Hi,
Yes, if there is a valid reason, then there is no question. But valid reasons have to be justified and put forward professionally. For example, if you have not issued a poor performance report to him during his regular job period (assuming the employee is a poor performer) and suddenly you are saying we are terminating you on the basis of performance, it's not justified. It is not a question about legality but about the approach. That means management is expected to be mature, professional, and unbiased in the situation.
But if there is a case where the person is engaged in theft (e.g. data theft) or is involved in anti-organizational activities, and there is proof for this, then you can terminate the person.
Regards, Tikam
tikamindia@rediffmail.com