Posted By Linda Crossland-Clarke Hi Barry I guess you've tried asking him quietly to take the test, even if you asked him the questions orally and him providing the answers. Or ask him to demonstrate him using the saw safely. Failing that it should be refered to management, who should go down the disciplinary route. Regards. Linda. SHE Knows.

Posted By Kieran J Duignan Following up David's comment, also consider whether the guy may be 'dyslexic', with reading problems that require 'reasonable adjustment' under the DDA. Not easy but care now could save you a lot of difficulties later. Let us know how it works out.

Posted By Jasonjg Barry you are probably the next best person to ask why you think he does not want to do it. Which of the following would you suspect. 1. Learning difficulty 2. He feels like he is being patronised, proud of his already existing capabilities. 3. Is there a feeling that this would limit their claim opportunities. I still occasionally go to workplaces and do some casual work whilst studying. Their is a growing concern that employers are now trying to pass the book by training staff and then threatening that they cannot claim should a accident occurr. This method is not helped by the managers and jobs worths who do not have a clue about the claims proccess. FLT training is the best example of confusing messages and brew room myths. Claims only situations Whilst I fully understand and agree with the fact that employees should be held responsible if they have contributed to a accident, I feel the courts should be left to decide this and any fear mongering attempts by management and newly qualified safety trainers etc should be left at the works gate. Internal responsibilies Again with quality and safety demands on the increase, many companies use the fact that a employee was trained to apportion blame almost immedietly after a incident which causes much damage to the whole prcess which is sound. Days later the employees soon discover that they are not the only ones responsible after further brew room investigation into route causes (workers debate as well). Conclusion = Bang "there you have it, we are scapegoats". "Well I am not training then" Sod em. 4. He does not like you and wants to saw you up. (just humour but not every safety officer is liked) Of course you should go down the diciplinary route, but first you need to be sure what the culture is within your company. Do it wiely before any more damage is caused. Hope that helps you see one side

Posted By Philip McAleenan Barry, Trained and qualified he may be, and you can verify this by checking his personnel records to see the evidence. However, employees also have an on-going obligation to maintain their competence and from time to time this will need formal demonstration to the employer. There are various routes to demonstrating competence, formal observation by his/her supervisor, undertaking refresher programs with assessments built in (as you have done) or undergoing formal assessment. As you will note, I am stressing that it must be “formal”, and it must be explained to him that this is a reasonable requirement, the refusal of which would lead to a recording that he is no longer able to demonstrate his competence, with the obvious consequences attached. Would it therefore be practicable in your situation to assess his competence and if he demonstrates the requisite level forgo the refresher program? Of course if he doesn’t meet that level he will have no choice but to undertake the program. Philip

Posted By Philip McAleenan Richard, Not so dangerous if the reason that he does not have to undertake training is because he has just demonstrated his competence. Every employee is different and another cannot claim the same treatment as a colleague if his or her competence is different. The legal and social requirement is that employees are competent. If they are not then they must be trained up and assessed. Providing assessment to experienced workers prior to deciding whether they need further training is a reasonable adjustment to HR practice. It also saves time, money and resources as well as giving a positive message to employees. Philip

Posted By Rob Amson Barry your thread does not state your competence to compile this training. Have you got experience of using these machines yourself? As a joiner who has used woodworking machines for 12 years I have in the past been on the end of refresher training from a very good SHE trainer who just did not know what he was talking about in regard to wood working machines. All previous responses have been good but how about getting the person to go through the training materials with you to point out any potential problems with it? Of course you could have many years of experience and this bloke is just being awkward in which case follow the above advice.