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How to Buy a Firearm: Eligibility and Requirements



How to Buy a Firearm Eligibility and Requirements

In the wake of recent mass shootings, many people are asking how they can buy a firearm. Buying a gun is not as simple as just going to the store and picking one up. There are several eligibility requirements and steps that you must follow to purchase a firearm legally. This article will discuss the basics of purchasing a firearm in the United States. Let’s get to the list.

Who Can Own a Gun?

Not everyone is allowed to own a gun in the United States. There are specific criteria that you must meet to purchase a firearm legally. The first requirement is that you must be at least 21 years of age to buy a handgun from a licensed dealer. You must also be at least 18 years of age to purchase a rifle or shotgun from a licensed dealer.

Other requirements for purchasing a firearm include not being a fugitive from justice, not being adjudicated as mentally defective or committed to a mental institution, and not being an unlawful user of or addicted to any controlled substance. Also, you should not be dishonorably discharged from the United States Armed Forces. In addition, you must also not have been convicted of a felony or domestic violence crime or have a restraining order against you.

Types of Guns

There are two main types of guns: handguns and long guns. Handguns are small firearms that can be carried and used with one hand, such as pistols and revolvers. Long guns are larger firearms that require two hands, such as rifles and shotguns.

All these are used for different purposes like sports shooting, hunting, or self-defense. As highlighted by the team behind The Gun Source, It is essential to know what you will be using the gun for before making a purchase. For instance, if you want to go hunting, you will need a different gun than if you want to compete in a shooting match. Also, remember that some states have restrictions on certain types of firearms.

How to Buy a Firearm

You have to follow the right steps and procedures when buying a firearm. The first step is to find a licensed firearms dealer in your area. Reliable dealers partner with renowned suppliers and offer online reviews, testing, and other relevant information on their websites. You can check if the dealer is licensed by asking to see their Federal Firearms License (FFL).

Ensure that the dealer you choose conducts a background check. Licensed dealers are required by law to run a background check on every customer who wants to buy a gun. This is done by submitting your information to the National Instant Criminal Background Check System (NICS). The NICS will then approve or deny your purchase based on your criminal history and other factors.

How to Handle a Gun

How to Handle a Gun

Once you have purchased a gun, it is essential to learn how to handle it safely. You should always treat a firearm as if it is loaded, even if you know it is not. It would be best if you never point the gun at anything you do not intend to shoot. When handling a gun, keep your finger off the trigger until you are ready to shoot.

Also, you need to follow the set storage rules for your gun. You should store your gun in a locked cabinet, safe, or secure location. You should also keep the ammunition in a separate location from the gun. If you have children in your home, it is essential to make sure that the gun is stored safely when traveling or at home and out of their reach.

Purchasing a firearm is a serious decision that should not be taken lightly. There are several eligibility requirements and steps that you must follow to buy a gun legally. Be sure to research and consult with experts before making a purchase. Once you have purchased a gun, it is essential to learn how to handle it safely and store it properly. Following these guidelines will help ensure that you can safely enjoy your firearm.

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Great Resignation: How to beat Great Resignation with Employee Experience



Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.

 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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