Generally speaking, there are four types of transgressions that occur
in the workplace:

Policy and procedure violations
Performance transgressions
Behavior and conduct infractions
Absenteeism or tardiness problems

Although employee transgressions are rarely identical, most infractions can be categorized in one of these four areas. Some disciplinary infractions violate more than one of these issues simultaneously. For example, an employee who is excessively late to work violates the ‘‘tardiness’’ and ‘‘performance’’ categories. Similarly, someone who engages in inappropriate workplace conduct by getting into a screaming match with a coworker violates the ‘‘policy’’ and ‘‘behavior’’ categories.

The key to allowing progressive discipline lies in establishing a
link or connection between events. Using the example just given, an
employee who is excessively late to work may at first receive a verbal reprimand and an admonition to be on time. If that doesn’t fix
the problem, then a written warning and, ultimately, a final written
warning may be appropriate. Failure to meet the terms of the final
written warning may result in the employee’s termination. In essence,
the employee will have failed to rehabilitate herself, despite the company’s ongoing warnings and stepped-up consequences.

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Substandard job performance is probably the most common problem.
When employees have difficulty mastering the basics of a job or when they fail to communicate appropriately so that their supervisors
learn of problems before they become serious concerns, termination
for substandard job performance is appropriate.

Inappropriate workplace conduct leads to dismissal if an employee
commits gross insubordination, engages in unlawful activities on the job, fights with a coworker, commits time card fraud or otherwise steals time or money from the organization, or violates company policies regarding sexual harassment or discrimination.

Attendance and tardiness infractions occur when an employee
fails to hold himself sufficiently responsible to report to work on
time on a consistent basis. Some companies have very clearly defined
policies regarding what constitutes tardiness or an occurrence of unscheduled absence. Others handle these matters on a case-by
case basis. Companies also differ as to how many occurrences justify
discipline and, ultimately, termination for cause

Taken From : The Hiring and Firing Quention and Answer Book