Privacy Policy


Protecting your privacy is not only important to you, but also to Preston Hardware. Information collected via this website is intended strictly for internal use and will not be sold, rented, or released in any manner to any individual, group, corporation, or agency. The data Preston Hardware gathers is used solely to help provide you with the information you need.

Our policy is to respect and protect the privacy of visitors to our website. The purpose of this privacy policy is to provide you with a description of the type of information we collect and how we use that information.

We do not collect Individually Identifiable Data on users. We do not collect personally identifiable information on our website unless you choose to give it to us via an electronic mail message. Even when you choose to give us information, we keep it confidential. When guests visit this website, we collect some basic information that does not identify individual users. This includes the amount of traffic visiting the site, which pages are visited and for how long, where the visitors come from, and what ISP they are using. We use the information we collect to improve the quality of our website, enhance or tailor the information we offer, and make your experience on our site as valuable and efficient as possible.

Information Automatically Collected

Like many other websites, this one automatically gathers general information such as the visitor’s IP (Internet Protocol) address, the date and the time this site is accessed, the sections visited, and the content downloaded. This non-identifiable information is collected specifically for website and system administration purposes only. This site may use cookies in the use of making your site more operational and to properly link to the information you are requesting.

Visitor Information Reports

Website Visitor Information Reports are generated to help me better understand user demographics and traffic patterns. Personal information is provided privately to Preston Hardware as a normal course of conducting business.

Use of Personal Information

Preston Hardware may use personal information collected via this website to contact and correspond with the providers of that information regarding the operation and management of its activities.

Disclosure In Business Transfers

In the event, whether of illness, absence or any other reason deemed necessary, an additional professional is required to assist Preston Hardware regarding client-related communications or transactions, this professional is understood to be as one and the same with Preston Hardware for all purposes pursuant to the protection of privacy relative to both the client’s personal information and his or her agreement with us.

Links to Other Websites

Please be aware that when you click on links that take you to third-party websites, you will be subject to their respective privacy policy. While we support the protection of privacy on the Internet, we cannot be responsible for the actions of third parties. We encourage you to read the posted privacy statement whenever interacting with any website.

Consent to Gather Non-Identifiable Information

By using our website, you consent to our collection and use of your information as described in this policy. If we update this privacy policy, such changes will be posted on this page. So that you are always aware of what information we collect and how we use it, we recommend that you review this page regularly.

Changes to our Privacy Policy

This policy was last modified on May 19, 2020

Accessibility Plan


Preston Hardware is committed to continually improving access to the premises, facilities, and services. This Accessibility Plan
aims to create, execute, uphold, and record a comprehensive, multi-year strategy to proactively eliminate obstacles and enhance
accessibility for individuals with disabilities within the organization.


  • To review initiatives undertaken by Preston Hardware in the past years to remove and prevent barriers to people with disabilities.
  • To identify the barriers that Preston Hardware will review in the upcoming year and describe the measures that will be taken to resolve the barriers.
  • To provide all information relating to the plan in alternative formats upon request
  • To review and update the plan at least once every five years.

Section 1: Customer Service Accessibility
Objective: Ensure that our customer service practices are fully accessible to individuals with disabilities.

  • Implement accessible feedback mechanisms for customers by August 2024
  • Provide ongoing accessibility training for all customer-facing employees.

Section 2: Employment Accessibility
Objective: Establish accessible employment practices and work environments.

  • Develop and implement an accommodation policy by November 2023
  • Notify employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.
  • Inform current employees and new hires soon after they begin employment of the Corporation’s policies usedto support any employees with disabilities.
  • Provide or arrange for the provision of accessible formats and communication support to people with disabilities promptly, considering the person’s accessibility needs.
  • Conduct accessibility training for hiring managers by May 2024
  • Implement and uphold a Back-to-Work policy to support employees during their return to work by May 2024
  • Collect feedback from employees on accessibility improvements.

Section 3: Information and Communication Accessibility
Objective: Provide accessible information and communication for all stakeholders.

  • Audit our website and digital content for accessibility compliance and aim to conform to WCAG 2.0, Level A, and Level AA by December 2024.

Section 4: Physical Environment Accessibility
Objective: Remove physical barriers and ensure accessibility in our physical spaces.

  • Regularly assess the physical layout of the warehouse, store, showroom, and office to ensure they are wheelchair-accessible and free from obstacles that may impede customers with mobility impairments.
  • Provide clear signage for accessibility features by May 2024
  • Ensure all new construction or renovations meet accessibility standards.

