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Are your concerns documented? If so, let the operation fail. The more we keep up the show- the more higher ups think they can pile on and get by
Follow up on an email to your boss. Reiterate your concerns, and what’s going on. Then say something like “As per our last conversation you advised us not to train; however ….”
Chances are they wont respond to the email but you print it out for your records. Now let the operation fail and there’s your proof that you tried to do the right thing
Mentor
Yall three need to both have a meeting with your boss to collectively voice the unity in concerns. Safety ain’t no joke. Why is only 1 person training this new hire? I rotate new hires through several employees to be trained, everyone has their own and usually excellent insight! Whatever not the point … point is if nothing is done I wouldn’t be working with that person if it’s jeopardizing my safety and causing OSHA violations and potential liability for yourself and the company.
I’d also document your reports to boss and recap emails if you have in person meeting.
We are small-small. 13 employees total. Only one other person can train the new hire and she outright refuses due to his not following directions, and the owner telling her to back off
Mentor
If the concern is about safety I disagree with those that said let it fail… if it’s putting others at risk it needs addressed NOW. Even if that means you need to report to OSHA or some other safety committee.
Why does your boss tell you not to train him? This is bizarre.
You and the other Core Four need to document issues, elevate them in email to your boss, and create a paper trail. If no response or change from the boss, report to OSHA. Safety is nothing to mess with and you all need to cover your asses against a lawsuit.