If they are consistently late and their attendance doesn't improve, you could have them gone within a month or two. Two PDDs would equal a corrective action, two further PDDs would equal a final, and another PDD after that is a term. If they're late to every shift, you could have this process completed within two months easily. But they'll likely start improving when they get to at least a corrective action if you thoroughly express the process of escalation (unless they really don't care about their job.)
Talking on the phone while on the clock is loafing, and this and cursing around guests are both conduct PDDs, so the same process of escalation would apply.
If they haven't been coached for any of what you mentioned yet, then your store has serious issues managing accountability. In any occasion, partner with your ETL-HR and ask for a full crash course on accountability; coachings, the process of escalation, the whole works. Then ask your ETL-HR which ETL is the best at managing accountability, and ask them the same thing. By the end of these two conversations you'll know everything you need to know about accountability except how to actually execute it. Consider having your workcenter's ETL sit in with you on your first PDD, and then have your ETL-HR walk you through documenting that conversation.
...is the first half of it. The second is generally stepping up to your role as a leader. If nothing else helps, think of it this way: it's either your job or theirs. If you have underperforming TMs under you, their performance is a judgement about how well you manage your team. Also, if you have a team of top performers, your job becomes tremendously easy, and who doesn't want their job to be easy?
