Thanks G. Anand--just fulfilling my role I guess.
And mdkurlekar11--coming to your second query [about the firing of an employee], I suggest you don't hold-back the documentation--whether it's the Relieving Letter or otherwise.
But you haven't mentioned whether this guy was informed the reasons 'why' he was being terminated ["......trying to spoil the office culture...."] AND also what you mean/define by 'spoil the office culture'. Since you are in the IT industry, you would be aware that a few aspects that are quite normal/passe in the IT sector would be absolutely not acceptable in the Non-IT sector. Unless you have the HR Handbook in place within the company, it's tough to enforce such things legally & practically, in any worst-case scenarios.
To handle this specific case, suggest make him understand that what he did was very inappropriate in an official environment & then give him the Relieving Letter & other Docs which he will need all thru his career, with a clear hint that the Company does have a choice of mentioning the actual reason for his termination IN THE RECORDS [which would be the only info to be accessed by any HR person during every future BCs by his future employers down the years]--but wouldn't like to do so in the interest of his career. I am sure he will get the message & he may not press for his salary....OR at best may settle for something in-between what's OK for both.
I would suggest the second option/possibility [settle for something in-between]--since it's always better for someone to leave without ill-feelings, to the extent possible, AND at the same time handle the company's interests PLUS you also will need his F&F Settlement signed by him for your records AND this would also be a way to inform other employees as to what's acceptable & what's NOT, all the while being fair even in such matters.
And, I also suggest you to get the HR Documentation [Handbook, Policies, etc] in place ASAP--to ensure you don't land-up into such situations in future.
Rgds,
TS