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Local 70 Sponsored Training

Barriers in the workplace prevent or hinder learning there.

There are a variety of reasons that explain compromised workplace learning environments. Some of these roadblocks result from organizations that see no value in continued learning. Other barriers are more subtle and impede a well-intentioned organizations ability to train employees. Some of the common problems cited by many are training personnel shortages, reluctant experts, conflicting priorities, negative employer attitudes about ongoing education and lack of a plan to implement new training.

     An organizations leadership dictates the attitudes that prevail about ongoing training and education in the workplace. If the leadership doesn't value education and new ideas, the barrier to workplace learning is obvious. Within a few weeks of being hired, employees learn how the organizations / corporate culture accepts or rejects certain behaviors. Management teams are typically proactive or reactive. Crisis management is the way many organizations approach change and new ideas, forced by circumstances rather than a proactive approach to problem resolution. A more progressive approach to business management includes utilizing educational and training resources to anticipate problems before they affect profitability, and incorporating preventative measures to continually improve operations.
One of the biggest roadblocks to employee training occurs when organizations have conflicting priorities that force training to take a backseat to other priorities, such as daily production. Unless the organization leadership makes training a top priority, company operations always take precedence over a more proactive approach to management -- which includes ongoing training and the encouragement of new ideas. If an organization is constantly operating in a crisis management mode, reacting to problems instead of anticipating them, finding time for training will be hard. Many managers view training as frivolous and resent any time taken away from operational duties.

    One main barrier to workplace training that many organization/ companies experience is a lack of in-house trainers available. Organizations that experience constant change and high turnover often force employees to learn on the job in a stressful environment. In many companies there are few managers capable of hands-on-training, with this task delegated to peers forced into a training role out of necessity. In particular, companies rarely have dedicated trainers on hand to facilitate formal training classes. Some of these same companies are also reluctant to spend the money to bring in outsiders as a training resource.

    A reluctant trainer can impede an organizations ability to successfully train employees. It's frustrating for a new employee to have a reluctant trainer who's paranoid about training anyone else, for fear of being replaced. Certain corporate cultures inspire this type of paranoia, but some employees view this approach to training others when asked as a way to solidify personal job security. To prevent or sidestep this negative attitude, trainers should be selected and rewarded based on proven training success and an anonymous evaluation by trainees.

Upcoming Training
Jan 31, 2022
Upcoming Training and Classes by IUOE Local 70. Please follow this link for course details and signup instructions.
Online Courses available through IUOE Local 70
Aug 26, 2021
Online Courses available through IUOE Local 70 Contact Instructor Scott Marsyla at our main office 651-646-4566 to setup your login Please click the link below to see the courses or to login:
What is Training and why do we need it...
Jan 03, 2012

Local 70 Sponsored Training

What is Training and why do we need it...

Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work.  Effective training convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace.

The goal of training at IUOE 70 is to create an impact that last beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus the engineer's attention on incorporating their new skills and ideas back to work.

Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and hands on learning of content as means for enhancing skill development and improving workplace behaviors.


Minnesota ERTK
Jan 02, 2012

Minnesota ERTK

Based on Employers policies and MNOSHA's Employers Guide to Developing and ERTK Program.

  • Employee Right-to-Know Minnesota Rule 5206 is enforced by MNOSHA instead of the Federal Hazard Communication Standard (29 CFR 1910.1200). Employee Right-to-Know covers harmful physical agents and infectious agents as well as hazardous substances and requires annual refresher training in addition to initial trainging.  The rule covers cmployees in general industry, construction, maritime  operations, and farming operations with more than 10 employees or a temporary labor camp.


  • Permissible Exposure Limits (29 CFR 1910.1000- Air Contaminants). In 1989, federal OSHA revised its PELs for substances that are not covered by separate standards.  (These are available on the MNOSHA website)


  • Confined spaces for general industry, Minnesota OSHA has adopted the Federal Permit-Required Confined Spaces standard, 29 CFR 1910.146. for the construction industry, Minnesota OSHA enforces Minnesota Rules 5207.0300-0304.


  • Employers in general industry must comply with 29 CFR 1910.147, Control of Hazardous Energy.

Mar 18, 2019

Description:  This 64 hour class provides hands on training of the refrigeration system operation, troubleshooting and maintenance of residential and commercial refrigeration systems, ice machines and air conditioning units and will include at the completion an opportunity to acquire a CFC certificate.
Brief system theory
Refrigeration and Refrigerants
Systems and system types
General Safety Practices
Tools and Equipment
Tubing and Piping
System evacuation
Refrigerant recovery
System Charging
Electrical troubleshooting control circuits
Evaporators and condensers
Expansion Devices

Steward Training
Aug 01, 2012
Basic Steward Training Course
Steward Training Courses are being redesigned to expand the course content and to suppliment course offerings to allow the Local to present the training at your local worksite and regional level.
If you have a need for training, please contact your Business Agent at the Local 70's office - 651-646-4566  
The Steward Training Course is designed to instruct Stewards
and other Union activists and members in the structure of Local 70, the basic responsibilities and duties of representing members
at the Steward level and to explain why things need
to be done in certain ways.

8 hour Steward Training Class

Current classes are scheduled for


This class is limited to 10 people.
Please call Betty Weis at 651-289-2972 to register
Its fun, it’s informative and FREE.
Classes will be held at the Local 70 office, located at:
2722 County Road D East
White Bear Lake, MN 55110

Registration is required



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