The claim should describe the actual knowledge the work requires and the person genuinely has. Do not inflate it to every organizational capability.
Connect the specific task with the legal standard
Explain the relevant special or advanced knowledge in context. A narrow assignment is not automatically qualifying or disqualifying merely because other team members handle different functions.
Maintaining and interpreting the company's own welding procedure specifications, records that define how that specific employer qualifies procedures, controls variables and documents compliance for its own clients, is knowledge tied to that one organization's internal system. Ask what exists: revision histories naming the employee, internal design or commissioning documents, training material they authored, project files showing the sequence of work, purchase records showing equipment was adapted rather than bought as standard, and any registered intellectual property. The knowledge must be the company's, not the industry's: a skilled welder, a fluent programmer or a senior planner has general expertise unless the file shows that what they know is particular to how this group builds, sells or services something.