First, cases of hostile work environments are extremely subjective and fact-specific.
Second, there’s rarely a smoking gun (the bully admitting their wrong-doing).
Likewise, if you are in HR, it is imperative that you take bullying seriously and follow the guidance above to protect and help your employees who may be affected by manipulative and bullying behavior.
And, left unaddressed, bullying concerns quickly can escalate.This is why it so often goes undetected in the workplace, and your employees could be suffering because of it.The Workplace Bullying Institute defines bullying as “repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators that takes one or more of the following forms: verbal abuse, offensive conduct/behaviors (including nonverbal) which are threatening, humiliating, or intimidating; or work interference – sabotage – which prevents work from getting done.” The primary issue with bullying is that the perpetrator desires to control the other person’s behavior, usually for his or her own needs, personal agenda, or self-serving motives.For a work environment to be illegally hostile, it needs to go beyond minor inconveniences, casual joking and general rudeness.(But, this also doesn’t mean bullying needs to be an innate part of the company culture.This It’s hard to say when a hostile environment becomes illegal since there’s no exact formula that judges use.