I agree with you, but there is no crime here, just bad work conduct, and as a professional, that makes you not as good at your job, and as an employer, it can justify letting you go.
Call it a bad cultural fit if you prefer. Someone who cannot navigate the social work environment, and makes others feel uneasy and lowers their moral is not as good an employee as someone who'd have no issue doing so, and makes everyone else motivated and confident.
As an employer, I'd probably quickly try and replace such an employee, with someone who's just as good technically, but also has better social work ethics and collaboration skills.
This is totally fair to me. Being good at your job also involves being good with coworkers and promoting a healthy work environment which boosts everyone's productivity. If you have deficiencies there, try working on it. It'll be good for your career.
Now I know what's going to happen... But what if someone totally fabricated a case against you and brought it up to your employer and now your employer falsely believes that you're a big bully and harasser and that you hurt the work environment and they fire you over that?
And I think that's a bit of a fallacy counter-argument honestly. Some kind of reification fallacy. Yes in the abstract hypothetical, this would be unjust, and you can deduce that it was in fact the accuser who was being unprofessional and fabricating an environment of blackmail. But give us any concrete case, and we can now observe the facts of that case and see if employers did an unreasonable assesement or not. For example, we might see in real cases, there is always more than one complaint made, or there are recorded behaviors like emails, chat logs, naughty passwords, etc. Or there's repeated offense, or there was prior knowledge, etc.
And again, no crime here. An employer for their business sake, might prefer to lean on better be careful rather than sorry. That makes total business sense to me.