It should go without saying that most employers want to create an environment free from all types of harassment. Not only do they not want to be held liable for such behavior, it’s also simply the right thing to do. That said, fostering a workplace culture that allows harassing behaviors may happen more often than many of us realize. This is in part because many behaviors can be deemed to be harassing in nature (or creating a hostile environment)—and the individuals perpetuating them (and the managers who are in charge of the individuals) may not even realize they’re doing so if they’re not paying attention.
Obstruction of someone’s movements, such as blocking them from leaving their office or cubicle or workspace.The key here is that some employers may be allowing or fostering a hostile work environment unintentionally and/or unknowingly. If the team is trained on what constitutes a hostile work environment, this may help. It helps to remember that a hostile working environment can be created whenever there is behavior that makes someone feel intimidated, unwelcome, threatened, unsafe, or scared. Here are some examples of what may constitute a hostile work environment:
In general, this type of conduct must be discriminatory, unwelcome, and either frequent, severe, or pervasive (or both) to be considered a hostile environment. It must be enough to interfere with the work environment. It is not usually deemed a hostile environment if the activity in question was an isolated occurrence or a simple attempt at initiating a sexual relationship that was not reciprocated nor repeated. Whether or not this criterion (unwelcome, frequent, pervasive) has been met is determined on a case-by-case […]
Source: HR Daily Advisor