The answer is, of course, it depends. It depends so much on the specific situation that I don't even know where to start writing about how I would handle it, but here are a few questions I would ask myself, in no particular order.
Have any of their coworkers complained about their behaviour? How often?
Have they been given feedback on how their behaviour impacts their coworkers?
Is their manager actively supporting them to improve the problematic areas?
Have they been offered professional training/coaching to address the problematic behaviours?
Is everybody else being fair to them? i.e., would they complain the same if anybody else performed the same behaviour?
Is there any issue in the environment that's causing the unproductive behaviours?
Have they been located in another or several other teams and the same issues have showed up?
Does the issue seem to stem from an inherent trait in the offender, or a latent conflict between them and the complainer? If the latter, have we tried to resolve the conflict?
Is it mostly me who sees a problem with that person's behaviours, mostly others, or both?
From that list you can already guess that my first choice would not be firing them, but trying to solve the underlying issues that might be causing them to behave in a way that is disruptive for everybody else.
For further actions, you may consider blocking this person and/or reporting abuse
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The answer is, of course, it depends. It depends so much on the specific situation that I don't even know where to start writing about how I would handle it, but here are a few questions I would ask myself, in no particular order.
From that list you can already guess that my first choice would not be firing them, but trying to solve the underlying issues that might be causing them to behave in a way that is disruptive for everybody else.