When we get up this high in the numbering system, to use the word Rule sounds a tad stiff or rigid. It might go down a bit easier if one were to think of Rule #4 as a suggestion or guideline.  Regardless, this next idea builds off Rule #3 of building a portfolio.  In the first two rules we have determined the importance of saving and staying disciplined with our program.  Now we need to know what to do with the money we have saved.  Portfolio planning is the next step and in this Rule #4 or

For example, you only allow one unexcused absence a quarter, tardiness 3 times a month or 12 sick days a year. By targeting the problem early, having a paper trail, and writing a notification of separation for cause, the layoff will not be as difficult. By tolerating gross misconduct , you’re sending a message to your personnel that they don’t have to respect your authority in the workplace

o Refusing to cover-up for a supervisor’s misconduct. With the sue-happy nation we live in, it is easy for a sacked worker to bring a case against you and claim that you had no real ground for layoff. With a high-risk dismissal, you don’t sack the employee, but he resigns in return for a big dismissal package.

Although much of this book has described how to terminate a single worker, this chapter discusses mass dismissals of workforce.

When you feel the worker has served you well during his or her time of employment, you should do all you can to make it on her or him.