Section 5: Compliance Monitoring
Objective: Implement a system for monitoring and evaluating our Accessibility Plan’s progress.

  • Conduct regular audits and assessments to ensure compliance.
  • Collect feedback from stakeholders on accessibility improvements.

Section 6: Continuous Improvement
Objective: Continuously enhance our accessibility efforts.

  • Regularly update our Accessibility Plan and Policy based on changing needs and regulations.
  • Engage employees and stakeholders in accessibility initiatives.
  • Foster a culture of inclusion and accessibility within our organization.

Section 7: Emergency Procedures, Plans, or Public Safety Information
Objective: Addressing and mitigating the impact of temporary disruptions on accessibility

  • Ensure timely notification and the provision of alternative solutions during disruptions affecting accessibility.
  • Provide advance notice of planned temporary disruptions in services or facilities affecting accessibility. Notices will be posted prominently within our premises and on our website, among other means.
  • Work diligently to notify all relevant individuals as quickly as possible, considering the circumstances.

Review and Revision:
This Plan will be reviewed and updated as necessary to ensure its ongoing relevance and effectiveness.

Date of Plan Approval: November 10th, 2023

Disability Accommodation


Preston Hardware is firmly committed to fostering a welcoming and inclusive environment that accommodates the diverse needs of all our customers, employees, and visitors. We place great emphasis on accessibility and are fully dedicated to complying with the provisions of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).

Our commitment to accessibility ensures equitable access for individuals with disabilities to our services, facilities, and employment opportunities. We are dedicated to proactively identifying and eliminating obstacles that hinder their participation in our organization.

By adhering to the principles outlined in the AODA, we aim to create an environment where everyone, regardless of their abilities, can fully engage with our offerings, receive top-quality service, and enjoy equal employment opportunities.


Accessibility: Aims to provide every individual, including those with disabilities, an equitable opportunity to access, use, and benefit from Preston Hardware’s goods, services, facilities, and information. It encompasses physical, digital, and communication access, with strategies to remove barriers and promote inclusivity.

Disability: For this policy, disability includes all physical or mental disabilities, injuries, or illnesses without regard for whether the individual was born with a disability, it resulted from an accident or is an impairment or disease that gradually developed over time. Some examples of a disability include a birth defect, mental illness, developmental disability, learning disability, work-related injury, or illness eligible for WSIB benefits, or a temporary disability such as a broken limb.

Employment Accommodation: An individualized process where Preston Hardware prevents, removes, or mitigates barriers in the workplace that prevent an employee from participating equally in all aspects of the recruitment processes or employment, as applicable, because of the person’s disability. Employment accommodation must be done in consultation with the individual requiring the accommodation and be tailored to meet the current and known needs. Employment accommodation may be temporary (short-term or long-term), or permanent depending on the restrictions and abilities of the person with a disability and the requirements of the position. Examples of employment accommodation include workstation adjustments, job redesign, policy and practice adjustments, technical aids/assistive devices, graduated Return To work, human support, alternate communication formats, reassignment, and building modifications.

Return to Work (RTW): The provision of modified work for employees who require a temporary period of accommodation to
enhance the recovery process from disability, illness, or injury and support a timely and safe RTW


This policy applies to:

  • All employees of Preston Hardware regardless of whether the employee is full-time or part-time, permanent, or fixed term.
  • Individuals who perform work on behalf of Preston Hardware through fee-for-service, secondment, volunteer, or other contractual arrangements.
  • All members of Preston Hardware’s Board of Directors.
  • Customers, clients, stakeholders, and visitors to Preston Hardware’s premises, services, and digital platforms.

