account the applicant’s disability-related needs. When making offers of employment, the firm will notify successful applicants of our policies for accommodating employees with disabilities.

The firm will notify our employees of the firm policies (and any updates to those policies) for supporting employees with disabilities, including our policies regarding the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new hires as soon as practicable after they commence employment.

Accessible Formats and Communication Supports for Employees

If an employee with a disability asks for information in an accessible format or to receive communication supports, the firm will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information that the employee needs to perform his/her job, as well as information that is generally available to other employees. The firm will consult with the employee making the request when determining the suitability of an accessible format or communication support.

Workplace Emergency Response Information

Hunter Liberatore provides 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. The firm provides this information as soon as practicable after becoming aware of the need for accommodation due to the employee’s disability.

Where the employee requires assistance, the firm will, with the consent of the employee, provide the workplace emergency response information to the person designated by the firm to provide assistance to the employee.

The firm will review the individualized workplace emergency response information when the employee moves to a different location in the organization and when the employee’s overall accommodation needs, or plans are reviewed.

Documented Individual Accommodation Plans

Hunter Liberatore will develop a process for the development of individual accommodation plans for employees with disabilities. Our processes will include the following elements:

  • the manner in which the employee will participate in the development of the individual accommodation plan;

  • the manner in which the employee will be assessed on an individual basis;

  • identification of the accommodation to be provided;

  • the manner in which the firm may request an evaluation by an outside medical or other expert to assist with determining if accommodation can be achieved and, if so, how to achieve accommodation;

  • the manner in which the employee can request the participation of a representative from the workplace in the accommodation process;

  • the steps taken to protect the privacy of the employee’s personal information;

  • the frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done;

  • if an individual accommodation plan is denied, the manner in which the reasons for the denial are to be provided to the employee;

  • the means of providing the accommodation plan in a format that takes into account the employee’s accessibility needs;

  • If requested, information regarding accessible formats and communications supports provided will also be included in individual accommodation plans;

  • if requested, individualized workplace emergency response information will be included in the individual accommodation plans; and

  • any other accommodation that is to be provided.


Return to Work Process

Hunter Liberatore will maintain documented return-to-work processes for employees who have been absent from work due to a disability and require disability-related accommodation in order to return to work. The return to work process outlines the steps the firm will take to facilitate the return to work and will include documented individual accommodation plans as part of the process.

Performance Management, Career Development and Advancement & Redeployment

Hunter Liberatore will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.

Design of public spaces

Hunter Liberatore is committed to designing our facilities free from barriers and accessible to all persons we serve. The firm will comply with the Design of Public Spaces Standards with respect to public spaces that are newly constructed or redeveloped in accordance with the requirements of the Integrated Standards Regulation.

2 Pardee Ave., Suite 300, M6K 3H5

Toronto, Canada

Tel: 416-534-7770  I  Fax: 416-534-7771

  • White LinkedIn Icon
  • Instagram