You are a front-line manager in a call centre. One of your staff members, JP, has worked for you for eleven years. His performance is slightly worse than average, but his pay is considerably more than average due to his tenure. JP has never been subject to any formal corrective or disciplinary action.

Your organization follows a standard process of escalating discipline for all but the most serious infractions, like deliberate vandalism to work equipment. Your HR department is well-versed in employment termination processes, as well as all the other legal processes touching on employment standards and labour relations.

JP decides to quit and gives you his two weeks notice. He also advises you that he does not intend to come to work at his scheduled time, but that he will come in at 9 am every day.

Midway through the second week of notice, JP has been late for every shift during his notice period. Your boss, the operations manager, notices this, and asks if JP intends to be on time for his last shift, which is his next one. You answer that JP has told you that he does not intend to come to work any earlier than 9 am, though all his shifts are scheduled to start between 8 and 9 am.

On JPs last day, your operations manager calls you into his office and asks whether JP was on time that day. You reply, honestly, that no, JP was late. Your operations manager tells you to go fire JP.

What do you do, and why?