Policy Statement

  • Customer Service Accessibility: Preston Hardware is dedicated to establishing accessible customer service to individuals from all walks of life. We are committed to an ongoing and evolving approach, which involves the development and implementation of improved strategies. We aim to take reasonable measures to ensure that services are consistently delivered in a manner that respects the dignity and independence of individuals with disabilities. We are continuously working to cultivate a supportive environment that encourages customers to confidently seek our assistance. To achieve this, our employees will undergo comprehensive training to enhance their ability to assist customers with disabilities effectively. Furthermore, we will continually develop and implement accessible methods for customers to provide valuable feedback, seek information, or request assistance. Our unwavering goal is to make everyone’s experience with us welcoming and inclusive.
  • Employee Accommodations: At Preston Hardware, we are dedicated to evolving our workplace into an inclusive and accommodating environment. Our active collaboration with employees will help us identify and implement reasonable employment accommodations to empower individuals with disabilities to fulfill their job responsibilities. Our approach to accommodation requests will remain flexible and tailored to individual cases, ensuring we adapt to meet unique needs. Maintaining privacy and confidentiality throughout the accommodation process will continue to be our utmost priority, enabling employees to thrive within our supportive work environment.Our commitment to providing employment accommodation extends throughout the entire employment cycle, from recruitment to training, career development, performance evaluations, work-related events and meetings, assignments, discipline, and more. Employees and the public shall be notified of the availability of employment accommodations for applicants with disabilities during the recruitment process.Job applicants shall be notified that employment accommodations are available upon request when they are invited to participate in an assessment or selection process. If an applicant requests employment accommodation, we consult with them to provide suitable accommodations that consider their accessibility needs due to disability.We maintain detailed documentation of our employment accommodation and RTW efforts, ensuring a clear record of options considered and decisions made.Employees seeking accommodation can find the Accommodation Request Form attached to this Policy. The form is designed to facilitate the accommodation process and ensure that individuals with disabilities can request necessary accommodations with ease. We are also committed to providing accessible formats and communication support to individuals with disabilities in a timely manner, considering the person’s specific accessibility needs. If you have any questions or require assistance in completing the form, please do not hesitate to reach out to our HR team for guidance.
  • Clear Communication: Our commitment to accessibility will be reflected in an evolving approach to communication with individuals who have disabilities. We will take great care to ensure that the information we provide adheres to established accessibility standards. Our ongoing priority will be to ensure that accessibility remains a fundamental consideration in the design of our digital content and website. This commitment will ensure that information is fully inclusive and accessible, guaranteeing equal access for all, and will remain a continuous focus.
  • Physical Access: Preston Hardware’s commitment to physical access will continue to be a dynamic and evolving approach. We will maintain a strong emphasis on developing and continuously maintaining physically accessible environments within our warehouse, store, showroom, and office spaces. This will involve regular assessments and addressing potential access barriers promptly. Our objective will be to ensure that our facilities remain welcoming and accommodating to all, regardless of mobility or disability status. This approach will continue to evolve, promoting inclusivity and equal access for everyone in our community.
  • Feedback and Requests for Accommodation Process:
    At Preston Hardware, we are committed to fostering an inclusive and accommodating environments for all, including employees, customers, and clients. This process outlines how individuals can provide feedback on accessibility initiatives and request accommodations.

    1. Feedback on Accessibility Initiatives:
      • Contact Information:
        Employees, customers, and clients are encouraged to provide feedback on our accessibility initiatives. Contact our HR team through email at or or call us directly at (613) 230-7166.
      • Prompt Response:
        We are dedicated to responding promptly to all feedback received. Your input is vital in helping us identify areas for improvement, address concerns, and enhance our accessibility practices.
      • Confidentiality:
        All feedback will be treated with the utmost confidentiality, respecting the privacy of individuals providing feedback.
      • Accessible Formats:
        If you require feedback forms or information in accessible formats, please inform our HR team, and we will ensure the necessary accommodations are made.
    2. Requests for Accommodation:
      • Contact Information:
        Employees, customers, and clients seeking accommodations can reach out to our HR team through email at or For those preferring phone communication, please call us directly at (613) 230-7166.
      • Initiating the Request:
        Individuals are encouraged to initiate the accommodation request process as soon as possible. This can be done by completing the Accommodation Request Form, available from the HR team.
      • Consultation:
        Our HR team will work closely with individuals to understand their specific needs, consult on potential accommodations, and develop individualized plans tailored to their requirements.
      • Privacy and Confidentiality:
        Maintaining privacy and confidentiality throughout the accommodation process is our utmost priority. All information related to accommodation requests will be handled with discretion.
      • Timely Provision:
        We are committed to providing accommodations in a timely manner, recognizing the importance of supporting individuals in their interactions with Preston Hardware.
      • Accessible Communication:
        Communication throughout the accommodation process will be in accessible formats, ensuring that information is conveyed effectively. For those who prefer phone communication, we are available to discuss accommodations over the phone.
      • Feedback Loop:
        We encourage ongoing communication to address any concerns or adjustments needed during the accommodation period.

