
Gun owners say there's a gap in safety training without Kee gun store
About 400 people attended the classes monthly, which required a $30 range fee per class, according to owner Jeffery Regnier.
Many customers returned for additional training or to listen in, which created a community space where people, especially those who couldn't afford other training classes and even young teenagers, could learn more about gun safety and chat, Cornell said.
'So the guys got to eat, and they got to learn, and I'll tell you they were laughing and joking in the back of the room, and I was sitting back and I was like that's the best thing I ever seen,' Cornell said.
Since the store closed in 2023, due to Regnier facing several criminal and civil charges, since dismissed. Cornell, who attended the classes with his wife and dozens of friends, said there's been void that hasn't been filled. He said he hasn't found any courses similar to the Kee's training that are affordable, scheduled on the weekend and extensive.
Cornell said training courses usually cost hundreds of dollars and he said he knew people who would own and use guns without the training or license because the courses were unaffordable and only on weekdays.
Regnier said his offering free classes changed the market, and several businesses that offered paid classes shut down because they couldn't keep up.
'There's no one to fill that role, even on a paid avenue,' Regnier said. 'Nobody can handle hundreds of people doing training every weekend.'
While gun store owner Joe Malone agrees Regnier threw a 'wrench in the market,' he said there are still accessible, affordable options.
'But they would get people in the store and then what happens, when you're in the store where you see all the accessories they have available, and when you look at companies, yeah, it makes sense as to why they did what they did and it definitely threw a wrench in the market for sure,' he said.
Malone said he had to recently close his gun business in New Lenox due to a lack of registrations, unrelated to Kee, and argues there isn't enough demand for these trainings in the area.
He said he offers trainings in the Frankfort and Alsip areas, starting at $99 for the 16-hour training. This occasionally requires an additional $25 if they're using a third party range for the training. Customers can also pay an additional charges for other services like help with their Firearm Owner's Identification cards.
Creative Scott, a concealed carry trainer based in Chicago off of North Lawndale, said he led a training in the New Lenox area about a month ago and works to provide affordable concealed carry and other gun safety classes at an affordable rate. That usually requires a $75 fee for the range.
Scott said sometimes it's reasonable for these classes to charge because it's important to invest in individual safety.
'It shouldn't be about money all the time for your safety, like no amount of money determines my safety,' he said. 'Some people have the money but don't want to invest. You have to invest in yourself, in order to better yourself.'
Cornell said many people purchase a gun because they're scared and work odd shifts.
'But you have to know when to shoot because that is a life-altering decision you're making and you don't know how the state's attorney is going to see it, how the police are going to see it,' he said.
Cornell said 90% of the Kee's training emphasized gun safety, teaching people how to respond calmly to law enforcement, what types of locks to buy to secure a gun and how to unload a jam safely, which can lead to an explosion if addressed incorrectly.
Regnier said he started the program after a few young moms told him they were scared of guns because they didn't know how to use them and they didn't have the money to spend on training.
After more than 2,000 people signed up for what was meant to be a one-time offer, Regnier decided to incorporate the safety training into his business, hiring concealed carry certified trainers to work the weekend shifts so they could answer safety questions.
'We can't sell guns to people who don't know how to use them and just hope that everything works out,' Reigner said. 'We encouraged people to ask questions because we didn't want people to come in our store and just stay quiet as some people do and then they don't know how to do something. That's what we're doing it for, to help you.'
Cornell said the instructors zeroed in on any participants that didn't take the safety measures seriously.
But when federal and local officials raided the home and businesses of Regnier and his wife, Greta Keranen, in 2023 while investigating them for money laundering, Regnier lost his license to sell guns and, in November 2024, didn't have the funding to pay the store building's mortgage.
His wife's construction business has also been on hold since the arrest, he said.
Multiple criminal charges against Regnier were dismissed last month after a Will County judge denied the state's request to reschedule the trial date. Regnier also pushed back on the charges and won a civil forfeiture case in July regarding the four vehicles and Fidelity Investment accounts valued at $5.5 million that were seized as a part of the investigation.
The Will County state's attorney refused to comment on the substance of the case, citing that it is still in progress.
