Megha good day, I am also from Mysore
If your company has well defined service conditions for the probationers and permanent employees, and such conditions are explained in the appointment order and the employee has given an undertaking, for having accepted such conditions, you can proceed with as per law.
But you should think that remedy do exist to the Probationer also. If he approaches Civil court for remedy, definitely, Court admits his case as a matter of sympathy.Because he has not violated any law of the land,he has not caused any loss or damage to your company or to the society. It will definitely advises the Management to give him an opportunity to defend himself against the proposed action. Under this circumstance, Management is bound to act accordingly.
Therefore Management can serve a warning notice duly reminding him about the conditions of appointment and terminate him if he repeats his act within the probationary period. This will help the probationer to retain his appointment and he will respect the Management and it will increases his morale.
I feel you may agree with my suggestions.
SPKR
18.9.13