Terminating a worker for absenteeism and lateness

Records of absenteeism and lateness have been kept, but all disciplinary action has been verbal. Can we terminate the employee?
By Tim Mitchell
|Canadian Employment Law Today

Question:

I have just joined an organization that wishes to terminate an employee for absenteeism and persistent lateness. The employee is relatively new and following a successful three-month probation period, another letter was issued extending her contract for another three months. The reason for only extending a further three months was that the company did not want to commit to a permanent contract with the absenteeism problems, but this was not stated in the letter.

Records of absenteeism and lateness have been kept, but all disciplinary action has been verbal. Can we terminate the employee on these grounds? If not, where do we stand?