Regnier said he lost about 25 employees and a significant amount of revenue because he had to undersell a good portion of the guns quickly to acquire the funding to pay attorneys fees and other fees, such as sales taxes and other unfinished business payments with manufacturers.
'I never intended to close and we loved what we were doing in the community,' Regnier said. 'We were not a typical firearm store where you just come in and buy stuff. We were actually community involved and we were trying to train the community and answer those questions.'
Regnier will face the second round of his criminal charges at 9:30 a.m. on Sept. 8 in room 405 of the Will County Courthouse.
But in the meantime, Cornell said the community needs accessible gun safety training. He said he tries to help educate people if he sees someone doing something unsafe with a gun, but that it's not the same as a structured classroom where the skills can be learned and applied.
'I think the state should do more to encourage people to get out there to a class because in a blink of an eye you're changing somebody's life as well as your own,' Cornell said.

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


Chicago Tribune
7 days ago
- Chicago Tribune
Gun owners say there's a gap in safety training without Kee gun store
Terry Cornell, an Evergreen Park resident, said he would often spend his weekends having doughnuts and coffee at Kee Firearms and Training with about 100 people from across Chicago, learning about gun safety at the store's free concealed carry classes. About 400 people attended the classes monthly, which required a $30 range fee per class, according to owner Jeffery Regnier. Many customers returned for additional training or to listen in, which created a community space where people, especially those who couldn't afford other training classes and even young teenagers, could learn more about gun safety and chat, Cornell said. 'So the guys got to eat, and they got to learn, and I'll tell you they were laughing and joking in the back of the room, and I was sitting back and I was like that's the best thing I ever seen,' Cornell said. Since the store closed in 2023, due to Regnier facing several criminal and civil charges, since dismissed. Cornell, who attended the classes with his wife and dozens of friends, said there's been void that hasn't been filled. He said he hasn't found any courses similar to the Kee's training that are affordable, scheduled on the weekend and extensive. Cornell said training courses usually cost hundreds of dollars and he said he knew people who would own and use guns without the training or license because the courses were unaffordable and only on weekdays. Regnier said his offering free classes changed the market, and several businesses that offered paid classes shut down because they couldn't keep up. 'There's no one to fill that role, even on a paid avenue,' Regnier said. 'Nobody can handle hundreds of people doing training every weekend.' While gun store owner Joe Malone agrees Regnier threw a 'wrench in the market,' he said there are still accessible, affordable options. 'But they would get people in the store and then what happens, when you're in the store where you see all the accessories they have available, and when you look at companies, yeah, it makes sense as to why they did what they did and it definitely threw a wrench in the market for sure,' he said. Malone said he had to recently close his gun business in New Lenox due to a lack of registrations, unrelated to Kee, and argues there isn't enough demand for these trainings in the area. He said he offers trainings in the Frankfort and Alsip areas, starting at $99 for the 16-hour training. This occasionally requires an additional $25 if they're using a third party range for the training. Customers can also pay an additional charges for other services like help with their Firearm Owner's Identification cards. Creative Scott, a concealed carry trainer based in Chicago off of North Lawndale, said he led a training in the New Lenox area about a month ago and works to provide affordable concealed carry and other gun safety classes at an affordable rate. That usually requires a $75 fee for the range. Scott said sometimes it's reasonable for these classes to charge because it's important to invest in individual safety. 'It shouldn't be about money all the time for your safety, like no amount of money determines my safety,' he said. 'Some people have the money but don't want to invest. You have to invest in yourself, in order to better yourself.' Cornell said many people purchase a gun because they're scared and work odd shifts. 'But you have to know when to shoot because that is a life-altering decision you're making and you don't know how the state's attorney is going to see it, how the police are going to see it,' he said. Cornell said 90% of the Kee's training emphasized gun safety, teaching people how to respond calmly to law enforcement, what types of locks to buy to secure a gun and how to unload a jam safely, which can lead to an explosion if addressed incorrectly. Regnier said he started the program after a few young moms told him they were scared of guns because they didn't know how to use them and they didn't have the money to spend on training. After more than 2,000 people signed up for what was meant to be a one-time offer, Regnier decided to incorporate the safety training into his business, hiring concealed carry certified trainers to work the weekend shifts so they could answer safety questions. 