Dear Ms. Sai Lakshmi,
No matter how good is the employee in her performance in terms of her potential consequences associated with the job, ATTITUDE determines the possible effects & is a LARGE FACTOR in terminating that employee.
I have a question to you -- Have you spoken to her in regards to her "Attitude"? If you'd then it's well & good. However, terminating straight effects other employees as well. Therefore, determination of fact is to talk to the employee implying her attitude is negatively effecting the company.
Create a document detailing about her position post meeting with her, take the acknowledgement from her for accuracy during your proposal to terminate her. By doing this you are trying to safegaurd interest of company's reputation from few geeks. This later also helps you in providing a junk of documents to terminate the employee for attitude & the doldrums purpose.
Foremost is please ensure the security of your company's data & other valuable possesions ae to be taken even before you terminate that employee. Her emails and passwords should be immediately handedover to IT department. You know why...after all this you can call that employee in front of all the HOD's and present your interactions with her etc. coz substantial evidence shouls also make her realize the sense of nature in the company. But make sure you treat the employee with kindness.
Such employees might come back to you in certainity, hence the scrupulous way is to
all necessary paperwork is accomplished and ensure that all company badges, keys and other property are surrendered with an acknowledgement.
Then approach the fellow members with significance in terminating the employee. I'm sure nobody WILLS to QUIT JOB for some other person. Therefore, relax and go by HR process.