Not every unpleasant workplace incident is grounds for a lawsuit. Take, for example, a co-worker who yells at co-workers or is generally unpleasant. Unless the individual is targeting one group for poor treatment, there’s not much grounds for a lawsuit.
Recent case: Margaret, an education specialist at a prison, did not get along with one of the correctional officers. She sued, alleging that he was a sexual harasser.
But none of her examples were related to sex and she had no evidence the officer specifically targeted female co-workers for his tirades. Without that, she had no case. (Froby v. Clark County, No. 14-16843, 9th Cir., 2016)
Final note: Of course, there are reasons to curtail bullying behavior even if it may not rise to the level of harassment. Why tolerate behavior that’s disruptive and unnecessary?