'We can't sell guns to people who don't know how to use them and just hope that everything works out,' Reigner said. 'We encouraged people to ask questions because we didn't want people to come in our store and just stay quiet as some people do and then they don't know how to do something. That's what we're doing it for, to help you.' Cornell said the instructors zeroed in on any participants that didn't take the safety measures seriously. But when federal and local officials raided the home and businesses of Regnier and his wife, Greta Keranen, in 2023 while investigating them for money laundering, Regnier lost his license to sell guns and, in November 2024, didn't have the funding to pay the store building's mortgage. His wife's construction business has also been on hold since the arrest, he said. Multiple criminal charges against Regnier were dismissed last month after a Will County judge denied the state's request to reschedule the trial date. Regnier also pushed back on the charges and won a civil forfeiture case in July regarding the four vehicles and Fidelity Investment accounts valued at $5.5 million that were seized as a part of the investigation. The Will County state's attorney refused to comment on the substance of the case, citing that it is still in progress. Regnier said he lost about 25 employees and a significant amount of revenue because he had to undersell a good portion of the guns quickly to acquire the funding to pay attorneys fees and other fees, such as sales taxes and other unfinished business payments with manufacturers. 'I never intended to close and we loved what we were doing in the community,' Regnier said. 'We were not a typical firearm store where you just come in and buy stuff. We were actually community involved and we were trying to train the community and answer those questions.' Regnier will face the second round of his criminal charges at 9:30 a.m. on Sept. 8 in room 405 of the Will County Courthouse. But in the meantime, Cornell said the community needs accessible gun safety training. He said he tries to help educate people if he sees someone doing something unsafe with a gun, but that it's not the same as a structured classroom where the skills can be learned and applied. 'I think the state should do more to encourage people to get out there to a class because in a blink of an eye you're changing somebody's life as well as your own,' Cornell said.


Forbes
7 days ago
- Forbes
Why Lateral Career Moves Still Feel Risky—And What Leaders Can Do
Career growth inside companies still follows a narrow script—progress often defined by vertical movement alone. Lateral career moves—shifts across functions, divisions or geographies—rarely carry the same weight as upward ones, even when they build more range. That perception keeps many employees from considering them, even when the move might offer the most learning and the broadest exposure. Gallup's Q4 2024 research reveals the gap: while nearly 70% of employees are looking for a new role within their organization, only 28% would consider a lateral one. Those who do make such moves report lower clarity, less alignment with their strengths and less frequent recognition. The long-term benefits are real, but the short-term experience is often discouraging. To understand the deeper dynamics at play, I spoke with Michael Waldman, professor of management and economics at Cornell University, and Matthew Bidwell, professor of management at Wharton. Both have studied internal labor markets, mobility and career progression for years. Their research underscores a simple but often missed truth: access isn't enough. Without clarity, support and cultural reinforcement, even the best-designed mobility programs stall. Why Talent Marketplaces Alone Aren't Enough Internal talent marketplaces promised a new era—matching employees to opportunities in real time, breaking down silos and reducing reliance on personal networks. But the reality is more complicated. Waldman explained why: 'The manager doesn't want to lose their better worker because that hurts their bonus—and firms don't usually give bonuses for workers who are promoted out of your division and do well. If they did, it could change those incentives.' He also pointed to the signaling challenge. 'Promotions signal ability. Giving someone more responsibility without a title change doesn't send a clear signal to others that they've developed.' Bidwell added, 'Managers aren't rewarded for being net contributors to the broader company. They're rewarded for getting their team's work done, not for releasing talent into the system.' And yet, Waldman's research shows a clear upside: workers who are laterally moved are more likely to be promoted and experience greater wage growth over time. The path exists, but too few are supported to take it. 'Most lateral moves still happen through informal networks,' Bidwell said. 