Roles and Responsibilities


  • Leads and maintains a work environment that removes barriers, promotes respect, and supports employees who require
    employment accommodation or RTW support.
  • Safeguards confidentiality of employees’ personal and health information.
  • Works cooperatively with the HR Team, and employees to develop employment accommodation and RTW plans and should it be necessary, health reassignment.
  • Advise the HR Team as early as possible about upcoming operational changes that may cause an accommodated employee to need new or different employment accommodation.
  • Maintains contact with employees who are absent from work due to injury or illness, communicates concern for the employee’s health, obtains information about the expected RTW date and anticipated employment accommodation needs, and prepares for their timely and safe return.
  • Ensures all job applicants are made aware of the availability of employment accommodation during the recruitment process and are provided accommodation, short of undue hardship when they request it.


  • Supports the employment accommodation and RTW of other employees, including accepting some change in duties when necessary to accommodate a co-worker’s needs.
  • Treats with dignity and respect other employees who require employment accommodation and/or are returning to work after an absence due to disability, injury, or illness.
  • Completes training on the requirements of the accessibility standards.
  • Identifies to the manager as soon as possible any employment accommodation needs that relate to their ability to perform job duties or participate fully in the workplace.
  • Cooperates with requests for health information about capabilities, limitations, and prognosis, and with independent medical evaluations when required, to provide clear and sufficient information to support employment accommodation or RTW.
  • Collaborates in developing an employment accommodation and/or RTW plan.
  • Accepts an accommodation/ RTW solution that meets the employee’s accommodation needs, even if the solution is not necessarily the one the employee would have preferred.
  • Adheres to the employment accommodation or RTW plan, monitors how well it is working, and advises the manager promptly about any difficulties encountered.
  • Advises the manager and HR Team promptly of any changes in health/disability status that may require changes in an existing employment accommodation/ RTW plan.

HR Team:

  • Provides advice and coaching to managers about this policy and its implementation and related relevant legislation.
  • Safeguards confidentiality of employees’ personal and health information.
  • Works with managers to determine when the conditions for requesting a health reassignment exist, coordinates the provision of required documentation, and conducts timely searches for possible health reassignments.
  • Obtains information and assistance, as appropriate, about the employee’s capabilities/limitations/needs and employment accommodation and RTW options and maintains thorough documentation of the processes and decisions, monitoring and revising the plans to respond to changing employee and operational needs.
  • Works with the manager and the controller to conduct timely searches for possible health reassignments within their
    department or across Preston Hardware if required when an employee cannot be accommodated in their position.


  • Ensures managers, and others responsible for implementing this policy understand Preston Hardware’s obligations concerning accommodations and RTW.
  • Ensures all employees are provided information about the rights and obligations of Preston Hardware with respect to accommodations and the RTW plan.
  • Ensures the mandatory training that all employees must take is developed and delivered.

Review and Revision

This Policy will be reviewed and updated as necessary to ensure its ongoing relevance and effectiveness.

Date of Policy

This Policy is effective as of November 10th, 2023

Copyrights and Trademarks

PRESTON HARDWARE (1980) LIMITED (hereinafter “Preston Hardware”) maintains its website as a service to the Internet community. Access to and use of is subject to the terms and conditions set forth herein and all applicable laws. Preston Hardware may revise these terms and conditions from time to time by updating this posting.

This site and all of its contents including, but not limited to, all text and images (“content”) are owned and copyrighted by Preston Hardware or others, with all rights reserved unless otherwise noted. The content, without the express written permission of Preston Hardware or the rightful owner, may not be distributed, downloaded, modified, edited, reused, reproduced, transmitted, performed, displayed, or otherwise used by any mechanical or electronic means, except as provided herein.

Any content that is a trademark, logo, or service mark is also a registered and/or unregistered trademark of Preston Hardware or others, including, but not limited to PRESENT HARDWARE, PRESTON HARDWARE & HAMMER DESIGN, HAMMER DESIGN, HAMMER DESIGN (ORANGE), HAMMER DESIGN (GOLD), PRESTON PAINTS, PRESTON PAINTS & HAMMER DESIGN, PRESTON BATH & KITCHEN DESIGN CENTRE, PRESTON BATH & KITCHEN DESIGN CENTRE & HAMMER DESIGN, LIGHTNING ZONE and TOOLFEST.