My Employee Already Has Experience – Do I Still Need to Train Them?
Updated: 4 hours ago
You hire someone with five years of experience doing the same type of work your business performs.
On their first day, you start explaining how things are done at your company.
They tell you:
"Don't worry. I've been doing this for years."
For a small business owner, it may seem reasonable to move on. Why spend time teaching an experienced employee something they already know?
Experience matters – but it doesn't necessarily replace your responsibilities as an employer.
Experience Doesn't Mean They Know Your Workplace
Imagine you've hired Chris. He has several years of experience in your industry and brings valuable knowledge and experience. He understands the job and has used similar equipment, products and processes before.
That's valuable.
But there are things Chris doesn't know yet.
He may not know how your company reports hazards or damaged equipment. He doesn't know your emergency procedures or meeting place. He may not know where to first-aid supplies are kept, what protective equipment is expected for certain tasks or who to contact if something goes wrong.
He may know the work.
He doesn't automatically know your workplace.
What Does the Employer Still Need to Do?
Ontario's Occupational Health and Safety Act (OHSA) requires employers to provide workers with information, instruction and supervision to protect their health and safety.
Employers also have a duty to acquaint workers with hazards in their work.
That doesn't mean every experienced employee needs to be taught everything from the beginning.
The employer should consider three things:
What does the worker already know? What can you verify? What is specific to your workplace?
What About Training From a Previous Employer?
Sometimes training can carry over.
Ontario requires workers to complete basic occupational health and safety awareness training. A worker doesn't have to repeat that training if they provide proof of the previous completion and the new employer verifies that the previous training meets regulatory requirements.
That's an important distinction.
Previous training shouldn't simply be assumed.
If an employee says, "I already did that at my old job," determine what training they're referring to and whether it satisfies the requirements that apply.
The answers won't necessarily be the same for every type of training.
Training Doesn't Always Mean Buying a Course
When small-business owners hear "employee training," they may picture sending someone to an external course and receiving a certificate.
Sometimes specific training, qualifications or certifications are required.
But workplace training can also involve information and instruction provided by the employer.
Consider a few examples:
An experienced restaurant employee may know how to operate a fryer but still need to learn that restaurant's procedures.
A property-maintenance employee may have years of experience with powered equipment but still need instruction on the equipment and procedures used by the new employer.
A cleaner may have worked with chemicals before but still need information about the hazardous products and procedures at the new workplace.
An office employee may understand their job but still need to know the workplace's emergency procedures and how to report a health and safety concern.
The questions isn't simply:
"Has this person done the job before.
It's:
"Do they have the information, instruction and training they need to perform this work safety here"
WHMIS Is a Good Example
WHMIS demonstrates why previous experience and workplace-specific instructions aren't always interchangeable.
Where workers work with or may be exposed to hazardous products, Ontario's WHMIS requirements include worker education and instruction.
The education program must be developed and implemented for the employer's workplace and can include procedures for safely using, storing, handling and disposing of hazardous products, as well as what to do during an emergency.
So the fact that an employee has taking WHMIS training previously doesn't automatically mean they understand the hazardous products and procedures in their new workplace.
Can You Demonstrate What Was Covered?
Documentation is another consideration.
Ontario specifically requires employers to maintain records of mandatory basic occupational health and safety training.
Documentation requirements for other training and instruction can vary.
Even with a particular training record isn't specifically required, keeping appropriate records can help an employer track what employees have received and demonstrate the steps taken to protect workers.
The goal isn't paperwork for its own sake.
It's knowing that your employees have actually been prepared to do their work safety.
Before You Assign Work
When hiring someone experienced, ask:
What work does this worker already know and know how to do?
What can I verify?
What's different about our workplace, hazards, equipment or procedures?
What information or instruction do they still need?
Experience can shorten the learning curve, not replace what a worker needs to know to work safety in your business.
Not Sure What Training Your Employees Need?
Training requirements can depend on the industry, workplace hazardous products and the work your employees perform.
Moreau Health & Safety helps small businesses review their operations, identify potential training gaps and develop practical health and safety solutions appropriate to their workplace.
Official resources:
This article provides general information about workplace health and safety in Ontario and is not legal advice. Requirements can vary based on the workplace, industry, hazards and applicable legislation.
Comments