OK, I've been having some hassles on the sort aisle. My sarcastic mouth has not been appreciated by a couple women and one has gone so far as to report that I threatened to slash her tires and, on another occasion, to kill her. Not my style at all. I say what I say and will openly repeat it in front of union rep or management. My remarks are related to their unwillingness to do the job which makes mine more difficult. Example: Shut up and sort Stop gawking around so much and maybe you can handle your own door. Yes, my mouth can be a problem. Note - these two are quota and maybe I am too. I'm the old white woman with more seniority, they are black. Racial issues are sensitive at best and no one has the courage to tell it the way it is. I've kept my mouth shut regarding race. After one accused me of cussing her out on the sort aisle there were several meetings. At the first one, union rep sat right next to me. Next day first thing there was another meeting, no union rep in building. center manager chose one of his safety pets as witness. One of his statements during the meeting was that I had threatened him the previous day with body language. This, combined with the other alleged threats would result in a warning letter. I didn't threaten him, merely watched to see if he could look me in the eye, which he could not. I grieved the warning and will go to panel. Asked the union rep to put down in writing that I did NOT threaten center manager at the first meeting, never said a foul word, didn't clench fists or get up to kick his butt. Rep is not willing to do this, insisting that center manager can say whatever he wants. Yes, he can but he saw no threatening behavior and I need it in writing to take with me. Will help prove that this center manager can't tell a threat from in the ground. Rep isn't going to document this for me. Who is he representing? I'm not asking him to mention any other teamster's behavior or comments, only that of management. Threatening center manager in his own office isn't good behavior and if it's fabricated, this needs to be known. Does anyone have suggestions on how to handle this? I feel I should call the BA but fear it will come back on my center rep and I will pay the price down the road. This rep has not done much in the past by pointing out that the false and horrible accusations were never seen or heard by anyone. He handles these women with kid gloves, as does management. I don't want to play race card at all but the accusations are clearly hood talk and I'm not from the hood. Should I even bother pointing out the wording of the accusations at panel? This mess involves the forbidden area of race relations. I've never feared telling it the way it is in the past. This, however, could result in termination. I know enough to focus on the harassment of management, which has certainly been taking place but the wording of the accusations should be brought up as evidence of their origin. Any input regarding the refusal of union to back me on threatening the center manager and/or wisdom in pointing out accusation wording will be appreciated. Positive or negative, I'll take it.