Everything must be done accordingly and in a legal way. You must first issue a warning letter (written notice) pertaining to his unlikely attitude. You must state clearly on the said warning letter the violations that he has committed including the dates. It is clearly stated in the Labour Law that the employer shall have the right to terminate an employee on grounds of serious misconduct. Serious misconducts, insubordination, etc. are considered a JUST CAUSE and can be a valid ground for employee termination.
But please take note that employers cannot immediately terminate an employee without serving first the required notices. WHEN NO NOTICE WHATSOEVER WAS GIVEN, THERE IS VIOLATION OF DUE PROCESS. There must be at least two (2) written notices to be issued:
1. One to appraise him/her of the particular acts or omissions for which his dismissal is sought, and
2. the other is to inform him of his employer's decision to dismiss him.
The above notice (1) must be acknowledged and signed by the employee. Your company should also give him a chance to explain and defend himself. It must be made clear to the said notice that he may be dismissed anytime if he neither repeat or commits any of the company's policy.
By the time that he once again violates any of your company's policy, the 2nd notice must be served. On the said notice, you must give a date on when his termination shall take effect. It must be at least 7 days before such takes effect.
Once you have done the things that I have mentioned above, you can be certain that where ever he may go and report, his case will surely lose.
Hope I am able to help you out.