I can't possibly imagine a judge or more importantly, a jury, sitting and listening to a case where a male co-worker, known for blowing-up into emotional outbursts, who picks his victim, bullies her, verbally abuses her, makes physically furtive movements in her personal space that intimidate her and cause her to feel threatened, yells at her, swears at her, having previously referred to her as a "monkey" and "naive" to a second employee (at some time in the past - not concurrently); that would come to the conclusion that said bully had not instantiated a hostile work environment, merely because he did not rape her on the spot.
If the law can't protect people in the workplace from this kind of abuse and has no mechanism for remedy should such co-worker abuse take place, then what good is the law? Why not just become a nation of vigilantes instead of pretending to be a nation of laws.
Furthermore, what does the law say about an employer who attempts to force an employee to sign a binding agreement that unlawfully forces an employee to control a third-parties actions? Is that not unlawful on its face? Or, what about an employer who threatens an employee with suspension with pay indefinitely, if said employee does not give the employer private and privileged information for the sole purpose of litigating against her own spouse? Or, what about an employer who makes false statements to a third-party, who then repeats those false statements to a party in relationship to the employee causing estrangement within the employee's professional relationship(s)?
Have you actually read the complaint - before commenting on it?
If HWE does not apply, then what about the right to not be forced to give privileged/private information to an employer that is not related to work the employer hired the employee to perform? What about the right to privacy? By what authority does an employer have the legal power(s) to force an employee to participate in the pre-litigation of a family member? Where is the employers responsibility for fairly investigating claims of hostile work environment issues? Why would an employee do nothing about a co-worker obviously out of control and who has engaged in the verbal intimidation of another co-worker on multiple occasions without correction, yet find it perfectly fair and balanced to file a restraining order against a husband who finally came to the defense of his wife/victim?
Is the law blind to these issues, of just deaf and dumb to them?
Certainly, there must be an attorney with common sense who can see the pedestrian nature of a case like this and how to apply the relevant portions of the law to win a case of this kind in a court of proper jurisdiction. If this case can't be won, the what can - other than cases involving sexual misconduct or outright physical violence in the workplace.

