Dear Aarti,
I don't know what you are presuming about termination on account of discipline, attendance, non- performance or disobeyance. But, if you think that your organisation can terminate the employee with one stroke by merely issuing of the termination letter without observing due formalities required in disciplinary proceedings, I am afraid, your presumption is not correct, as the very next day the employee will go to the court and prove his termination to be wrong and would come over the head of the management, as a more indisciplined employee to become headache for the management as well as other colleagues and would spread indiscipline amongst other employees also.
So, even in the cases of discipline, attendance, non- performance and disobeyance, you may also have to give him opportunity to defend against the charge by serving him with notice/ charge sheet and to prove the charge against him before his termination.
SO, PLEASE DON'T FORGET TO TAKE ADEQUATE PRECAUTIONS BEFORE TERMINATING ANY CONFIRMED EMPLOYEE. Rest depends upon you how you would like to take my advice.