No. They may establish training events without proving every relevant employment fact.
Use each record for its actual period
Identify the employer, duties and qualifying continuous period. Do not assume a certificate answers the entire transfer history.
The strongest files are built from records the company already generated in the ordinary course: internal manuals and their revision history, training curricula and attendance records, design notes, incident reports and the documents the transferee personally wrote. Internal method documents with revision history, the technologist's training and teaching records, examples of work product that depended on the protocol, and a written comparison against standard published methods. Ask which examples establish the material facts, and coordinate the employer's technical staff and legal reviewer before submission so the evidence neither overexposes confidential information nor becomes too generic to support the claim. Vendor certificates may establish course completion; pair them with internal configuration records, authored procedures, project histories, access logs, training materials and knowledgeable manager statements explaining the employee's contribution. Redact commercially sensitive figures rather than withholding entire documents, since a redacted record with its identifier and date intact still shows a system operating and a person inside it.