Gross and habitual neglect of duty as just cause for dismissal practice question

Javier Cruz was employed as an inventory clerk at Delta Steel Corp. from January 2020 until his dismissal in December 2021. During his employment, he received several written warnings: one for failing to check the correct quantity of materials in his inventory, another for unauthorized undertime, and another for absence without prior leave. He was also warned for failing to implement proper warehousing procedures and for not ensuring sufficient supplies of industrial gases. In the months before his dismissal, the accounting department discovered that he made double and erroneous entries in his inventory reports. Delta Steel Corp. terminated Cruz for gross and habitual neglect of duty. Cruz filed a complaint for illegal dismissal, arguing that his errors were minor and that his denials should be believed. Should Cruz's dismissal be upheld as valid? Explain.