'If that's the only route, a lot of people get missed.' The Ladder Reflex In most leadership conversations I've been part of, career development still starts with a vertical frame. Talent reviews focus on 'next steps,' usually defined as the next level up. Growth is still most often defined as moving upward. I've watched org charts become templates for potential. Candidates plotted, 'ready now' or 'ready soon' labels attached, and the expectation set: wait your turn, move higher. But the best organizations interrupt this pattern. They begin talent reviews by asking who moved across the business. They look for transitions that added capability across functions, not just within them. Some lateral moves come with more responsibility but no support—what Dr. Laurence J. Peter called pseudo-promotions. They keep talent in the company but do little to help them grow. Waldman points out that without context, new teams often don't know what an internal hire brings, forcing them to prove themselves all over again. And in a world where AI is reshaping roles, skills and teams, clinging to vertical models only narrows future options. Consider Priya, a high-performing marketing lead who transitioned into product strategy. The move looked smart on paper. In practice, there was no onboarding, unclear expectations and no acknowledgment of her prior success. Six months in, she was gaining traction—but the rough start left her questioning whether her company truly supported internal mobility or just talked about it. Priya's experience reflects a broader issue: lateral moves are often treated as individual experiments rather than shared commitments. Now take David, a finance manager who moved into operations. His company had built a clear internal mobility system: a regularly updated skills inventory, a dedicated career advisor and a playbook for onboarding internal hires. His first month was structured around learning, with clear milestones reviewed by both his former and current managers. A year later, he'd led a cost-reduction initiative that drew on both his finance background and new operational insights. That move positioned him for an executive role the following year. David's success wasn't just about his ability. It was shaped by the system around him. What Great Companies Do Making lateral moves work requires more than a platform. It takes visibility, structural support and shared accountability. As Waldman noted, 'There are lots of things firms can do to avoid talent hoarding, but those things are costly—so sometimes they don't happen.' Bidwell emphasized that preparation matters just as much as the move itself: 'Often a lot of the process happens before the move—building skills, offering short‑term opportunities to prepare someone for the shift.' He also pointed to what kind of lateral moves tend to matter most: 'People who seemed to be benefiting were the ones moving to a different function. Getting broader functional experience, learning more about how the business operates—that was more valuable than doing the same thing somewhere else.' So what does it take? Here are six strategies to help lateral career movement become a growth engine, not a sideline. Six Ways to Make Lateral Moves Work Share stories of lateral moves in company updates—not as policy footnotes but as real growth journeys. Celebrate them with the same energy as promotions. They signal momentum. Internal movers need a reintroduction. That means a thoughtful onboarding plan, context around their past wins and the same level of support you'd give an external hire. Don't just show vertical paths. Highlight real examples of lateral steps that unlocked broader roles later. Show that sideways can lead forward. Reward leaders who grow and release talent. During talent reviews, ask: who developed across the business this year? What enabled those moves? Create roles or programs that help employees explore new functions, assess transferable skills and prepare for moves. Layer in learning pathways built specifically for internal transitions. Make it part of the culture—not just the scorecard—to celebrate leaders known for developing and moving talent. And track who never does. Hoarding is a systems issue, not just a personal one. Building A System Around The Lateral Move When lateral career moves are overlooked or unsupported, companies don't just stall talent. They stall possibility. Innovation slows. Succession pipelines shrink. Employees grow disengaged when the only visible path doesn't match their skills. Lateral movement shouldn't be a gamble or a test of perseverance. It should be one of the ways organizations build range, depth and future leadership. As Bidwell put it, 'If talent mobility is invisible, it doesn't feel like a real option to the employee or the manager.' Movement alone doesn't shape careers. It's what surrounds the move—support, visibility, and context—that defines its impact.


Bloomberg
05-08-2025
- Bloomberg
Bloomberg Surveillance: The Race For New York City
Watch Tom and Paul LIVE every day on YouTube: Bloomberg Surveillance hosted by Tom Keene & Paul Sweeney August 5th, 2025 Featuring: 1) Andrew Cuomo, NYC Mayoral candidate and former NY Governor, on the state of the race and how New York City is a national story. 2) Erica Groshen, former Commissioner of the Bureau of Labor Statistics and currently a Senior Advisor at Cornell, on President Trump firing a BLS chief after weak jobs data. 3) Henrietta Treyz, co-founder at Veda Partners, on President Trump's tariff push 4) Lisa Mateo joins with the latest headlines in newspapers across the US, including how AI is listening to your meetings and how NYC's iconic Flatiorn Building will get bathed in lights for the first time in 123 years