Rank: New forum user 
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Hi there,
We have a FLT driver who has been with the Company for 9 months.
He has completed the relevant FLT training courses we do on our site, including having a lot of supervision with the task whilst he became competent. However, he is now refusing to do a FLT task in another area of the site as he feels he has not been adequately trained.
The individuals Line Manager has said he has had all the relevant training that others have been doing in the Company for a number of years.
Any suggestions how we could resolve this issue?
The individual is still within a probationary employment period.
Many thanks
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Rank: Super forum user 
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How difficult might it be to list his concerns and address them.
Maybe the company and the manager might gain something from the consultation.
The fact that the "manager" has not been able to resolve this already, suggests he lacks competence.
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Rank: New forum user
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The individual is refusing to do anymore training, and he is refusing to do the task, which is part of his job training schedule.
The Company is therefore unable to sign the individual off as being competent.
I am just wondering if anyone has had to force a resolution to such an issue?
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Rank: Forum user
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I agree with the employee on this one, he may feel that the processes in that part of the operation are not familiar to him.
Would it be reasonably practicable for another competent person to spend a few hours or a shift with them to familiarise the operator with the new task they have been asked to do?
it all depends on the operation though?
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Rank: Super forum user
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DMatt wrote:The individual is refusing to do anymore training, and he is refusing to do the task, which is part of his job training schedule.
I think you need to establish why.
for example: He might be dyslexic and has struggled with training you have already done.
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Rank: Super forum user
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This may be more of a HR issue and their refusal can result in their dismissal. However before it gets to that I would sit down with them, HR and the line manager to discuss and identify the issues. You need to minute this meeting.
Following this meeting a decision will have to be made if their concerns are warranted or not. In my experience some concerns are always warranted but they tend to be easily resolved. They may also be able to bring experience from a previous job that may prove beneficial if listened to.
Once you get to a position where their concerns are not warranted then you have to follow your disciplinary procedure.
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Rank: Super forum user
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DMatt wrote:The individual is refusing to do anymore training, and he is refusing to do the task, which is part of his job training schedule.
The Company is therefore unable to sign the individual off as being competent.
I am just wondering if anyone has had to force a resolution to such an issue?
If he refuses to do any more training, then surely you can not really help the person? I would really like to know why he refuses, I'm speculating but does he feel unsafe? Maybe it's not the training aspect he's really concerned about but is using that as an excuse? Could there be deeper issues here?
Ultimately, this individual will need a lot of support and reassurance before he feels comfortable using this piece of equipment in his surroundings.
Good luck.
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Rank: Super forum user 
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Are the working conditions in this other area not so good or will they be expected to do more work that at present or more unsociable hours. Are there people in the other area they do not get on with. There is some aspect of this other role that is causing the problem, I suspect.
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Rank: Super forum user 
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DMatt wrote:The individual is refusing to do anymore training, and he is refusing to do the task, which is part of his job training schedule.
The Company is therefore unable to sign the individual off as being competent.
I am just wondering if anyone has had to force a resolution to such an issue?
Get shut of him, you have offered further training which he has refused, he will be a nightmare if he becomes a full employee. Maybe he wants to be dismissed for other reasons he's keeping to himself.
What will you do if others follow his lead and refused a reasonable request to get on with the job. Why should others pick up his slack.
Speak to him tell him his options and if he doesn't want to work. Move him on just ensure that HR does everything by policy and the book.
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Rank: Super forum user 
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Hi
Before training people to operate lift trucks, you need to assess if they are able to do the job (health wise and disability wise) and that they are suitable to do the job as well.
Did anything come up in that assessment? That might explain why.
Also, not everyone is suitable for high level reach truck work. It can be nerve racking.
May be worth exploring these possible reasons.
Ian
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Rank: Super forum user 
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From HSE pages:
"Basic and specific job training, which can be combined, should take place off the job (ie away from production and other pressures). Familiarisation training needs to be done on the job, under close supervision."
The chap is asking for additional training. Is this so unreasonable?
It takes a brave employee to say he's not confident. even braver when the employee is on probation.
Let's not jump to conclusions.
Is the in-house training suitable and sufficient, and are your trainer and supervisory skills up-to-date?
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Rank: Super forum user
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Ron Hunter wrote:From HSE pages:
"Basic and specific job training, which can be combined, should take place off the job (ie away from production and other pressures). Familiarisation training needs to be done on the job, under close supervision."
The chap is asking for additional training. Is this so unreasonable?
It takes a brave employee to say he's not confident. even braver when the employee is on probation.
Let's not jump to conclusions.
Is the in-house training suitable and sufficient, and are your trainer and supervisory skills up-to-date?
In #3 it states he is refusing to do anymore training.
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Rank: Super forum user
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Dmatt: asking for training, or refusing to do training. 2 conflicting posts.
Which is it?
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Rank: Forum user
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Where does it say he is asking for training?
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Rank: Super forum user
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DMatt wrote:The individual is refusing to do anymore training, and he is refusing to do the task, which is part of his job training schedule.
The Company is therefore unable to sign the individual off as being competent.
I am just wondering if anyone has had to force a resolution to such an issue?
Ron,
see the quote from post #3
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Rank: Super forum user
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We do enjoy splitting hairs on this Forum, don't we?
From #1
"he feels he has not been adequately trained".
Close enough for me. Perhaps the OP will clarify.
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